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 INDIVIDUAL DIFFERENCES THAT INFLUENCE PERFORMANCE AND EFFECTIVENESS     What Should We Assess? Kevin R. Murphy Assessment in organizations can be carried out for a variety of purposes, many with high stakes for both individuals and organizations. The stakes can be particularly high when assessments are used to make decisions about personnel selection and placementor about advancement and development of individuals once they have been hired. If assessments focus on traits, attributes, or outcomes that are not relevant to success and effectiveness, both organizations and individuals may end up making poor decisions about the fi t between people and jobs. If assessments are appropriately focused but poorly executed (perhaps the right attributes are measured, but they are measured with very low levels of reliability and precision), these assessments may lead to poor decisions on the parts of both organizations and individuals. In this chapter, I focus on b...

More and more hiring managers are turning to phone interviews as an initial means to narrow down applicants. Not only does this method allow recruiters to take a large candidate pool and filter it down to the top contenders, but it also cuts costs by reducing time dedicated to conducting several in-person interviews. This initial call is an opportunity for candidates to make a positive first impression, and it may be the only chance to convince a prospective employer that you are a good fit for the job. So how can you stand out from the competition? Start by avoiding these five phone interview pitfalls: Taking the call in a distracting environment:  Eliminate any and all potential background noises like screaming children and barking dogs, as well as Facebook notifications, e-mails, or text messages. Why? “Background noises can be extremely off-putting during a phone interview, so special care to eliminate these annoyances should always be taken,” explains Jackie Du...

CONTEXT OF PSYCHOLOGICALASSESSMENTS IN INDUSTRIAL/ORGANIZATIONAL SETTINGS Psychologists have been active in the assessment of individuals in work settings for almost a century. In light of the apparent success of the applications of psychology to advertising and marketing (Baritz, 960), it is not surprising that corporate managers were looking for ways that the field could contribute to the solution of other business problems, especially enhancing worker performance and reducing accidents. For example, Terman (1917) was asked to evaluate candidates for municipal positions in California. He used a shortened form of the Stanford-Binet and several other tests and looked for patterns against past salary and occupational level (Austin, Scherbaum, & Mahlman, 2000). Other academic psychologists, notably Walter Dill Scott and Hugo Munsterberg, were also happy to oblige. In this regard, the approaches used and the tools and techniques developed clearly reflected prevailing thinking amo...

HISTORY OF INTELLECTUAL ASSESSMENT We begin our discussion of intellectual assessment with a review of historical perspectives. This vantage point is critical because little can be understood devoid of knowledge of its history. Speculations into the nature of human intelligence can be traced back to the Greek philosopher Plato (ca. 428/427–348/347 B.C.E.) who referred to reason as the highest functioning part of the soul. Since that time, philosophers and scientists have engaged in dialogue pertaining to the nature of cognitive processing and intelligent behavior. Beginning in the sixteenth century, attempts were made to differentiate mental deficiencies from mental illness. Prominent philosophers and psychologists involved in this work include Jean Esquirol, Sir Francis Galton, Alfred Binet, and James Cattell. More

Intellectual Assessment Lloyd A. Taylor, Cara B. Reeves and Erin Jeffords The practice of estimating intellectual abilities dates back to the beginnings of scientific thought. Greek philosophers and modern-day psychologists alike have attempted to understand the nature of human intelligence and to devise methods by which to measure intellectual capabilities. These intellectual assessments often play important roles in diagnoses of learning disabilities, academic placement, occupational selection, and medical treatment plans. Additionally, intellectual assessments routinely have a significant role in the conceptualization of neurocognitive sequelae following traumatic injuries. Thus, the methods by which we estimate intellectual functioning, and the scientific integrity of these assessment tools, are critical to our practice as psychologists. The goals of this chapter are to provide an overview of the history of intellectual assessment and common definitions of intelligence. We addit...

The Recruitment or selection process is a series of specific steps used to decide which recruits should be hired. The process begins when recruits apply for employment and ends with the hiring decision. Though the final hiring decision is made by the immediate supervisor or manager in many cases the HRM department evaluates applicants in regard to their potential suitability through the use of valid procedures. The process may be seen as consisting of eight discrete steps, namely: 1. Preliminary reception of applications This is the step that brings together the organization with the applicant. The applicant has the chance to learn about the organization and the organization has the chance to provide all the necessary information about the job. Often a preliminary interview may be granted as courtesy, which helps the organization to screen out obvious misfits. 2. Employment tests  These tests are devices that assess the match between appli...

The discussion of antisocial personality disorder (ASPD) allows a sobering look at the field of clinical psychiatry in general, and its research endeavours in particular. An extremely important aspect in the overall perception of this disorderis the cultural dimension. The very term ‘‘antisocial’’ reflects the inherence of environmental factors. Cultural relativism plays an important role, particularly in the light of the media and the general public’s tendency to easily introduce clinical terms into everyday jargon [1]. Antisocial is a very broad term; antisocial behaviour can be a coping mechanism to deal with an adverse milieu in large cities and small towns alike, in modern Western world metropolis, and in tiny villages in the Sahara desert, the Australian jungles, or Andean communities in Latin American countries [2]. Furthermore, there are the ‘‘charming’’ or ‘‘acceptable’’ psychopaths, many of them living not precisely in the darkness of jails or in the fringes of a society that...