Chapter 6 Flashcards
Process of choosing the individual best suited for particular position and organization from a group of applicants
Selection
Environmental Factors Affecting the Selection Process
- Other HR Functions
- Legal considerations
-Decision-making Speed - Organizational Hierarchy
- Applicant Pool and Selection Ratio
- 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 the number of people in applicant pool
Selection Ratio
Types of Organizations
Private Sector
Government Civil Service Systems
Not-for-profit Organizations
Type of organization that screen applicants with regard to how they can help achieve profit goals
Private Sector
Type of organization that identify qualified applicants through competitive examination
Government civil service systems
Period that permits evaluating an employee’s ability based upon performance
May be a substitute for certain phases of the selection process
Probationary Period
Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system
Organizational Fit
Selection Process
- Preliminary Screening
- Review of Applications
- Review of Resumes
- Selection Tests
Removes obviously unqualified individuals. Benefit: Applicant may be qualified for another position in the firm
Preliminary Screening
Goal-directed summary of a person’s experience, education, and training developed for use in the selection process
Resume
Professional/managerial applicants often begin the selection process by submitting _______
resume
Concept of _______ is crucial in selling the applicant to the company
relevance
Adequate description of job-seeker’s characteristics and industry-specific experience using keyword terms.
Keyword Resume
Reliable and accurate means of selecting qualified candidates. Cost is small in comparison. Identify attitudes and job-related skills that interviews cannot recognize
Selection Tests
Characteristics of Properly Designed Selection Tests
- Standardization
- Objectivity
- Norms
- Reliability
- Validity
- Requirement for job-relatedness
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
Provided consistent results
Reliability
Measures what it is supposed to measure (basic requirement)
Validity
Must not have adverse impact on minorities, females, and individuals with background or characteristics protected under law
Requirement for job relatedness
Types of Employment Tests
- Cognitive Aptitude Tests
- Psychomotor Ability Tests
- Work-sample
- Vocational Interests
- Personality Tests
Measles individuals ability to learn, as well as to perform a job. Form of IQ Test
Cognitive Aptitude Test
Strength, coordination, dexterity, miniaturization in assembly operations
Psychomotor Ability Tests
perform set of test representative of job
Work-sample
Indicate occupation in which person is most interested and that will most likely provide satisfaction
Vocational Interests
Self-reported measure of: Traits, Temperaments, Dispositions
Personality Tests
Goal-directed conversation where interviewer and applicant exchange information. Continues to be primary method used to evaluate applicants
Employment Interview
At this point, candidates are assumed to be qualified
Employment Interview
Content of the Interview
- Occupational Experience
- Academic Achievement
- Interpersonal Skills
- Personal Qualities
- Company
- Job
- Expectations
Types of Interviews
- Unstructured Interview
- Structured Interview
- Behavioral Interview
- Situational Interview
Asks probing, open-ended questions. Encourages applicant to do much of the talking. Is often time-consuming
Unstructured Interview
Series of job-related questions asked of each applicant. Increases reliability and accuracy by reducing subjectivity and inconsistency of unstructured interviews
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
Siuational Interview
Methods of Interviewing
- One-on-one Interview
- Group Interview
- Board Interview
- Multiple Interviews
Provide both positive and negative job information to applicant in unbiased manner
Realistic Job Previews
Interviewer makes assumptions about interviewee which may be incorrect and lets these biases influence the selection decision
Interviewer Bias
Types of Interviewer Bias
- Stereotyping bias
- Halo Error Bias
- Horn Error Bias
- Contrast Bias
- Premature Judgment Bias
- Interview Illusion Bias
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 when 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 makes judgment about candidates in first few minutes of interview
Premature Judgment Bias
Belief in interview ability was exaggerated
Interview Illusion Bias
Test validation method that compares the scores on selection
tests to some aspect of job performance determined, for example, by performance appraisal.
Criterion-related validity
Test Validation Approaches
- Criterion-Related Validity
- Content Validity
- Construct Validity
Test validation method whereby a person performs certain tasks that are actually required by the job or completes a paper-and-pencil test that measures relevant job knowledge.
Content Validity
Test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job
Construct Validity
A test of current knowledge and skills
Achievement Tests
It is determined when the firm obtains test scores and the criterion data at essentially the same time
Concurrent Validity
It involves administering a test and later obtaining the criterion information.
Predictive validity
Validations from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy
Reference Checks
Liability a company incurs when it fails to conduct a reasonable investigation of an applicant’s
background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm
Negligent Hiring
