5-6: Various sources of information use for selection decisions Flashcards
What are the main sources of information used for selection decisions?
Application forms, resumés, interviews, pre-employment assessments, and reference checks.
What are the purposes of application forms?
To check if candidates meet job requirements, guide interview questions, and collect references.
What types of information are typically collected on application forms?
Date, education, experience, and references.
What types of questions are illegal to ask on application forms?
Questions about age, race, marital status, arrests, criminal convictions, citizenship, and disabilities.
What is a resumé?
A document summarizing an individual’s contact info, education, work experience, volunteer activities, and personal interests.
What are common issues with resumés?
Exaggerations, overstated qualifications, and falsifications, such as altering dates or inflating job titles.
What percentage of individuals admitted to lying on their resumé, according to one study?
36%.
What are some ethical considerations around resumés?
Applicants should avoid lying but can ethically display creativity in how they present themselves.
What are some common lies found on resumés?
Lying about degrees, altering dates of experience, inflating salaries and titles, and claiming false technical skills.
What tips can employers use when reviewing resumés?
Watch for ambiguity, look for unexplained gaps, ask questions multiple times, and confirm information with references.
What is the purpose of interviews in the selection process?
To gather relevant information on whether the candidate has the skills, abilities, and knowledge to succeed in the role.
What are common problems in interviews?
Subjectivity, personal bias, and focusing on irrelevant factors like appearance or communication style.
What are examples of interviewer errors?
Similar to Me Bias: Favoring candidates who remind interviewers of themselves.
Halo Effect: Letting one positive trait overshadow other factors.
Telegraphing: Signaling desired answers through body language or reactions.
Leading Questions: Asking questions that guide candidates to specific responses.
Central Tendency: Rating all candidates as average.
Contrast Effect: Comparing candidates to each other rather than job requirements.
