Chapter 6 - Employee Selection

Question 1

Selection

Answer 1

The process of choosing individuals who have the relevant qualifications to fill existing or projected job openings.

Question 2

Values-based hiring

Answer 2

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.

Question 3

Reliability

Answer 3

The degree to which interviews, tests, and other selection procedures yield comparable data over time.

Question 4

Validity

Answer 4

The degree to which a test or selection procedure measures a person’s attributes and predicts future behaviour.

Question 5

Video resumes

Answer 5

Short video clips that highlight applicants’ qualifications beyond what they can communicate on their resume.

Question 6

Nondirective interview

Answer 6

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.

Question 7

Structured interview

Answer 7

An interview in which a set of standardized questions with an established set of answers is used.

Question 8

Situational interview

Answer 8

An interview in which an applicant is given a hypothetical incident and asked how they would respond to it.

Question 9

Behavioural description interview (BDI)

Answer 9

An interview in which an applicant is asked questions about what they did in a given situation.

Question 10

Panel interview

Answer 10

An interview in which a board of interviewers questions and observes a single candidate.

Question 11

Sequential interview

Answer 11

A format in which a candidate is interviewed by multiple people, one right after another.

Question 12

Video interviews

Answer 12

Interviews conducted via videoconferencing or over the Web.

Question 13

Computer-administered (automated) interview

Answer 13

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.

Question 14

Preemployment test

Answer 14

An objective and standardized measure that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals.

Question 15

Competency-based selection

Answer 15

Hiring based on an observation of behaviours previously shown to distinguish successful employees.

Question 16

Assessment centres

Answer 16

A process by which individuals are evaluated as they participate in a series of situations that resemble what they might encounter on the job.

Question 17

Criterion-related validity

Answer 17

The extent to which a selection tool predicts, or significantly correlated with, important elements of work behaviour.

Question 18

Concurrent validity

Answer 18

The extent to which test scored (or other predictor information) correlated with criterion data obtained at about the same time from current employees.

Question 19

Predictive validity

Answer 19

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.

Question 20

Cross-validation

Answer 20

Verifying the results obtained from a validation study by administering a test or test battery to a specific sample.

Question 21

Content validity

Answer 21

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform particular job tasks.

Question 22

Construct validity

Answer 22

The extent to which a selection tool measures a theoretical construct or trait.

Question 23

Compensatory model

Answer 23

A selection decision model in which a high score in one area can make up for a low score in another area.

Question 24

Multiple cutoff model

Answer 24

A selection decision model that requires an applicant to achieve a minimum level of proficiency on all selection dimensions.

Question 25

Multiple hurdle model

Answer 25

A sequential strategy in which only the applicants passing the cutoff score at an initial evaluation stage go on to the next stage.

Question 26

Selection ratio

Answer 26

The number of applicants to be selected compared with the total number of applicants.