Hiring the Right Individual for Your Corrections Staff

• NCJ Number: 228204
• Journal: Corrections Today Volume: 71 Issue: 4 Dated: August 2009 Pages: 22-24,26
• Author(s): Marcia Morgan; Jack E. Smith
• Date Published: August 2009
• Length: 4 pages
• Publication Format: Article
• Publication Type: Instructional Material
• Language: English
• Country: United States of America

Annotation

This article instructs corrections managers in how to select and retain effective employees through personality assessment, judgment assessment, realistic job previews, predicting employee turnover, and structured behavioral interviewing.

Abstract

In assessing personality characteristics, research has identified five personality factors that consistently correlate with job-related behaviors. These are extroversion/introversion, emotional stability, agreeableness or likeability, conscientiousness, and intellect. Personality tests that measure these factors, when properly constructed and validated, show promise in screening applicants for these personality characteristics. Another promising approach is the use of situational judgment tests. Such tests assess an individual's judgment in work-related situations. Regarding structured behavioral interviewing, a wide range of research studies have shown that the interview process can be greatly improved by using questions based on job- related behaviors and attitudes. Interviews are also more effective when the content and process are structured, such that every applicant has the same opportunity to be assessed. Questions should also focus on the past behavior of the applicant or pose hypothetical situations that reveal how he/she would behave in a job-related situation. Regarding the prediction of employee turnover, Barrick and Zimmerman (2005) have identified a number of assessment variables that can be used to predict employee turnover. They include biological data, attitudes, behavioral intentions, and dispositions. One promising approach for improving the personnel selection process is the Corrections Selection Inventory (CSI), which is a new selection tool that systematically incorporates each of the concepts discussed in this article. The CSI measures dependability, respect for authority, self-control/stress toleration, cooperation/teamwork, communication skills, work ethic, principled behavior, attention to detail, self-esteem, life stability, and judgment. 4 figures and 6 notes