Chapter 6

Question 1

Process of choosing the individual best suited for particular position and organization from a group of applicants

Answer 1

Selection

Question 2

Goal is to properly match people with jobs and organization

Answer 2

Selection

Question 3

Environmental factors affecting the selection process

Answer 3

Othe HR Functions
Legal Considerations
Decision-Making Speed
Organizational Hierarchy
Applicant Pool
Type of Organization
Probationary Period
Organizational Fit

Question 4

Number of qualified applicants recruited for a particular job

Answer 4

Applicant Pool

Question 5

Number of people hired for a particular job compared to number of people in applicant pool

Answer 5

Selection Ratio

Question 6

Period that permits evaluating an employee’s ability based upon performance

Answer 6

Probationary Period

Question 7

Screen applicants with regard to how they can help achieve profit goals

Answer 7

Private Sector

Question 8

Identify qualified applicants through competitive examination

Answer 8

Government Civil Service Systems

Question 9

Applicants must be qualified and dedicated to work

Answer 9

Non-for-profit organization

Question 10

Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system

Answer 10

Organizational Fit

Question 11

Removes obviously unqualified individuals

Answer 11

Preliminary Screening

Question 12

Essential information is included and presented in a standardized format

Answer 12

Review of Applications

Question 13

Goal-directed summary of a person’s experience, education, and training developed for use in the selection process

Answer 13

Resume

Question 14

Reliable and accurate means of selecting qualified candidates

Answer 14

Selection Tests

Question 15

Uniformity of procedures and conditions of administering test

Answer 15

Standardization

Question 16

Everyone scoring a test obtains same results

Answer 16

Objectivity

Question 17

Frame of reference for comparing applicant’s performance with that of others

Answer 17

Norms

Question 18

Provides consistent results

Answer 18

Reliability

Question 19

Measures what it is supposed to measure (basic requirement)

Answer 19

Validity

Question 20

Must no have adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law

Answer 20

Requirement for job relatedness

Question 21

Types of Employment Tests

Answer 21

Cognitive Aptitude
Psychomotor Abilities
Job Knowledge
Work-Sample
Vocational Interests
Personality

Question 22

Measures individual’s ability to learn, as well as to perform a job

Answer 22

Cognitive Aptitude Tests

Question 23

Form of IQ test which is helpful in identifying job candidates who have extensive knowledge bases

Answer 23

Cognitive Aptitude Tests

Question 24

Strength
Coordination
Dexterity
Miniaturization in assembly operations

Answer 24

Psychomotor Abilities Tests

Question 25

Measure candidate's knowledge of duties of position for which he or she is applying

Answer 25

Job-Knowledge Tests

Question 26

Perform set of tasks representative of job Job related Produces high validity Reduces adverse impact More acceptable to applicants

Answer 26

Work-Sample

Question 27

Indicate occupations in which person is most interested and that will most likely provide satisfaction

Answer 27

Vocational Interest

Question 28

Self-reported measure of: -Traits -Temperaments -Dispositions Tap into softer areas, such as leadership, teamwork, and personal assertiveness

Answer 28

Personality Tests

Question 29

Goal-oriented conversation where interviewer and applicant exchange information

Answer 29

Employment Interview

Question 30

Types of Interviews

Answer 30

Unstructured Structured Behavioral Situational

Question 31

Asks probing, open-ended questions Encourages applicant to do much of the talking Is often time consuming Potential legal issues

Answer 31

Unstructured Interview

Question 32

Series of job-related questions asked of each applicant

Answer 32

Structured Interview

Question 33

Prompt applicants to relate actual incidents relevant to target job

Answer 33

Behavioral Interview

Question 34

Creates hypothetical situations candidates would be likely to encounter on the job and ask how they would handle them

Answer 34

Situational Interview

Question 35

Applicant meets one-on-one with interviewer

Answer 35

One-on-one interview

Question 36

Several applicants interact in presence of one or more interviewers

Answer 36

Group Interview

Question 37

Several firm representatives interview candidate at same time

Answer 37

Board Interview

Question 38

Applicants typically interviewed one-on-one by peers, subordinates, and supervisors

Answer 38

Multiple Interviews

Question 39

Provide both positive and negative job information to applicant in unbiased manner

Answer 39

Realistic Job Previews

Question 40

Convey information about tasks person would perform and behavior required to fit into organization's culture

Answer 40

Realistic Job Previews

Question 41

Occurs when interviewer assumes that applicant has certain traits because they are members of a certain class

Answer 41

Stereotyping Bias

Question 42

Occurs when interviewer generalizes one positive first impression feature of the candidate

Answer 42

Halo Error Bias

Question 43

Occurs where interviewer's first impression of candidate creates a negative first impression that exists throughout interview

Answer 43

Horn Error Bias

Question 44

Occur when, for example, interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate

Answer 44

Contrast Bias

Question 45

Interviewers make judgement about candidates in first few minutes of interview

Answer 45

Premature Judgement Bias

Question 46

Belief in interview ability was exaggerated

Answer 46

Interview Illusion Bias