Chapter 4 Flashcards
Why Is it Important to Select the Right Employees?
Improves effectiveness of other HR practices and prevents numerous problems.
Motivated employees who fit with the organizational culture can reduce disciplinary problems and diminish
costs associated with replacing employees who quit
What are Strategic Selection Decisions?
Job-person-fit
Seeks to match an individual’s abilities and
interests with the demands of a specific job.
Organization-person-fit is concerned with how well
the individual’s characteristics match the broader culture, values, and norms of the firm.
Give three examples of Technical Competencies.
Familiarity with marketing tools
- Knowledge of labor law
- Experience with recruitment
Give three examples of Methodological Competencies?
Analytical skills
Language proficiency
Computer programs
Give three examples of Social Competencies
Communication ability
Cooperation ability
Ability to manage conflict
Give three examples of Personal Competencies
Ambitiousness
Flexibility
Autonomy
What are the three different types of interview?
Exit interview
Appraisal interview
Selection interview
What are the characteristics of Selection interview?
Most frequently used selection method
Applicants respond to questions of an
interviewer.
Areas of questions include education, experience, skills, knowledge, CV related aspects
What is unstructured interview?
Open ended questions such as
“tell me about yourself” - not planned in advance
Allows interviewer to pose different questions to
different applicants.
What is Structured interview?
Uses a list of predetermined questions
All applicants are asked the same questions
What are the Difficulties of Unstructured Interviews?
Interviewer follows the candidate’s lead
Impression management strategies may be used to influence interviewers‘ predictions
What are the benefits of Structured interviews?
Use findings from job analysis (specification) to derive interview questions.
Pose standardized questions in the same order to all
candidates.
Train interviewers
What is Interview Structure?
Warm-Up
- Small-talk
Self-Introduction of Applicant
- Ask applicant to introduce him-/herself
Free Talk
- Pose open questions related to applicant‘s introduction
Behavioral Questions
- Ask for particular situations when applicant had to apply relevant competencies
Provide one example of a situational question?
Suppose you were giving a presentation on Blockchain and someone asked a very difficult question which you could not answer.
What would you do?
Provide one example of a Behavioral Question?
Based on your past work experience, what is the most significant action you have ever taken to help out a co-worker?
Give one example of a Job Knowledge Question?
What factors should you consider when developing a television advertising
campaign?
Give one example of a Background Question?
What experience have you had with direct point-of-purchase sales?
Give one example of a Stress
Question?
Why did you do so poorly on this test?
How do you feel this interview is going?
How to make Realistic Job Preview?
Give room for the candidate to pose questions
Include prospective colleague in the selection/interview process.
Describe the job responsibilities correctly in the interview.
What are the disadvantages of Selection Tests?
Legal liabilities
Test anxiety
What are the Advantages of Selection Tests?
Reliable and accurate means of selecting qualified candidates
Cost small in comparison
Identify attitudes and job-related skills that interviews cannot recognize
What are the characteristics of a properly designed selection tests?
Objectivity, reliability, validity
Standardization: Uniformity of procedures and conditions of administering test
Norms: Frame of reference for comparing applicant’s performance with that of others
What is Cognitive Ability Testing?
Measures learning and understanding.
Example: Intelligence tests.
What is Personality Testing?
Measures patterns of thought, emotion, and behavior.
Example: Myers Briggs
