CHAPTER 5 "SELECTING EMPLOYEES'

Question 1

was developed in response to the demand for standardized occupational information to support an expanding public employment service

Answer 1

Dictionary of Occupational Titles

Question 2

consists of the individuals in possession of knowledge, skills, and abilities

Answer 2

The labor market

Question 3

the number of individuals in a targeted population

Answer 3

Labor force population

Question 4

help identify internal candidates for the next step in the career ladder.

Answer 4

succession planning program

Question 5

what are the perks of internal recruiting?

Answer 5

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

Question 6

what are the cons of internal recruiting?

Answer 6

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

Question 7

pros of external recruiting

Answer 7

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

Question 8

cons of external recruiting

Answer 8

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.

Question 9

Some of the pertinent areas on an employment application are

Answer 9

(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)

Question 10

refers to the statistical process where the selection process consistently produces the same result

Answer 10

Reliability

Question 11

the statistical process used to demonstrate that the selection process measures or predicts what was intended to be measured or predicted.

Answer 11

Validity

Question 12

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.

Answer 12

Content validity

Question 13

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.

Answer 13

Criterion-related validity

Question 14

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

Answer 14

Construct validity

Question 15

This occurs when two people interview the same applicant and they do not arrive at the same decision using the same qualifications

Answer 15

inter-rater reliability

Question 16

The interviewers are likely attracted to candidates who are similar to them in terms of outside interests, personal background, or even appearance

Answer 16

similarity errors

Question 17

occurs when an interviewer views the favorable side to the interviewee

Answer 17

Halo effect

Question 18

Because a company commonly interviews several applicants for one position, it is very easy for the interviewer to compare the applicants

Answer 18

contrast errors

Question 19

the interviewer puts emphasis on a single negative trait.

Answer 19

devils horn

Question 20

Sometimes interviewers do not always hear what is said or intended, nor do they remember everything that is said.

Answer 20

faulty listening and memory

Question 21

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

Answer 21

unstructured interview

Question 22

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.

Answer 22

semi-structured interview

Question 23

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.

Answer 23

structured interview

Question 24

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?”)

Answer 24

situational interview

Question 25

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?”)

Answer 25

behavioral interview

Question 26

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.

Answer 26

stress interview

Question 27

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

Answer 27

screening interview

Question 28

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

Answer 28

data-gathering interview