CHAPTER 5 "SELECTING EMPLOYEES' Flashcards
was developed in response to the demand for standardized occupational information to support an expanding public employment service
Dictionary of Occupational Titles
consists of the individuals in possession of knowledge, skills, and abilities
The labor market
the number of individuals in a targeted population
Labor force population
help identify internal candidates for the next step in the career ladder.
succession planning program
what are the perks of internal recruiting?
Improves the morale of the promoted employee and current staff
Provides an opportunity to assess promotion potential of the current staff
Lowers costs for recruiting and training
what are the cons of internal recruiting?
Limits infusion of new people in the company
Causes morale problems for those employees not promoted
May cause political problems due to promotions based on friendships or relationships between employee and manager
Can create gaps in one department when employees are promoted to another department within the organization
pros of external recruiting
Brings new ideas into the company
Gives recruiters the opportunity to interview candidates from their competitors
May be cheaper to hire skilled employees than train current employees
Minimizes the appearance of political promotions from within
cons of external recruiting
During the recruiting process, it may be difficult to assess the “fit” of the candidate with the company’s culture and philosophy.
Morale problems can develop when internal candidates are passed over for a promotion.
Job orientation can take longer because the external candidate does not know the culture and philosophy of the company.
Some of the pertinent areas on an employment application are
(a) personal information (name, address, contact information)
(b) education and training
(c) previous employment information (employer’s name, dates of employment, contact information, ending title, pay rate, and description of duties)
(d) military services
(e) security data (felony conviction)
refers to the statistical process where the selection process consistently produces the same result
Reliability
the statistical process used to demonstrate that the selection process measures or predicts what was intended to be measured or predicted.
Validity
represents job-function testing. a user should show that the behaviors demonstrated in the selection procedure are a representative sample of the behaviors of the job in question and/or that the selection procedure provides a representative sample of the work product of the job in question.
Content validity
is measured by a procedure that uses a test as a predictor to determine how well a person will perform on the job. Examples of tests are: (a) having a college degree, (b) scoring a required number of words per minute on a typing test, or (c) having five years of medical transcription experience.
Criterion-related validity
refers to the extent to which dimensions on different tests relate to one another. Two factors that correlate highly on a personality test are not necessarily identical, but do provide reassurance that they are related and are a “construct” or part of the makeup (like honesty, dependability, sociability) of an individual, as related to actual job performance
Construct validity
This occurs when two people interview the same applicant and they do not arrive at the same decision using the same qualifications
inter-rater reliability
The interviewers are likely attracted to candidates who are similar to them in terms of outside interests, personal background, or even appearance
similarity errors
occurs when an interviewer views the favorable side to the interviewee
Halo effect
Because a company commonly interviews several applicants for one position, it is very easy for the interviewer to compare the applicants
contrast errors
the interviewer puts emphasis on a single negative trait.
devils horn
Sometimes interviewers do not always hear what is said or intended, nor do they remember everything that is said.
faulty listening and memory
questions are not planned; the interviewer directs the questions down any path he or she may want. This means that interviews with different applicants will likely be entirely different
unstructured interview
some preparation of questions takes place, usually for traits that need to be explored, but depending on the applicant’s response, there is also flexibility built into the interview.
semi-structured interview
Questions for this type of interview are prepared in advance, asked in the same way to each applicant, and asked in a specific sequence. Very little flexibility is allowed with this process.
structured interview
s a variation of the structured interview, and uses different types of questions. The interviewer can ask situational questions (“What would you do when two servers call in sick on a busy Friday night?”), knowledge questions (“What do you mean by REVPAR?”), or performance questions (“Are you willing to take the general manager’s position at a poor performing restaurant?”)
situational interview
ere the interviewer establishes an area of discussion, and then asks about the behavior of the applicant (“Tell me about the most difficult shift you worked on your last job. Why was it so difficult?”)
behavioral interview
The applicant is interviewed by a panel of interviewers. The intent is to put the applicant under stressful session of discussion. Once the interview is over, the panel members must come to a group decision, sometimes a difficult task in its own right.
stress interview
is to save the company (and managers) time and money by limiting the number of applicants. Determining the requirements for the job position usually helps in screening
screening interview
usually conducted by someone with very little input in the hiring decision; the goal is to gain as much knowledge about the applicant as possible. And finally, the decision interview is conducted with the person who will actually make the hiring decision
data-gathering interview
