Ch 6: Selection Flashcards
Define Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Define Job Analysis
The process of analyzing jobs to develop job descriptions and specifications
Define job specifications
Identifies the individual competencies employees need for success—the knowledge, skills, abilities, and other factors (KSAOs) that lead to superior performance
What are the selection process steps?
-Completion of application
-Initial interview in HR department
-Employment texting (aptitude, achievement)
-Background investigation
-Preliminary selection in HR department
-Supervisor/team interview
-Hiring decision
Define reliability (info)
The degree to which interviews, tests, and other selection procedures yield comparable data over time
Define Interrater reliability
Agreement among two or more raters—is one measure of a method’s consistency
Define validity (info)
The degree to which a test or selection procedure measures a person’s attributes
ex. Should be able to predict how well someone does
What is initial screening
The initial pieces of information for screening candidates include cover letters, résumés, applications, and social media.
How do companies speed up evaluation process for applications?
Use software to scan resumes
What is a video resume?
Short video clips that highlight applicants’ qualifications beyond what they can communicate on their résumé
What are the purposes of an application form
-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
Things to put on an application form:
Application date
Educational background
Experience
Arrests and criminal convictions
Country of citizenship
References
Disabilities
What is a WAB?
-Weighted application blank
- Involves the use of a common standardized employment application that is designed to distinguish between successful and unsuccessful employees.
Why are interviews helpful?
-Practical when there are only a small number of applicants;
-Public relations
-Interviewers maintain great faith and confidence in their judgments.
Variables of the applicant in an interview
-KSAOs
-Education
-Experience
-Interests
-Perceptions
-Nonverbal cues
-Age, sex race
Variable of “context” in an interview
-Purpose of the interview
-Laws and regulations
-Economic issues
-Physical settings
_interview structure
Variables of the interviewer in an interview
-Experience/training
-Age, sex, race
-Perceptions
-Non-verval cues
-Goals
What are non-directive interviews
-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
Define structured interviews
-An interview in which a set of standardized questions with an established set of answers is used
-Can predict job performance
Define situational interviews
An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
Define Behavioural Description Interview (BDI)
An interview in which an applicant is asked questions about what he or she did in a given situation
Define Panel Interviews
-An interview in which a board of interviewers questions and observes a single candidate
-High reliability
Define sequential interview
A format in which a candidate is interviewed by multiple people, one right after another
Qualities of a good interviewer
-Humility
-Ability to think objectively
-Maturity
-Poise
10 rules for employment interview
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
Things you should avoid asking in an interview
Direct questions about race, sex, color, age, religion, and national origin, and most look with disapproval on indirect questions dealing with the same topics
What are pre-employment tests
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
Name all the types of tests
-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
What are assessment center tests?
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
What are cognitive ability tests and name a few
-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)
What are biodata tests
Biodata tests collect biographical information about candidates that has been shown to correlate with on-the-job success
The 5 dimensions that summarize personality traits
Extroversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience
The 5 dimensions that summarize personality traits
Extroversion
Agreeableness
Conscientiousness
Neuroticism
Openness to experience
3 approaches to validation of test
criterion-related validity
content validity
construct validity
What is criterion-related validity
- The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior
-2 types: concurrent & predictive
What is content validity
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
What is construct validity
The extent to which a selection tool measures a theoretical construct or trait
What are the 2 basic approached to selection
-Clinical (personal judgement)
-Statistical
Define compensatory model
A selection decision model in which a high score in one area can make up for a low score in another area
Define multiple cutoff model
A selection decision model that requires an applicant to achieve a minimum level of proficiency on all selection dimensions
Define multiple hurdle model
A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages
