Ch 6: Selection

Question 1

Define Selection

Answer 1

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings

Question 2

Define Job Analysis

Answer 2

The process of analyzing jobs to develop job descriptions and specifications

Question 3

Define job specifications

Answer 3

Identifies the individual competencies employees need for success—the knowledge, skills, abilities, and other factors (KSAOs) that lead to superior performance

Question 4

What are the selection process steps?

Answer 4

-Completion of application
-Initial interview in HR department
-Employment texting (aptitude, achievement)
-Background investigation
-Preliminary selection in HR department
-Supervisor/team interview
-Hiring decision

Question 5

Define reliability (info)

Answer 5

The degree to which interviews, tests, and other selection procedures yield comparable data over time

Question 6

Define Interrater reliability

Answer 6

Agreement among two or more raters—is one measure of a method’s consistency

Question 7

Define validity (info)

Answer 7

The degree to which a test or selection procedure measures a person’s attributes
ex. Should be able to predict how well someone does

Question 8

What is initial screening

Answer 8

The initial pieces of information for screening candidates include cover letters, résumés, applications, and social media.

Question 9

How do companies speed up evaluation process for applications?

Answer 9

Use software to scan resumes

Question 10

What is a video resume?

Answer 10

Short video clips that highlight applicants’ qualifications beyond what they can communicate on their résumé

Question 11

What are the purposes of an application form

Answer 11

-Provide information for deciding whether an applicant meets the minimum requirements for experience, education, and so on
-Provide a basis for questions the interviewer will ask about the applicant’s background
-Offer sources for reference checks

Question 12

Things to put on an application form:

Answer 12

Application date
Educational background
Experience
Arrests and criminal convictions
Country of citizenship
References
Disabilities

Question 13

What is a WAB?

Answer 13

-Weighted application blank
- Involves the use of a common standardized employment application that is designed to distinguish between successful and unsuccessful employees.

Question 14

Why are interviews helpful?

Answer 14

-Practical when there are only a small number of applicants;
-Public relations
-Interviewers maintain great faith and confidence in their judgments.

Question 15

Variables of the applicant in an interview

Answer 15

-KSAOs
-Education
-Experience
-Interests
-Perceptions
-Nonverbal cues
-Age, sex race

Question 16

Variable of “context” in an interview

Answer 16

-Purpose of the interview
-Laws and regulations
-Economic issues
-Physical settings
_interview structure

Question 17

Variables of the interviewer in an interview

Answer 17

-Experience/training
-Age, sex, race
-Perceptions
-Non-verval cues
-Goals

Question 18

What are non-directive interviews

Answer 18

-An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks
-Interviewer asks broad, open-ended questions (tell me about yourself, your experiences in the last job and such)
-Reliability and validity low
-Most likely used for high level positions

Question 19

Define structured interviews

Answer 19

-An interview in which a set of standardized questions with an established set of answers is used
-Can predict job performance

Question 20

Define situational interviews

Answer 20

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

Question 21

Define Behavioural Description Interview (BDI)

Answer 21

An interview in which an applicant is asked questions about what he or she did in a given situation

Question 22

Define Panel Interviews

Answer 22

-An interview in which a board of interviewers questions and observes a single candidate
-High reliability

Question 23

Define sequential interview

Answer 23

A format in which a candidate is interviewed by multiple people, one right after another

Question 24

Qualities of a good interviewer

Answer 24

-Humility
-Ability to think objectively
-Maturity
-Poise

Question 25

10 rules for employment interview

Answer 25

Understand the job
Establish an interview plan
Establish and maintain rapport and listen actively
Pay attention to nonverbal cues
Provide information as freely and honestly as possible
Use questions effectively
Separate facts from inferences
Recognize bias and stereotypes
Avoid the “halo error,” or judging an individual favorably or unfavorably overall on the basis of only one strong point (or weak point) on which you place high value
Control the course of the interview
Standardize the questions asked

Question 26

Things you should avoid asking in an interview

Answer 26

Direct questions about race, sex, color, age, religion, and national origin, and most look with disapproval on indirect questions dealing with the same topics

Question 27

What are pre-employment tests

Answer 27

An objective 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 individuals

Question 28

Name all the types of tests

Answer 28

-Job knowledge test
-Work sample test
-Assessment center test
-Cognitive ability test
-Biodata test
-Personality and interest inventories
-Polygraph test
-Honesty and integrity test
-Physical ability test
-Medical examinations
-Drug test

Question 29

What are assessment center tests?

Answer 29

A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle the job

Question 30

What are cognitive ability tests and name a few

Answer 30

-Cognitive ability tests measure mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning ability.

-General Aptitude Test Battery (GATB), Scholastic Aptitude Test (SAT), Graduate Management Aptitude Test (GMAT), and Bennett Mechanical Comprehension Test (BMCT)

Question 31

What are biodata tests

Answer 31

Biodata tests collect biographical information about candidates that has been shown to correlate with on-the-job success

Question 32

The 5 dimensions that summarize personality traits

Answer 32

Extroversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience

Question 33

The 5 dimensions that summarize personality traits

Answer 33

Extroversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience

Question 34

3 approaches to validation of test

Answer 34

criterion-related validity
content validity
construct validity

Question 35

What is criterion-related validity

Answer 35

• The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior
  -2 types: concurrent & predictive

Question 36

What is content validity

Answer 36

It’s assumed to exist when a selection instrument, such as a test, adequately samples the knowledge and skills a person needs to do a particular job

Question 37

What is construct validity

Answer 37

The extent to which a selection tool measures a theoretical construct or trait

Question 38

What are the 2 basic approached to selection

Answer 38

-Clinical (personal judgement)
-Statistical

Question 39

Define compensatory model

Answer 39

A selection decision model in which a high score in one area can make up for a low score in another area

Question 40

Define multiple cutoff model

Answer 40

A selection decision model that requires an applicant to achieve a minimum level of proficiency on all selection dimensions

Question 41

Define multiple hurdle model

Answer 41

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages