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PSYIND1 > 06 Employee Selection > Flashcards

06 Employee Selection Flashcards

1
Q

Refers to the process of making a hire or no hire decision regarding each applicant

A

selection

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2
Q

9 HR employment functions

A
  1. receiving applications
  2. interviewing applicants
  3. administering tests
  4. conducting background checks
  5. arranging physical examinations
  6. placing and assigning new employees
  7. coordinating follow-ups of new employees
  8. conducting exit interviews
  9. maintaining employee records
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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

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4
Q

What is the most cost-effective way to conduct pre-employment screening?

A

telephone interviews

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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

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6
Q

True or False - Both initial and additional interviews are required

A

false, additional interviews are optional

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7
Q

If an interview includes a panel, who is the one person required to be included?

A

hiring manager

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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

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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

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10
Q

What does de minimis mean?

A

small benefits that are usually non-taxable

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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

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12
Q

True or False – When making the job offer, require the accepted applicant to return a signed letter of acceptance

A

true

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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

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14
Q

Initial interviews are usually done by whom?

A

HR

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15
Q

A series of interviews are usually done by whom?

A

HR

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16
Q

Final interviews are usually done by whom?

A

hiring manager

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17
Q

What is the primary task of HR in conducting interviews?

A

provide the hiring manager quality choices for the job

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18
Q

True or False – It is required for final interviews to be done by the hiring manager

A

false

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19
Q

True or False – It is necessary to inform the applicant of the interview process

A

true

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20
Q

5 types of interviews according to style

A
  1. one-on-one
  2. sequential
  3. return
  4. panel
  5. group
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21
Q

Among the 5 types of interviews according to style, which one is the least advised?

A

return interviews

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22
Q

Differentiate panel interviews from group interviews

A

panel - many interviewers

group - many applicants

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23
Q

4 types of interviews according to medium

A
  1. face-to-face
  2. telephone
  3. video conference
  4. written
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24
Q

3 types of interviews according to form

A
  1. structured
  2. unstructured
  3. semi-structured
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25
Q

Which among the 3 types of interviews according to form is advocated by I/O psychologists?

A

structured interviews

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26
Q

Questions used in structured interviews are sourced from (blank)

A

job analysis

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27
Q

4 main advantages of structured interviews

A
  1. more valid
  2. more predictive power
  3. viewed favorably by the courts
  4. less adverse impact
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28
Q

2 main disadvantages of structured interviews

A
  1. perceived to be more difficult

2. applicants may feel that they did not have a chance to tell everything they wanted to

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29
Q

8 problems with unstructured interviews

A
  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
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30
Q

[Unstructured Interview Problems]

Refers to human intuition and judgment as inaccurate predictors of future employee success

A

poor intuitive ability

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31
Q

[Unstructured Interview Problems]

Refers to the unrelatedness of info used to select employees

A

lack of job-relatedness

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32
Q

[Unstructured Interview Problems]

Refers to the tendency to be influenced by first impressions

A

primacy effects

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33
Q

[Unstructured Interview Problems]

To counter primacy effects, what should interviewers do?

A

rate the applicant’s response after each question

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34
Q

[Unstructured Interview Problems]

Refers to applicants being judged in relation to the performance of previous interviewees

A

contrast effects

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35
Q

[Unstructured Interview Problems]

Refers to the tendency to focus more on negative info

A

negative information bias

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36
Q

[Unstructured Interview Problems]

Refers to the tendency of rating participants who are more similar to the interviewer higher

A

interviewer-interviewee similarity

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37
Q

[Unstructured Interview Problems]

Refers to rating more attractive participants higher

A

interviewee appearance

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38
Q

[Unstructured Interview Problems]

This highly affects interview scores

A

nonverbal cues

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39
Q

6 types of structured interview questions

A
  1. clarifiers
  2. disqualifiers
  3. skill-level determiners
  4. future-focused
  5. past-focused
  6. organizational fit
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40
Q

[Structured Interview Questions]

What do clarifier questions do?

A
  1. clarify information
  2. fill in gaps
  3. obtain other necessary information
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41
Q

[Structured Interview Questions]

These questions must be answered in a particular way or the applicant is disqualified

A

disqualifiers

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42
Q

[Structured Interview Questions]

These questions tap on an interviewee’s level of expertise

A

skill-level determiners

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43
Q

[Structured Interview Questions]

These are also known as situational questions

A

future-focused questions

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44
Q

[Structured Interview Questions]

How are future-focused questions formulated?

A

by collecting critical incidents

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45
Q

[Structured Interview Questions]

These are also known as behavioral interviewing

A

past-focused questions

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46
Q

[Structured Interview Questions]

Another term for past-focused questions besides behavioral interviewing is (blank)

A

patterned behavior description interviews (PBDIs)

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47
Q

[Structured Interview Questions]

The best predictor of future performance or behavior is still (blank)

A

past performance or behavior

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48
Q

[Structured Interview Questions]

Questions that tap the extent to which applicants fit into the org culture or the leadership style of a particular supervisor

A

organizational fit questions

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49
Q

2 primary concerns in hiring an applicant

A

person-job match and person-organization match

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50
Q

3 types of scoring key for interview answers

A
  1. right/wrong approach
  2. typical-answer approach
  3. key-issues approach
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51
Q

[Interview Scoring Keys]

Answers are scored simply on the basis of whether the answer was correct or incorrect

A

right/wrong approach

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52
Q

[Interview Scoring Keys]

All possible answers to questions are listed down and rated by subject matter experts

A

typical-answer approach

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53
Q

[Interview Scoring Keys]

All key issues that should be addressed in the perfect answer are listed down

A

key-issues approach

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54
Q

[Interview Scoring Keys]

True or False – Key issues can be weighed to indicate their magnitude

55
Q

[Interview Scoring Keys]

How is the key-issues approach scored?

A

the more issues tackled, the more points

56
Q

5 steps in conducting the structured interview

A
  1. build rapport
  2. set agenda
  3. ask questions
  4. provide company/job info
  5. end the interview
57
Q

True or False – It is important to explain the interview process to the applicant

58
Q

True or False – It is important to let applicants know when they will be contacted regarding job offers

59
Q

[Selection Methods]

Aims to verify applicant information and uncover any damaging information

A

background checks and references

60
Q

5 forms of background checks and references

A
  1. reference checks
  2. employment checks
  3. criminal records
  4. driving records
  5. credit records
61
Q

True or False – Background checks need not the authorization of the applicant

A

false, authorization must be included in the application form

62
Q

Managerial applicants usually undergo this type of background check to assess decision-making capacities

A

credit checks

63
Q

4 sources of background information

A
  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
Q

When asking an applicant’s previous employer for their records, don’t forget to ask about the (blank) of the applicant

65
Q

True or False – Salary, to an extent, is reflective of an applicant’s competencies

66
Q

Reference checkers should always obtain (blank) and get consensus from (blank)

A

specific behavioral samples and consensus from several references

67
Q

4 common reasons for using references and recommendations

A
  1. confirm resume details
  2. check discipline problems
  3. discover new information
  4. predict future performances
68
Q

True or False – references and recommendations have high validity

A

false, they have low validity

69
Q

4 reasons for the low validity of references and recommendations

A
  1. leniency
  2. knowledge of the applicant
  3. reliability
  4. extraneous factors
70
Q

True or False – Most recommendation letters are positive because applicants choose their own references

71
Q

True or False – Organizations fear legal ramifications from giving negative recommendations

72
Q

Differentiate slander from libel

A

slander is oral, libel is written

73
Q

True or False – Longer recommendation letters are negatively perceived

A

false, they are positively perceived

74
Q

[Selection Methods]

This method is most predictive during the first few years after graduation

A

applicant training and educaion

75
Q

True or False – GPA can predict job performance, training performance, salary, and graduate school performance

76
Q

[Selection Methods]

Consists of a standard set of items/tasks that a person must complete under controlled conditions

A

psychological tests

77
Q

True or False – Speed tests are designed so that almost no one can finish all items given the allotted time

78
Q

[Selection Methods]

This method asks an applicant to perform a stimulated job under standardized conditions

A

work sample

79
Q

Work samples are practically (blank)

A

performance tests

80
Q

Work samples measure the extent to which an applicant already has (blank)

A

job-related skills

81
Q

3 main advantages of work samples

A
  1. directly related to the job
  2. predictive of actual performance
  3. less challenged in courts
82
Q

1 main disadvantage of work samples

A

expensive to construct and administer

83
Q

[Selection Methods]

Designed to assess an applicant’s judgment regarding situations encountered in the workplace

A

situational judgment test

84
Q

[Selection Methods]

Uses a variety of assessment methods to observe applicants’ performance in stimulated job tasks

A

management assessment centers

85
Q

Management assessment centers are usually used to assess the potential for (blank) jobs

A

managerial or white-collared jobs

86
Q

Assessors in management assessment centers usually hold positions at least (blank) levels higher

A

two levels higher

87
Q

True or False - Assessors in management assessment centers have to attend a week-long training to learn proper scoring

A

false, only one day

88
Q

5 main exercises used in management assessment centers

A
  1. in-basket
  2. leaderless group
  3. problem solving
  4. role-play
  5. business games
89
Q

[Assessment Center Exercises]

This exercise asks applicants to pretend to be on their first day on the job

A

in-basket exercise

90
Q

[Assessment Center Exercises]

This exercise gives applicants a problem to solve together without appointing a leader

A

leaderless group exercise

91
Q

[Assessment Center Exercises]

2 types of problems given in a leaderless group exercise

A

competitive or cooperative

92
Q

[Assessment Center Exercises]

Problem-solving simulation is also known as (blank)

A

management games

93
Q

[Assessment Center Exercises]

This exercise is usually used for positions requiring people skills

A

role-play exercise

94
Q

[Assessment Center Exercises]

This exercise allows applicants to demonstrate various attribetus

A

business games

95
Q

[Assessment Center Exercises]

5 other exercises used

A
  1. individual oral presentations
  2. testing
  3. interview about interests
  4. past performance
  5. motivation
96
Q

[Selection Methods]

Taps the extent to which an applicant can learn or perform job-related skills

A

ability testing

97
Q

Ability tests are primary used for occupations where (blank)

A

applicants are not expected to know how to perform the job at the time of hire

98
Q

Usual abilities tested in ability tests are (blank) and (blank)

A

numerical and cognitive

99
Q

4 common types of ability tests

A
  1. cognitive
  2. perceptual
  3. psychomotor
  4. physical
100
Q

This type of ability test is a valid predictor of job performance

A

cognitive ability tests

101
Q

Most commonly used cognitive ability test

A

Wonderlic Personnel Test

102
Q

This ability test measures facility with sensory processes

A

perceptual ability tests

103
Q

This ability test assesses coordination between bodily movements and their accuracy

A

psychomotor ability tests

104
Q

2 most commonly used psychomotor ability tests

A

Hand-tool Dexterity Test and Stromberg Dexterity Test

105
Q

This ability test is used for obs requiring physical strength and stamina

A

physical ability tests

106
Q

Physical ability tests are mostly measured through (blank)

A

job stimulations

107
Q

9 basic physical abilities

A
  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
Q

[Selection Methods]

Designed to assess a person’s level of proficiency with emphasis on prior knowledge

A

knowledge and skills tests

109
Q

A knowledge and skills test measuring a combination of mechanical ability and knowledge about tools

A

Bennett Mechanical Comprehension Test

110
Q

[Selection Methods]

Designed to measure various aspects of an applicant’s personality

A

personality inventories

111
Q

What is the difference between inventories and tests?

A

tests have right answers, inventories do not

112
Q

Most commonly used test of normal personality

A

Myers-Briggs Type Indicate (MBTI)

113
Q

More psychometrically-sound tests of normal personality than MBTI

A

NEO-PI-R, 16PF, MMPI

114
Q

2 most commonly used projective tests of psychopathology

A

Rorschach Inkblots Test and Thematic Apperception Test

115
Q

3 commonly used objective tests of psychopathology

A

MMPI-2, MMCI-III, and PAI

116
Q

MMCI stands for (blank)

A

Millon Clinical Multiaxial Inventory

117
Q

True or False – Conscientiousness and agreeableness are the best predictors of individual performance

A

false, it’s conscientiousness and neuroticism

118
Q

True or False – Extraversion is associated with sales performance and managerial jobs

119
Q

True or False – Agreeableness is associated with jobs requiring cooperating and being helpful

120
Q

True or False – High scorers in openness to experience tend to be more creative and adaptable to change

121
Q

[Selection Methods]

Designed to assess one’s ability to control and recognize emotions in oneself and others

A

emotional intelligence testing

122
Q

4 competencies of EI

A
  1. relationship management
  2. social awareness
  3. self-management
  4. self-awareness
123
Q

[Selection Methods]

Designed to predict applicants’ tendencies for counterproductive work behaviors

A

integrity or honesty tests

124
Q

True or False – Legally, employers can still used polygraphs and voice stress analyzers in screening applicants

125
Q

This integrity test assesses attitudes and prior behavior

A

overt integrity test

126
Q

This integrity test assesses personality characteristics that have been found to predict counterproductive behaviors

A

personality-based integrity test

127
Q

This Big 5 trait highly correlates with dishonest tendencies and behavior

A

extraversion

128
Q

[Selection Methods]

Designed to match the interest or personality of the applicant to those of people in a variety of occupations

A

vocational interest inventories

129
Q

2 common examples of vocational interest inventories

A

Strong-Campbell Interest Inventory and Self-Directed Search

130
Q

6 personality types according to Holland

A
  1. realistic
  2. investigative
  3. artistic
  4. social
  5. enterprising
  6. conventional
131
Q

[Selection Methods]

Involves surveys containing questions that research found to be predictive of job performance

132
Q

[Selection Methods]

Means for controlling drug use of employees

A

drug testing

133
Q

[Selection Methods]

A pseudoscience that is said to measure personality by assessing the way a person writes and is indicative of work performance

A

graphology

134
Q

Graphology is more predictive of (blank) but not job performance

A

affective states

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