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Question 1

What is the difference between recruitment and selection?

Answer 1

Recruitment = Attracting applicants 📝, Selection = Choosing the best one 🎯

Question 2

What is the goal of the selection process?

Answer 2

Predict who will succeed and hire them!

Question 3

Why is hiring the wrong person costly?

Answer 3

A bad hire costs $20K+ for intermediate roles, $100K+ for executives, and legal claims can cost $1.5M.

Question 4

What are KSAOs?

Answer 4

Knowledge, Skills, Abilities, & Other Attributes - key factors in hiring decisions.

Question 5

What are the two key types of ‘fit’ in hiring?

Answer 5

Person-Job Fit ✅ (Matches job needs) & Person-Organization Fit ✅ (Aligns with company culture).

Question 6

What are the 5 main steps of the selection process?

Answer 6

1️⃣ Initial Screening, 2️⃣ Pre-Employment Tests, 3️⃣ Interviews, 4️⃣ Post-Interview Checks, 5️⃣ Decision.

Question 7

What are common biases in resume screening?

Answer 7

Name Bias, Employment Gaps, Unconscious Preferences.

Question 8

What is the purpose of pre-employment tests?

Answer 8

To objectively measure a candidate’s suitability for the job.

Question 9

List 5 types of pre-employment tests.

Answer 9

1️⃣ Cognitive, 2️⃣ Work Sample, 3️⃣ Personality, 4️⃣ Integrity, 5️⃣ Physical Ability.

Question 10

What is an assessment center?

Answer 10

A structured test where candidates perform real job tasks.

Question 11

What is Criterion-Related Validity?

Answer 11

It’s a way to check if a test or measurement actually predicts or reflects real-world performance. In other words, does the test measure what it’s supposed to in a meaningful way?

Question 12

What is the difference between reliability and validity?

Answer 12

Reliability = Consistency 📏, Validity = Accuracy 🎯.

Question 13

What are structured interviews?

Answer 13

Pre-set questions & scoring criteria for fairness ✅.

Question 14

What is a behavioral interview?

Answer 14

Asks candidates how they handled past situations (STAR method).

Question 15

Why are unstructured interviews risky?

Answer 15

Higher chance of bias and lower predictive power ❌.

Question 16

What are the 3 major selection decision-making models?

Answer 16

Compensatory (high scores offset weaknesses), Multiple-Cutoff (minimum scores required), Multiple-Hurdle (elimination at each stage).

Question 17

What is the selection ratio formula?

Answer 17

Selection Ratio = Hires / Applicants

Question 18

What does a low selection ratio mean?

Answer 18

More competition = Better candidates.

Question 19

What is the STAR method?

Answer 19

Situation, Task, Action, Result - used in behavioral interviews.

Question 20

How do reference checks help in hiring?

Answer 20

They verify work history, performance, and integrity.

Question 21

What is a compensatory selection model?

Answer 21

High scores in one area can offset weaknesses in another.

Question 22

What is the difference between the Multiple-Cutoff & Multiple-Hurdle Models?

Answer 22

Multiple-Cutoff = Must pass all sections, Multiple-Hurdle = Pass one step at a time.

Question 23

Why do companies conduct background checks?

Answer 23

To ensure safety, honesty, and legal compliance.

Question 24

What type of jobs require integrity tests?

Answer 24

Jobs with high trust & ethical standards (e.g., finance, security).

Question 25

What does 'cross-validation' mean in pre-employment testing?

Answer 25

Retesting a selection tool with a new sample to verify accuracy.

Question 26

What is concurrent validity?

Answer 26

Measures if test scores match current employees’ performance.

Question 27

What is predictive validity?

Answer 27

Measures if test scores predict future job performance.

Question 28

Why is social media screening controversial?

Answer 28

Privacy concerns & potential bias.

Question 29

What are panel interviews?

Answer 29

Multiple interviewers assess a candidate together.

Question 30

What is an asynchronous interview?

Answer 30

A pre-recorded video interview, often AI-reviewed.

Question 31

What is construct validity?

Answer 31

Measures if a test assesses a psychological trait (e.g., intelligence).

Question 32

Why should companies avoid using gut feeling in hiring?

Answer 32

Increases bias and reduces accuracy ❌.

Question 33

What type of interview is best for leadership roles?

Answer 33

Behavioral interviews - since past behavior predicts future performance.

Question 34

What are some illegal interview questions?

Answer 34

'Are you married?' ❌ 'Do you plan to have kids?' ❌ 'How old are you?' ❌

Question 35

What is a work sample test?

Answer 35

A practical test where candidates perform actual job tasks.

Question 36

Why are structured interviews more valid than unstructured ones?

Answer 36

They minimize bias and are more predictive of success.

Question 37

Why is reference-checking important?

Answer 37

Confirms candidate’s past job performance and avoids fraudulent resumes.

Question 38

What’s the biggest risk of personality tests in hiring?

Answer 38

They may not accurately predict job performance.

Question 39

What is job-related content validity?

Answer 39

Measures if a test directly relates to job tasks (e.g., a driving test for truck drivers).

Question 40

What is the best approach for making hiring decisions?

Answer 40

Statistical approach ✅ (data-driven) over Clinical approach ❌ (gut feeling).