New York University Human Resource Management The OSS Case Study Questions
Description
In June 13, 1941, President Roosevelt created the Office of Strategic Services (OSS) to coordinate the U.S. intelligence effort against Nazi Germany. Roosevelt named William “Wild Bill” Donovan, a Wall Street lawyer and World War I hero, to head the office with a handful of agents. The organizing goal of the OSS Program was to improve the intelligence agent selection process by creating a scientifically sound approach to selection.
Read the ppt, and answer following questions
. Did the rigor and sophistication of the 1940s OSS selection process surprise you? What do you think are the best qualities of the OSS selection process?
2. This case demonstrates the gap between what we know about evidence-based selection and actual company practice. Based on the case and the text and lecture discussion of best-practice selection procedures, what gaps do you see in your company’s section process? In other words, is your company availing itself of the advantages of best-practice selection procedures? What changes should they make?
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Screening Process
• Military record
• Ethnic background
• Language fluency
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Aptitude Tests
• Otis Intelligence
• Bennett Mechanical Comprehension Test
• Vocabulary Test
• Psychologic Tests
– Personality
– Projective Tests
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Simulations
• Maintain Cover Identity
• Map Memory Test
• Interrogation Test
• Belongings Test
• The Brook or The Wall
• Leaderless Group Discussion
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Physical Fitness
• Medical Exam
• Sports
• Physical Strength & Agility Tests
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Stress Tests
• Behind the Barn
• Stress Interview
• Post-Stress interview
• Liquor Test
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Logic of Prediction: Past Performance
Predicts Future Performance
Selection Overview
•Strategic Importance
•Criteria Definition
•Job Analysis
–KSAOs, Specifications
–Demands & Rewards
•Candidate Characteristics
– Signs & Samples
•Test Development
•Evaluation
– Process & Outcomes
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Strategic Importance
• How important (number, impact,
uniqueness) is a good spy to the agency?
• What does a good spy accomplish
(results)?
• What happens if we hire an incompetent
spy?
• How does a good spy behave?
• Determine the criteria measures (key
performance indicators)
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Criteria Measures
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Performance
Turnover
Citizenship Behaviors
Perceived quality of hire (stakeholders)
ROI/Utility
Lawsuits
Fit
Promotability
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Candidate Characteristics
• Identify the characteristics necessary for
success on the job
• Signs Indicators of future success (traits,
aptitudes, interests & temperament)
• Samples Measures of present expertise or
competence (knowledge, skills, abilities).
• Illustrate the relationships between your
candidate characteristics and the criteria
of success.
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Test Development
• How will you measure each of the
characteristics that you determined were
necessary for success on the job?
• Consider
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Reliability
Validity
Legal compliance
Practicality issues (time, expertise required)
Costs
Applicant reactions
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Selection Test
A Test is an objective and standardized
measure of a sample of behavior.
Standardization—the uniformity of
procedure in administering, scoring and
interpreting the test.
Reliability—The consistency/stability of
results
Validity—Appropriateness of use
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Standards for Tests
Evidence of Usefulness
– Psychometric (Reliability/Validity)
– Ability to Predict (Performance, Theft, etc.)
– Utility
Legal Concerns
– Adverse Impact
– Disability Issues
– Impact of False Positives
Practicality
– Reactions (Face Validity, Invasiveness)
– Time/Costs/Safety
– Expertise Required, Development/Validation
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Test Development
• Job Analysis
– Tasks, Demands
– KSAs, Aptitudes
– Success Criteria
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Exam Items
Exam Format
Administration Procedures
Scoring (Cut-Off Score)
Process Measures
– Reliability, Validity, Adverse Impact
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Types of Assessments
• Initial (Screening Devices)
– Used to screen out candidates who do not
meet the minimum requirements of the job
• Substantive
– Determines whether a candidate is fully
qualified for the job
• Discretionary
– Used to determine who receives the job offer
• Contingent
– Job offer depends on passing this final test
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