A5 - HR Recruitment and Selection Flashcards
1
Q
- The process of choosing indiv. who have relevant qualifications to fill existing or projected job openings.
- overall goal: maximize “hits” and avoid “misses”
A
selection
2
Q
KSAOs
A
- Knowledge
- Skills
- Abilities
- Other factors
3
Q
Steps in the Selection Process
(steps and sequence will vary - per company and position)
A
- Begin w/ a Job Analysis - done by HR, mgrs, and line mgrs etc…
- Submission of resume
- completion of application
- interviews
- reference and background checks
- pre-employment tests
- medical exam/drug test
- hiring decision
4
Q
Job Analysis
A
- using job specificatioins to ID the indiv. competencies EEs need for success in that specific job (KSAOs)
- during interviews, reference chks, etc… mgrs measure applicants’ KSAOs against he competencies requ’d for the job
- need a clear/complete job specification to differentiate b/w qualified and unqualified apps and reduce the effect of an interviewer’s biases and prejudices
- some companies try to match values/cultures of applicants to the values/cultures of the company
5
Q
- the degree to which interviews, tests, and other selection procedures yield comparable data over a period of time and alternative measures
- also - refers to the extent to which 2 or more methods yield similar results or are consistent w/ each other.
A
reliability
no matter if position is filled internally or externally, information gathered should be reliable
6
Q
- the degree to which a test or selection procedures measures a person’s attributes
- what a test or selection procedures measures and how well it measures it
- the selection process s/b able to predict how well a person performs on the job
A
validity
7
Q
(2) reasons for validating a selection procedure
A
- validity is directly related to increases in EE productivity
- EEO regs require selection procedures to be valid
8
Q
initial pieces of information used for screening candidates
A
- resumes
- cover letters
- applications - paper or online
- internet checks
- phone screening
9
Q
short video clips that highlight apps’ qualifications beyond what they can communicate on their resumes
A
video resumes
10
Q
- these provide a fairly quick and systematic means of obtaining a variety of info about the app. (such as if the app. meets the minimum requirements for experiecne, education, etc…)
- also provides a disclaimer to applicant that everything on the form is a true representation of themselves.
A
application forms
11
Q
items that can be put on the application form
A
- application date
- educ. background - but w/o dates attended so it isn’t doesn’t get connected to age
- experience
- arrests/criminal convictions - NOT arrests; YES criminal convictions
- nat’l origin - NO; unless on I-9 when asked if app is legally prevented from working in the U.S.
- references
- diabilities - inquiries about the ability of the person to perform job functions
12
Q
disclaimers on application form
A
- EEOC and at-will stmts
- reference checks
- employment testing
- info falsification
13
Q
- also called scored app form
- application that is designed to distinguish b/w successful and unsuccesful EEs
- use info that has produced successful EEs in the past to screen applicants
- has shown to reduce turnover costs in hospitality industry
A
weighted application blank (WAB)
14
Q
types of interviews
A
**from least structured to most structured
- nondirective interview
- structured interview
- situational interview
- behavioral description interview
- panel interview
- sequential interviews
- phone interviews
- computer interviews
- video interviews
15
Q
- type of interviews
- applicant is allowed the max amt of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks
A
nondirective interview
16
Q
characteristics of nondirective interviews
A
- interviewer asks broad, open-ended questions; allows app. to talk freely w/ minimum interruption
- interviewer use follow-up questions to allow app to elaborate more
- reliability/validity is not likely to be as great
- method is most used for high-level positions and in counseling
17
Q
- type of interviews
- an interview in which a set of standardized questions having an established set of answers is used
A
structured interview
18
Q
characteristics of structured interviews
A
- app. responses can be rated - then able to evaluate against all apps.
- most likely to provide the type of info needed for making sound decisions
- less likely to be attacked in court than nondirective interviews
19
Q
- type of interviews
- app. is given a hypothetical incident and asked how he or she would respond to it
A
situational interview
20
Q
- type of interviews
- app is asked questions about what he/she actually did in a given situation
- similar to a situational interview
A
behavioral description interview (BDI)
21
Q
characteristics of behavioral description interview
A
- this approach assumes that past perf. is the best predictor of future perf.
- somewhat less susceptible to app. faking
- more effective than situational interview of hiring higher-level positions
22
Q
- type of interviews
- board of interviewers questions and observes a single candidate
A
panel interview
23
Q
characteristics of panel interviews
A
- during interview, members of panel take turns asking questions
- after interview, members of panel pool their obs. and their rating scores to reach a consensus about the suitability of the candidate
- Adv:
- higher reliability than 1-on-1 interviews - multiple inputs
- shorter decision making period
- apps. more liekly to accept the decision made
- if it is a diverse set of interviewers - hiring discrim. is minimized
24
Q
- type of interviews
- a format in which a candidate is interviewed by multiple ppl, one right after the other
A
sequential interview
25
characteristics of sequential interviews
* allow different interviewers who have a vested interest in the candidate's success to meet and eval. the person 1-on-1
* interviewers later get together and compare their assessments of the candidates
26
* type of interviews
* conducted via videoconferencing or over the web
virtual interviews
27
characteristics of virtual interviews
* adv: flexiblity, speed, and cost
* can be used as a prescreening tool
* goal: enable faster, higher-quality decisions at lower cost
28
(3) parts of Post-Interview Screening
1. Reference Checks
2. Background Checks
3. Credit Checks
29
Reference Checks
* telephone - preferred; save time and provide for greater truthfulness
* fax, mail, email - using questionnaires
* most reliable info comes from supers
* written verification from HR staff relating to job titles, duties, and pay levels is very helpful
30
Privacy Act of 1974
* gives legal right to indivs. to examine letters of reference about them (unless right is waived) and records kept
* records kept on indivs. - only applies to fed'l gov't agencies; state legislation has caused many ERs to clean up their files and leave them open for review by the EE
31
Background Checks
* standard procedure now since 9/11 and Enron-type situations
* state court rulings allowing for companies to be held liable for negligent hiring if they fail to do adequate background checks
* types of checks: SS verification; past employment; educ.; certif. and license verfication; driving-records, credit checks; criminal convictions
32
the failure of an org. to discover, via due diligence, that an EE it hired had the propensity to do harm to others
negligent hiring
33
EEOC and Background Criminal Checks
* EEOC - can have disparate impact on black and hispanic workers
* if crim. histories are taken into acct, ERs must also consider the nature the job, seriousness of the offense, and how long ago it occurred
34
Credit Check Laws
1. Fair and Accurate Credit Transactions Act of 2003
2. Consumer Rptg Employment Clarification Act of 1998
3. Consumer Credit Rptg Reform Act of 1996
35
Credit Checks/Reports
* must ck state laws to see if cr. rpts can legally be used
* all apps. must be treated fairly and consistantly
* orgs must advise and receive written consent from app. if such a rpt will be requested
* if denied due to cr. ck, ER needs to notify, in writing, the app and the cr. bureau used
* can be done online or outsourced - eVerify; job boards (app performs own ck)
36
an obj. and standardized measure of a sample of behavior that is used to gauge a person's knowledge, skills, abilities, and other characteristics (KSAOs) relative to other indiv.
preemployment tests
37
Preemployment Tests
* developed during WWI - Army Alpha and Beta Tests of intelligence - to ID potential officer candidates
* now - big role in both public and private instits.
* drawback - legal troubles due to claims of discrim.; more tests that are required, more likely legal troubles
* very important for org. to demonstrate validity and reliability of these tests
* use prof. test consultants to improve testing programs and to meet EEO requirements
* tests s/b professionally validated in compliance w/ the Uniform Guidelines on EE Selection Procedures (EEOC)
38
types of Preemployment Tests
* job knowledge tests
* work sample tests
* assessment center tests
* cognitive ability tests
* biodata tests
* personality and interest inventories
* honesty and integrity tests
* polygraph tests
* physical ability tests
* med. exams
* drug tests
39
* type of preemployment test
* designed to measure a person's level of understanding about a particular job
* exp - CPA exam, job placement exams
Job Knowledge Tests
40
* type of preemployment test
* require app. to perform tasks that are actually a part of the work req'd on the job
* constructed from a carefully developed outline that experts agree includes the major job functions - must be considered content valid
* cost-effective, valid, reliable, fair and acceptable to apps.
work sample tests
41
* type of preemployment test
* process by which indivs. are evaluated as they partic. in a series of situations that resemble what they might need to handle on the job
* at the end of the period, assessors' obs. are combined to develop an overall picture of the strengths and needs of the partics.
* due to higher costs - usually used to select mgrs.
assessment center tests (not a place)
42
types of activities at assessment centers
* in-basket exercises
* leaderless group discussions
* role-playing
* behavioral interviews
43
this type of assessment center activity is used to simiulate a problem siuation
in-basket exercises
44
* this type of assessment center activity gathers a group of trainees in a conference setting to discuss an assigned topic, either w/ or w/o designated group roles
* little to no instruction is given in how to approach the topic
leaderless group discussions
45
* this type of assessment center activity might involve preparing for and engaging in a cust. meeting or a team leader meeting w/ one's subs.
role-playing
46
* this type of assessment center activity is where the interview asks the partic. a series of questions about what he or she would do in partic. work circumstances
behavioral interviews
47
* type of preemployment test
* measures mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning ability
* exp: GMATs, SATs
* validity of the tests simply reflects their connection to general intelligence
cognitive ability tests
48
* type of preemployment tests
* collects biographical info. about candidates that has shown to correlate w/ on-the-job success
* questioned about events and behaviors that reflect attitudes, experiences, interests, skills, and abilities
* "past behavior is the best predictor of future behavior"
* pattern of responses across several different situations - provides validity of this test
biodata tests
49
* type of preemployment tests
* use of a device to measure the chgs in breathing, blood pressure, and pulse of an app.
polygraph tests
50
EE Polygraph Protection Act of 1988
* generally prohibits the use of lie detectors for prehire screening and random testing of current EEs
* applies to all private ERs except pharmaceutical companies and companies that supply security guards for health and safety ops as well as gov't agencies
* sets qualification standards for polygraph examiners, conditions for exams, and disclosure of info when the use of the polygraph is authorized
51
* type of preemployment tests
* generally given to ensure that the health of an app. is adequate to meet the job requirements
* provides baseline against which subsequent med. exams can be compared and interpreted
* a later step in process b/c it is prohibited by law to admin. this to app b4 a conditional employment offer
medical exam tests
52
Drug-Free Workplace Act of 1988
* apps and EEs of fed'l contractors, Dept of Defense contractors, and those under Dept. of Transportation regs are subject to testing for illegal drug use
53
Different Approaches for Validating a Test
* criterion-related validity
* content validity
* construct validity
54
* the extent to which a test significantly correlates w/ important elements of work behavior
* exp - how well a person performs on a test is compared w/ actual prod. records, super's ratings, training outcomes, and other measures of OTJ success
criterion-related validity
55
(2) types of criterion-related validity
1. concurrent validity
2. predictive validity
56
* type of criterion-related validity
* the extent to which the test scores of current EEs correlate w/ job perf.
* obtain criterion data from *current EEs* at about the same time that test scores are obtained
concurrent validity
57
* type of criterion-related validity
* the extent to which apps' tests scores match criterion data obtained from those apps/EEs after they have been on the job for some indefinite period
* testing *apps* and obtaining criterion data *after* those apps have been hired and have been on the job for a certain period of time
predictive validity
58
* verifying the results obtained from a validation study by admin'g a test or test battery to a different sample (drawn from the same pop.)
* purpose is to verify the results obtained from the orig. validation study
* exp - admin. it to an org's current EEs and create a benchmark score to which apps' scores can be compared
cross-validation
59
* the extent to which a test adequately samples the knowledge and skills needed to perform a particular job
content validity
\*\*closer the content of the test is to actual work samples or behaviors, the greater its content validity
60
chara. of content validity
* most direct and least complicated type of validity to assess
* generally used to eval. job knowledge and skill tests
* not expressed as a correlation - expressed as an index that indicates the relationship b/w the content of the test items and a person's perf. on the job
61
* the extent to which a test measures a theoretical construct or trait
* broad, general categories of human functions that are based upon the measurement of many discrete behaviors
construct validity
62
chara. of construct validity
* typical constructs are intelligence, mechanical comprehension, and anxiety
* broad, general categories of human functions that are based on the measurement of many discrete behaviors
* measuring this requires showing that the psych. trait is related to satisfactory job perf. and that the test accurately measures the psych. trait
63
Reaching a Selection Decision
* most critical step
* requires systematic consideration of all the relevant info. about apps.
* ER is interested in what an app. can do and will do - must eval. apps on the basis of info you have assembled based on this
64
(2) basic approaches to selecting the right applicant
1. clinical approach
2. statistical approach
65
Clinical Approach
to selecting the right applicant
* several ppl are involved in the hiring decision
* those making the selection decision review all the data on the apps.
* on the basis of their own understanding of the job and the indivs. who have been successful in that job, they make a decision
* most commonly used, even though not the most effective due to possible personal biases and differing perspectives
66
disadv. of Clinical Approach
to selecting the right applicant
* personal biases that come from different indiv. assigning different weights to the app's. strengths and weaknesses
* this could lead to a homogenous workforce - ppl are often tempted to hire apps. like themselves
67
Statistical Approach
to selecting the right applicant
* involves ID'g the most valid predictors and weighting them using stat. methods such as multiple regression.
* scores or ratings from interviews, tests, and other procedures are then combined according to their weighted value
* indiv. w/ the highest combined scores are selected
68
(3) models of Statistical Approach
to selecting the right applicant
1. compensatory model
2. multiple cutoff model
3. multiple hurdle model
69
* a model of Statistical Approach to selecting the right applicant
* a high score in one area can make up for a low score in another
* most strictest of the statistical approach types
compensatory model
70
* a model of Statistical Approach to selecting the right applicant
* requires an app. to achieve some min. level of proficiency on all selection dimensions
multiple cutoff model
71
* a model of Statistical Approach to selecting the right applicant
* only the apps. w/ the highest scores at an initial test stage go on to the the next stages.
multiple hurdle model
72
* the # of apps. compared w/ the # of ppl to be hired
* helps ensure the best qualified ppl are selected - having enough ppl to choose from
* exp - 0.10=10% of apps will be hired; or 0.90=90% of apps will be hired
* if ratio is low = only the most promising apps. will be hired
selection ratio
73
test that measures traits such as extroversion, agreeableness, conscientiousness, neuroticism and openness to experience
personality tests
