5-9: Key considerations when making a hiring decision. Flashcards
What is the final step in the selection process?
Deciding who will be offered the job.
What are key legal considerations in selection practices?
Selection must comply with legal requirements, avoiding discrimination based on religion, disability, or other protected characteristics.
What are two common approaches to making hiring decisions?
The “clinical approach” and the “statistical approach.”
What is the clinical approach in hiring decisions?
Decisions are made based on personal judgment, often leading to biases and stereotypes.
What is the statistical approach in hiring decisions?
Decisions are based on assigned weighting factors from interviews and assessments, leading to more objective outcomes.
Why is structuring the decision process important?
It improves the validity and reliability of the selection process.
What is easier to measure in candidates: what they can do or what they will do?
It is easier to measure what candidates can do.
What are motivation-based interview questions used for?
To help determine how a job applicant will ultimately perform in the job.
Who typically makes the final hiring decision in an organization?
The manager, although HR professionals may be involved in the process.
What are common measurements for evaluating selection effectiveness?
Yield ratios, selection ratios, source analysis, cost per hire, and time to hire
What is a yield ratio?
The percentage of applicants who proceed to the next stage of the selection process.
What is a selection ratio?
The proportion of applicants for one or more positions who are hired.
What is source analysis in selection processes?
Analyzing the number of applicants and qualified applicants from each source.
What does “cost per hire” measure?
The expenses incurred per successful hiring decision.
What does “time to hire” measure?
The elapsed time from job advertisement to when the selected person begins working.
What are emerging trends in the selection process?
Focus on candidate experience, less reliance on traditional resumes, mobile platforms, data-driven metrics, AI, video interviewing, and diversity, equity, and inclusion.
How does candidate experience affect organizations?
It impacts their employment brand and reputation in the marketplace.
How are data-driven metrics used in selection processes?
To gain insights into recruitment strategies and identify areas for improvement.
What role does artificial intelligence play in recruitment?
AI is used to source, assess, and screen employees, improving efficiency and objectivity.
What are the benefits of video interviewing?
It allows geographic diversity among applicants and efficient candidate meetings.
Why are diversity, equity, and inclusion important in recruitment?
They ensure that marginalized groups are not disadvantaged by selection processes.
What is the risk of using the clinical approach in hiring decisions?
It can lead to biased decisions based on personal judgment.
How does the statistical approach improve hiring decisions?
By using objective criteria and weighting factors for consistent, unbiased decisions.
What should managers consider when summarizing candidate information?
Ensure assessments are appropriate, consistently applied, and defendable if challenged.
What percentage of employers admit to making hiring mistakes?
95% of employers surveyed admitted to hiring mistakes.
How do organizations measure the efficiency of their selection process?
By evaluating metrics like yield ratios, selection ratios, and cost per hire.
What is the importance of notifying applicants of hiring decisions?
It ensures clear communication and confirms job details and expectations.
