Chapter 6 - Employee Selection Flashcards
Selection
The process of choosing individuals who have the relevant qualifications to fill existing or projected job openings.
Values-based hiring
When a company lists their values on their company website and then seeks to hire candidates who share those values.
- drawback is that it can result in a lack of diversity, so firms need to be careful about still ensuring that they are hiring a demographically diverse workforce.
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time.
Validity
The degree to which a test or selection procedure measures a person’s attributes and predicts future behaviour.
Video resumes
Short video clips that highlight applicants’ qualifications beyond what they can communicate on their resume.
Nondirective interview
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing applicant’s remarks.
Structured interview
An interview in which a set of standardized questions with an established set of answers is used.
Situational interview
An interview in which an applicant is given a hypothetical incident and asked how they would respond to it.
Behavioural description interview (BDI)
An interview in which an applicant is asked questions about what they did in a given situation.
Panel interview
An interview in which a board of interviewers questions and observes a single candidate.
Sequential interview
A format in which a candidate is interviewed by multiple people, one right after another.
Video interviews
Interviews conducted via videoconferencing or over the Web.
Computer-administered (automated) interview
Interview in which the questions are administered to applicants via computers; the interview can be conducted at a firm’s facilities, using kiosks, online, or via phone.
Preemployment test
An objective and standardized measure that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals.
Competency-based selection
Hiring based on an observation of behaviours previously shown to distinguish successful employees.
Assessment centres
A process by which individuals are evaluated as they participate in a series of situations that resemble what they might encounter on the job.
Criterion-related validity
The extent to which a selection tool predicts, or significantly correlated with, important elements of work behaviour.
Concurrent validity
The extent to which test scored (or other predictor information) correlated with criterion data obtained at about the same time from current employees.
Predictive validity
The extend to which applicants’ test scored predict criterion data obtained from those applicants/employees after they have been on the job for a period of time.
Cross-validation
Verifying the results obtained from a validation study by administering a test or test battery to a specific sample.
Content validity
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform particular job tasks.
Construct validity
The extent to which a selection tool measures a theoretical construct or trait.
Compensatory model
A selection decision model in which a high score in one area can make up for a low score in another area.
Multiple cutoff model
A selection decision model that requires an applicant to achieve a minimum level of proficiency on all selection dimensions.
Multiple hurdle model
A sequential strategy in which only the applicants passing the cutoff score at an initial evaluation stage go on to the next stage.
Selection ratio
The number of applicants to be selected compared with the total number of applicants.
