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CMS 1 > A5 - HR Recruitment and Selection > Flashcards

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

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2
Q

KSAOs

A
  • Knowledge
  • Skills
  • Abilities
  • Other factors
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3
Q

Steps in the Selection Process

(steps and sequence will vary - per company and position)

A
  1. Begin w/ a Job Analysis - done by HR, mgrs, and line mgrs etc…
  2. Submission of resume
  3. completion of application
  4. interviews
  5. reference and background checks
  6. pre-employment tests
  7. medical exam/drug test
  8. hiring decision
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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
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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

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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

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7
Q

(2) reasons for validating a selection procedure

A
  1. validity is directly related to increases in EE productivity
  2. EEO regs require selection procedures to be valid
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8
Q

initial pieces of information used for screening candidates

A
  • resumes
  • cover letters
  • applications - paper or online
  • internet checks
  • phone screening
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9
Q

short video clips that highlight apps’ qualifications beyond what they can communicate on their resumes

A

video resumes

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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

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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
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12
Q

disclaimers on application form

A
  • EEOC and at-will stmts
  • reference checks
  • employment testing
  • info falsification
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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)

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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
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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

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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
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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

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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
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19
Q
  • type of interviews
  • app. is given a hypothetical incident and asked how he or she would respond to it
A

situational interview

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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)

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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
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22
Q
  • type of interviews
  • board of interviewers questions and observes a single candidate
A

panel interview

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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
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24
Q
  • type of interviews
  • a format in which a candidate is interviewed by multiple ppl, one right after the other
A

sequential interview

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25
Q

characteristics of sequential interviews

A
  • 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
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26
Q
  • type of interviews
  • conducted via videoconferencing or over the web
A

virtual interviews

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27
Q

characteristics of virtual interviews

A
  • adv: flexiblity, speed, and cost
  • can be used as a prescreening tool
  • goal: enable faster, higher-quality decisions at lower cost
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28
Q

(3) parts of Post-Interview Screening

A
  1. Reference Checks
  2. Background Checks
  3. Credit Checks
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29
Q

Reference Checks

A
  • 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
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30
Q

Privacy Act of 1974

A
  • 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
Q

Background Checks

A
  • 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
Q

the failure of an org. to discover, via due diligence, that an EE it hired had the propensity to do harm to others

A

negligent hiring

33
Q

EEOC and Background Criminal Checks

A
  • 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
Q

Credit Check Laws

A
  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
Q

Credit Checks/Reports

A
  • 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
Q

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.

A

preemployment tests

37
Q

Preemployment Tests

A
  • 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
Q

types of Preemployment Tests

A
  • 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
Q
  • type of preemployment test
  • designed to measure a person’s level of understanding about a particular job
  • exp - CPA exam, job placement exams
A

Job Knowledge Tests

40
Q
  • 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.
A

work sample tests

41
Q
  • 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.
A

assessment center tests (not a place)

42
Q

types of activities at assessment centers

A
  • in-basket exercises
  • leaderless group discussions
  • role-playing
  • behavioral interviews
43
Q

this type of assessment center activity is used to simiulate a problem siuation

A

in-basket exercises

44
Q
  • 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
A

leaderless group discussions

45
Q
  • 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.
A

role-playing

46
Q
  • 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
A

behavioral interviews

47
Q
  • 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
A

cognitive ability tests

48
Q
  • 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
A

biodata tests

49
Q
  • type of preemployment tests
  • use of a device to measure the chgs in breathing, blood pressure, and pulse of an app.
A

polygraph tests

50
Q

EE Polygraph Protection Act of 1988

A
  • 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
Q
  • 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
A

medical exam tests

52
Q

Drug-Free Workplace Act of 1988

A
  • 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
Q

Different Approaches for Validating a Test

A
  • criterion-related validity
  • content validity
  • construct validity
54
Q
  • 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
A

criterion-related validity

55
Q

(2) types of criterion-related validity

A
  1. concurrent validity
  2. predictive validity
56
Q
  • 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
A

concurrent validity

57
Q
  • 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
A

predictive validity

58
Q
  • 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
A

cross-validation

59
Q
  • the extent to which a test adequately samples the knowledge and skills needed to perform a particular job
A

content validity

**closer the content of the test is to actual work samples or behaviors, the greater its content validity

60
Q

chara. of content validity

A
  • 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
Q
  • 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
A

construct validity

62
Q

chara. of construct validity

A
  • 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
Q

Reaching a Selection Decision

A
  • 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
Q

(2) basic approaches to selecting the right applicant

A
  1. clinical approach
  2. statistical approach
65
Q

Clinical Approach

to selecting the right applicant

A
  • 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
Q

disadv. of Clinical Approach

to selecting the right applicant

A
  • 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
Q

Statistical Approach

to selecting the right applicant

A
  • 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
Q

(3) models of Statistical Approach

to selecting the right applicant

A
  1. compensatory model
  2. multiple cutoff model
  3. multiple hurdle model
69
Q
  • 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
A

compensatory model

70
Q
  • a model of Statistical Approach to selecting the right applicant
  • requires an app. to achieve some min. level of proficiency on all selection dimensions
A

multiple cutoff model

71
Q
  • 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.
A

multiple hurdle model

72
Q
  • 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
A

selection ratio

73
Q

test that measures traits such as extroversion, agreeableness, conscientiousness, neuroticism and openness to experience

A

personality tests

CMS 1 (10 decks)

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