Chapter 6 Flashcards
Process of choosing the individual best suited for particular position and organization from a group of applicants
Selection
Goal is to properly match people with jobs and organization
Selection
Environmental factors affecting the selection process
Othe HR Functions
Legal Considerations
Decision-Making Speed
Organizational Hierarchy
Applicant Pool
Type of Organization
Probationary Period
Organizational Fit
Number of qualified applicants recruited for a particular job
Applicant Pool
Number of people hired for a particular job compared to number of people in applicant pool
Selection Ratio
Period that permits evaluating an employee’s ability based upon performance
Probationary Period
Screen applicants with regard to how they can help achieve profit goals
Private Sector
Identify qualified applicants through competitive examination
Government Civil Service Systems
Applicants must be qualified and dedicated to work
Non-for-profit organization
Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system
Organizational Fit
Removes obviously unqualified individuals
Preliminary Screening
Essential information is included and presented in a standardized format
Review of Applications
Goal-directed summary of a person’s experience, education, and training developed for use in the selection process
Resume
Reliable and accurate means of selecting qualified candidates
Selection Tests
Uniformity of procedures and conditions of administering test
Standardization
Everyone scoring a test obtains same results
Objectivity
Frame of reference for comparing applicant’s performance with that of others
Norms
Provides consistent results
Reliability
Measures what it is supposed to measure (basic requirement)
Validity
Must no have adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under law
Requirement for job relatedness
Types of Employment Tests
Cognitive Aptitude
Psychomotor Abilities
Job Knowledge
Work-Sample
Vocational Interests
Personality
Measures individual’s ability to learn, as well as to perform a job
Cognitive Aptitude Tests
Form of IQ test which is helpful in identifying job candidates who have extensive knowledge bases
Cognitive Aptitude Tests
Strength
Coordination
Dexterity
Miniaturization in assembly operations
Psychomotor Abilities Tests
Measure candidate’s knowledge of duties of position for which he or she is applying
Job-Knowledge Tests
Perform set of tasks representative of job
Job related
Produces high validity
Reduces adverse impact
More acceptable to applicants
Work-Sample
Indicate occupations in which person is most interested and that will most likely provide satisfaction
Vocational Interest
Self-reported measure of:
-Traits
-Temperaments
-Dispositions
Tap into softer areas, such as leadership, teamwork, and personal assertiveness
Personality Tests
Goal-oriented conversation where interviewer and applicant exchange information
Employment Interview
Types of Interviews
Unstructured
Structured
Behavioral
Situational
Asks probing, open-ended questions
Encourages applicant to do much of the talking
Is often time consuming
Potential legal issues
Unstructured Interview
Series of job-related questions asked of each applicant
Structured Interview
Prompt applicants to relate actual incidents relevant to target job
Behavioral Interview
Creates hypothetical situations candidates would be likely to encounter on the job and ask how they would handle them
Situational Interview
Applicant meets one-on-one with interviewer
One-on-one interview
Several applicants interact in presence of one or more interviewers
Group Interview
Several firm representatives interview candidate at same time
Board Interview
Applicants typically interviewed one-on-one by peers, subordinates, and supervisors
Multiple Interviews
Provide both positive and negative job information to applicant in unbiased manner
Realistic Job Previews
Convey information about tasks person would perform and behavior required to fit into organization’s culture
Realistic Job Previews
Occurs when interviewer assumes that applicant has certain traits because they are members of a certain class
Stereotyping Bias
Occurs when interviewer generalizes one positive first impression feature of the candidate
Halo Error Bias
Occurs where interviewer’s first impression of candidate creates a negative first impression that exists throughout interview
Horn Error Bias
Occur when, for example, interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate
Contrast Bias
Interviewers make judgement about candidates in first few minutes of interview
Premature Judgement Bias
Belief in interview ability was exaggerated
Interview Illusion Bias
