06 Employee Selection Flashcards
1
Q
Refers to the process of making a hire or no hire decision regarding each applicant
A
selection
2
Q
9 HR employment functions
A
- receiving applications
- interviewing applicants
- administering tests
- conducting background checks
- arranging physical examinations
- placing and assigning new employees
- coordinating follow-ups of new employees
- conducting exit interviews
- maintaining employee records
3
Q
9-step selection process flowchart
A
job interest -> pre-employment screening -> application form -> test and interview -> background check -> additional interview -> conditional job offer -> medical exam -> job placement
4
Q
What is the most cost-effective way to conduct pre-employment screening?
A
telephone interviews
5
Q
What is the purpose of submitting an application form if an applicant already submitted his/her resumer?
A
application forms assesses applicants based on the company’s standards
6
Q
True or False - Both initial and additional interviews are required
A
false, additional interviews are optional
7
Q
If an interview includes a panel, who is the one person required to be included?
A
hiring manager
8
Q
True or False – A deadline could be given to an accepted applicant on the conditional job offer
A
true, if hiring is urgent
9
Q
In the selection process flowchart, which is the appropriate time for the applicant to ask or negotiate about salaries and benefits?
A
conditional job offer
10
Q
What does de minimis mean?
A
small benefits that are usually non-taxable
11
Q
True or False – Companies prefer applicants to pay for their own medical exams to cut costs
A
false, it is ideally paid by companies so that they can choose the clinics and avoid forgery of results
12
Q
True or False – When making the job offer, require the accepted applicant to return a signed letter of acceptance
A
true
13
Q
[Selection Methods]
Refers to a meeting between the applicant and someone from the employing organization with an input in the hiring decision
A
interviews
14
Q
Initial interviews are usually done by whom?
A
HR
15
Q
A series of interviews are usually done by whom?
A
HR
16
Q
Final interviews are usually done by whom?
A
hiring manager
17
Q
What is the primary task of HR in conducting interviews?
A
provide the hiring manager quality choices for the job
18
Q
True or False – It is required for final interviews to be done by the hiring manager
A
false
19
Q
True or False – It is necessary to inform the applicant of the interview process
A
true
20
Q
5 types of interviews according to style
A
- one-on-one
- sequential
- return
- panel
- group
21
Q
Among the 5 types of interviews according to style, which one is the least advised?
A
return interviews
22
Q
Differentiate panel interviews from group interviews
A
panel - many interviewers
group - many applicants
23
Q
4 types of interviews according to medium
A
- face-to-face
- telephone
- video conference
- written
24
Q
3 types of interviews according to form
A
- structured
- unstructured
- semi-structured
25
Which among the 3 types of interviews according to form is advocated by I/O psychologists?
structured interviews
26
Questions used in structured interviews are sourced from (blank)
job analysis
27
4 main advantages of structured interviews
1. more valid
2. more predictive power
3. viewed favorably by the courts
4. less adverse impact
28
2 main disadvantages of structured interviews
1. perceived to be more difficult
| 2. applicants may feel that they did not have a chance to tell everything they wanted to
29
8 problems with unstructured interviews
1. poor intuitive ability
2. lack of job-relatedness
3. primacy effects
4. contrast effects
5. negative information bias
6. interviewer-interviewee similarity
7. interviewee appearance
8. nonverbal cues
30
[Unstructured Interview Problems]
Refers to human intuition and judgment as inaccurate predictors of future employee success
poor intuitive ability
31
[Unstructured Interview Problems]
Refers to the unrelatedness of info used to select employees
lack of job-relatedness
32
[Unstructured Interview Problems]
Refers to the tendency to be influenced by first impressions
primacy effects
33
[Unstructured Interview Problems]
To counter primacy effects, what should interviewers do?
rate the applicant's response after each question
34
[Unstructured Interview Problems]
Refers to applicants being judged in relation to the performance of previous interviewees
contrast effects
35
[Unstructured Interview Problems]
Refers to the tendency to focus more on negative info
negative information bias
36
[Unstructured Interview Problems]
Refers to the tendency of rating participants who are more similar to the interviewer higher
interviewer-interviewee similarity
37
[Unstructured Interview Problems]
Refers to rating more attractive participants higher
interviewee appearance
38
[Unstructured Interview Problems]
This highly affects interview scores
nonverbal cues
39
6 types of structured interview questions
1. clarifiers
2. disqualifiers
3. skill-level determiners
4. future-focused
5. past-focused
6. organizational fit
40
[Structured Interview Questions]
What do clarifier questions do?
1. clarify information
2. fill in gaps
3. obtain other necessary information
41
[Structured Interview Questions]
These questions must be answered in a particular way or the applicant is disqualified
disqualifiers
42
[Structured Interview Questions]
These questions tap on an interviewee's level of expertise
skill-level determiners
43
[Structured Interview Questions]
These are also known as situational questions
future-focused questions
44
[Structured Interview Questions]
How are future-focused questions formulated?
by collecting critical incidents
45
[Structured Interview Questions]
These are also known as behavioral interviewing
past-focused questions
46
[Structured Interview Questions]
Another term for past-focused questions besides behavioral interviewing is (blank)
patterned behavior description interviews (PBDIs)
47
[Structured Interview Questions]
The best predictor of future performance or behavior is still (blank)
past performance or behavior
48
[Structured Interview Questions]
Questions that tap the extent to which applicants fit into the org culture or the leadership style of a particular supervisor
organizational fit questions
49
2 primary concerns in hiring an applicant
person-job match and person-organization match
50
3 types of scoring key for interview answers
1. right/wrong approach
2. typical-answer approach
3. key-issues approach
51
[Interview Scoring Keys]
Answers are scored simply on the basis of whether the answer was correct or incorrect
right/wrong approach
52
[Interview Scoring Keys]
All possible answers to questions are listed down and rated by subject matter experts
typical-answer approach
53
[Interview Scoring Keys]
All key issues that should be addressed in the perfect answer are listed down
key-issues approach
54
[Interview Scoring Keys]
True or False -- Key issues can be weighed to indicate their magnitude
true
55
[Interview Scoring Keys]
How is the key-issues approach scored?
the more issues tackled, the more points
56
5 steps in conducting the structured interview
1. build rapport
2. set agenda
3. ask questions
4. provide company/job info
5. end the interview
57
True or False -- It is important to explain the interview process to the applicant
true
58
True or False -- It is important to let applicants know when they will be contacted regarding job offers
true
59
[Selection Methods]
Aims to verify applicant information and uncover any damaging information
background checks and references
60
5 forms of background checks and references
1. reference checks
2. employment checks
3. criminal records
4. driving records
5. credit records
61
True or False -- Background checks need not the authorization of the applicant
false, authorization must be included in the application form
62
Managerial applicants usually undergo this type of background check to assess decision-making capacities
credit checks
63
4 sources of background information
1. previous employment records, criminal records, drug tests
2. credit history, honesty tests, SSS number
3. education, professional certifications and licenses, motor vehicle records
4. sex offender lists, military records
64
When asking an applicant's previous employer for their records, don't forget to ask about the (blank) of the applicant
salary
65
True or False -- Salary, to an extent, is reflective of an applicant's competencies
true
66
Reference checkers should always obtain (blank) and get consensus from (blank)
specific behavioral samples and consensus from several references
67
4 common reasons for using references and recommendations
1. confirm resume details
2. check discipline problems
3. discover new information
4. predict future performances
68
True or False -- references and recommendations have high validity
false, they have low validity
69
4 reasons for the low validity of references and recommendations
1. leniency
2. knowledge of the applicant
3. reliability
4. extraneous factors
70
True or False -- Most recommendation letters are positive because applicants choose their own references
true
71
True or False -- Organizations fear legal ramifications from giving negative recommendations
true
72
Differentiate slander from libel
slander is oral, libel is written
73
True or False -- Longer recommendation letters are negatively perceived
false, they are positively perceived
74
[Selection Methods]
This method is most predictive during the first few years after graduation
applicant training and educaion
75
True or False -- GPA can predict job performance, training performance, salary, and graduate school performance
true
76
[Selection Methods]
Consists of a standard set of items/tasks that a person must complete under controlled conditions
psychological tests
77
True or False -- Speed tests are designed so that almost no one can finish all items given the allotted time
true
78
[Selection Methods]
This method asks an applicant to perform a stimulated job under standardized conditions
work sample
79
Work samples are practically (blank)
performance tests
80
Work samples measure the extent to which an applicant already has (blank)
job-related skills
81
3 main advantages of work samples
1. directly related to the job
2. predictive of actual performance
3. less challenged in courts
82
1 main disadvantage of work samples
expensive to construct and administer
83
[Selection Methods]
Designed to assess an applicant's judgment regarding situations encountered in the workplace
situational judgment test
84
[Selection Methods]
Uses a variety of assessment methods to observe applicants' performance in stimulated job tasks
management assessment centers
85
Management assessment centers are usually used to assess the potential for (blank) jobs
managerial or white-collared jobs
86
Assessors in management assessment centers usually hold positions at least (blank) levels higher
two levels higher
87
True or False - Assessors in management assessment centers have to attend a week-long training to learn proper scoring
false, only one day
88
5 main exercises used in management assessment centers
1. in-basket
2. leaderless group
3. problem solving
4. role-play
5. business games
89
[Assessment Center Exercises]
This exercise asks applicants to pretend to be on their first day on the job
in-basket exercise
90
[Assessment Center Exercises]
This exercise gives applicants a problem to solve together without appointing a leader
leaderless group exercise
91
[Assessment Center Exercises]
2 types of problems given in a leaderless group exercise
competitive or cooperative
92
[Assessment Center Exercises]
Problem-solving simulation is also known as (blank)
management games
93
[Assessment Center Exercises]
This exercise is usually used for positions requiring people skills
role-play exercise
94
[Assessment Center Exercises]
This exercise allows applicants to demonstrate various attribetus
business games
95
[Assessment Center Exercises]
5 other exercises used
1. individual oral presentations
2. testing
3. interview about interests
4. past performance
5. motivation
96
[Selection Methods]
Taps the extent to which an applicant can learn or perform job-related skills
ability testing
97
Ability tests are primary used for occupations where (blank)
applicants are not expected to know how to perform the job at the time of hire
98
Usual abilities tested in ability tests are (blank) and (blank)
numerical and cognitive
99
4 common types of ability tests
1. cognitive
2. perceptual
3. psychomotor
4. physical
100
This type of ability test is a valid predictor of job performance
cognitive ability tests
101
Most commonly used cognitive ability test
Wonderlic Personnel Test
102
This ability test measures facility with sensory processes
perceptual ability tests
103
This ability test assesses coordination between bodily movements and their accuracy
psychomotor ability tests
104
2 most commonly used psychomotor ability tests
Hand-tool Dexterity Test and Stromberg Dexterity Test
105
This ability test is used for obs requiring physical strength and stamina
physical ability tests
106
Physical ability tests are mostly measured through (blank)
job stimulations
107
9 basic physical abilities
1. dynamic strength
2. trunk strength
3. explosive strength
4. static strength
5. dynamic flexibility
6. extent flexibility
7. gross body equilibrium
8. gross body coordination
9. stamina
108
[Selection Methods]
Designed to assess a person's level of proficiency with emphasis on prior knowledge
knowledge and skills tests
109
A knowledge and skills test measuring a combination of mechanical ability and knowledge about tools
Bennett Mechanical Comprehension Test
110
[Selection Methods]
Designed to measure various aspects of an applicant's personality
personality inventories
111
What is the difference between inventories and tests?
tests have right answers, inventories do not
112
Most commonly used test of normal personality
Myers-Briggs Type Indicate (MBTI)
113
More psychometrically-sound tests of normal personality than MBTI
NEO-PI-R, 16PF, MMPI
114
2 most commonly used projective tests of psychopathology
Rorschach Inkblots Test and Thematic Apperception Test
115
3 commonly used objective tests of psychopathology
MMPI-2, MMCI-III, and PAI
116
MMCI stands for (blank)
Millon Clinical Multiaxial Inventory
117
True or False -- Conscientiousness and agreeableness are the best predictors of individual performance
false, it's conscientiousness and neuroticism
118
True or False -- Extraversion is associated with sales performance and managerial jobs
true
119
True or False -- Agreeableness is associated with jobs requiring cooperating and being helpful
true
120
True or False -- High scorers in openness to experience tend to be more creative and adaptable to change
true
121
[Selection Methods]
Designed to assess one's ability to control and recognize emotions in oneself and others
emotional intelligence testing
122
4 competencies of EI
1. relationship management
2. social awareness
3. self-management
4. self-awareness
123
[Selection Methods]
Designed to predict applicants' tendencies for counterproductive work behaviors
integrity or honesty tests
124
True or False -- Legally, employers can still used polygraphs and voice stress analyzers in screening applicants
false
125
This integrity test assesses attitudes and prior behavior
overt integrity test
126
This integrity test assesses personality characteristics that have been found to predict counterproductive behaviors
personality-based integrity test
127
This Big 5 trait highly correlates with dishonest tendencies and behavior
extraversion
128
[Selection Methods]
Designed to match the interest or personality of the applicant to those of people in a variety of occupations
vocational interest inventories
129
2 common examples of vocational interest inventories
Strong-Campbell Interest Inventory and Self-Directed Search
130
6 personality types according to Holland
1. realistic
2. investigative
3. artistic
4. social
5. enterprising
6. conventional
131
[Selection Methods]
Involves surveys containing questions that research found to be predictive of job performance
biodata
132
[Selection Methods]
Means for controlling drug use of employees
drug testing
133
[Selection Methods]
A pseudoscience that is said to measure personality by assessing the way a person writes and is indicative of work performance
graphology
134
Graphology is more predictive of (blank) but not job performance
affective states
