Chapter 6 - Employee Selection

Question 1

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

Answer 1

Selection

Question 2

Explain the objectives of personnel selection process. (8 STEPS)

Answer 2

1. Begin with a job analysis.
2. Submission of Resume
3. Complete Application
4. Interviews
5. Reference and background checks
   6 Pre-employment tests
6. Medical exam/drug test
7. Hiring decision

Question 3

Reliability (Obtaining Reliable and Valid Information)

Answer 3

The degree to which interviews, tests, and other selection procedures yield COMPARABLE DATA over a period of time.

The extent to which two or more methods (interviews and tests for example) yield similar results or are CONSISTENT.

i.e.: interviewers judge the capabilities of a group of applicants to be the same today as they did yesterday, their judgment are unreliable (that is unstable)

Question 4

Validity (Obtaining Reliable and Valid Information)

Answer 4

Refers to what a test or other selection procedure measures and HOW WELL it measures it.

i.e.: In other words, the selection process should be able to predict HOW WELL a person performs on the job (Person’s attributes)

Question 5

Explain what it is required for an employee selection too to be reliable and valid.

Answer 5

The employee selection process should provide as much RELIABLE and VALID information as possible about applicants so that their job can be evenly matched.

Reliability - Refers to the CONSISTENCY of test scores over time and across measures.

Validity - refers to the ACCURACY of the measurements taken.

Question 6

Validity can be assessed in terms of whether the measurement is based on a JOB SPECS

i.e. adequately samples the knowledge and skills needed to perform a particular job

Answer 6

Content Validity

Determining the Validity of Tests

Question 7

Whether test scores correlate with performance criteria AFTER those applicants have been HIRED (New hired)

i.e. new hires are given a test, then filed away. After several months, managers are ASKED to rate them. Test scores are then compared to manager’s ratings.

Answer 7

Predictive Validity

Determining the Validity of Tests

Question 8

Whether the test ACCURATELY measures what it purports (CONVEYED or MEANT) to measure

Measuring Construct Validity - requires showing that the PSYHOLIGICAL TRAIT is related to JOB PERFORMANCE

Answer 8

Construct Validity
(Determining the Validity of Tests)

Question 9

Illustrate the different approaches to conducting an employment interview

(9 TYPE OF INTERVIEWS)

Answer 9

1. Nondirective
2. Structured
3. Situational (Hypothetical)
4. Behavioral Description Interview (BDI)
5. Panel
6. Sequential
7. Phone
8. Computer
9. Virtual

Question 10

(TYPE OF INTERVIEW)

“Tell me more about your experiences on the job.”

Applicant is allowed the maximum amount of freedom in determining the course of discussion, while the interviewer careful refrains from influencing the applicant’s remarks

Answer 10

Nondirective Interview

Low Reliability & Validity

Question 11

(TYPE OF INTERVIEW)

A set of standardized questions having an established set of answers is used (with the help of job analysis)

Answer 11

Structured Interview

Are likely to predict on job performance

Question 12

(TYPE OF INTERVIEW)

“How would you respond if…”

Applicant is given a hypothetical incident and asked how he or she would respond to it.

(Entry level - New College Grads)

Answer 12

Situational Interview

Question 13

(TYPE OF INTERVIEW)

“Tell me about the last time you disciplined an employee”

Applicant is asked questions about what he or she actually did in a given situation

(Executives - more experienced)

Answer 13

Behavioral Description Interview (BDI)

Question 14

(TYPE OF INTERVIEW)

A board of interviewers questions and observes a single candidate

(panels are composed of a diverse group of interviewers, hiring discrimination is MINIMIZED)

Answer 14

Panel Interview

Question 15

(TYPE OF INTERVIEW)

Candidate is interviewed by multiple people, one right after another

(interviewers will get to together and compare their assessments of the candidates)

Answer 15

Sequential Interview

Question 16

Phone Interview

Answer 16

1. Applicants may be less likely to engage in “impression management”

Question 17

Virtual Interview

Answer 17

Via videoconferencing or over the web

Question 18

The extent to which a selection toll predicts, or significantly CORRELATES WITH, IMPORTANT elements of work behavior.

i.e. Person performs on a test vs. actual production records, supervisor’s ratings, training outcomes, and other measures on-the-job success.

Answer 18

Criterion-Related Validity

Determining the Validity of Tests

Question 19

obtaining criterion data from CURRENT employees at about the same time with that TEST SCORES that are obtained (Currently hired)

i.e. CURRENT employees tested against supervisor’s ratings AT THE SAME TIME

Answer 19

Concurrent Validity
(Type of Criterion-Related Validity)
(Determining the Validity of Tests)

Question 20

The process in which a test or test battery is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study is called:

Answer 20

CROSS-VALIDATION

Determining the Validity of Tests

Question 21

State courts have ruled that companies can be held liable for __________ if they fail to do adequate background checks.

Answer 21

NEGLIGENT HIRING

Post Interview Screening: Background Checks

Question 22

The benefits of PANEL interviews include:

Answer 22

HIGHER RELIABILITY BECAUSE OF MULTIPLE INPUTS

Question 23

The degree to which inferences drawn from interviews, test scores, and other selection procedures are supported by evidence (such as good job performance) IS TERMED:

Answer 23

Reliability

Question 24

What is usually the first step in the selection process?

Answer 24

Submission of resume

Question 25

A selection decision model in which a high score in one area can make up for a low score in another (type of model)

Answer 25

Compensatory Model

Question 26

(TYPE OF VALIDITY)

Validity is demonstrated where a test CORRELATES well with a measure that has been PREVIUSLY been validated

The extent to which a selection toll predicts, or significantly CORRELATES WITH, IMPORTANT elements of work behavior.

i.e. Person performs on a test vs. actual production records, supervisor’s ratings, training outcomes, and other measures on-the-job success.

Answer 26

Concurrent Validity

Question 27

(TYPE OF VALIDITY)

The extent to which a selection instrument, such as a test, adequately samples the KNOWLEDGE (the content)and skills needed to PERFORM a particular job

Answer 27

Content Validity

Question 28

(TYPE OF VALIDITY)

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior

Answer 28

Criterion-Related Validity

Question 29

Verifying the results obtained from a validation study administering test or test battery to a different sample (drawn from the same population)

Answer 29

Cross-Validation

Question 30

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

Answer 30

Multiple Cutoff-Model

Question 31

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages.

(HRC AT AUHSD)

Answer 31

Multiple Hurdle Model

Question 32

(TYPE OF VALIDITY)

The extent to which applicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period. (HIRED EMPLOYEES ARE TESTED AGAIN)

Answer 32

Predictive Validity

Question 33

The number of applicants compared with the number people to be hired.

Answer 33

Selection Ratio