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Comm 211 > Chapter 6: Selection > Flashcards

Chapter 6: Selection Flashcards

1
Q

series of steps used by an employer to decide which recruits should be hired

A

selection process

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2
Q

the ratio of the number of applicants hired to the total number of applicants available

A

selection ratio

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3
Q

selection ratio =

A

number of applicants hired/ total number of applicants

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4
Q

job application form with various items are given differential weights to reflect their relationship to criterion measures

A

weighted application blank (WAB)

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5
Q

approach to collecting and scoring background info from a job applicant in quantitative manner

A

weighted application blank (WAB)

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6
Q

Have been found to be useful in predicting job performance, turnover, absences, accident rates

A

weight application blank (WAB)

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7
Q

uses multiple choice format to measure job candidate’s education, experience, opinions, attitudes, and interests

A

biographical information blank (BIB)

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8
Q

questionnaire that applicants complete relating to their personal history and life experiences

A

biographical information blank (BIB)

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9
Q

the items on BIB are differently weighted according to how well they seperate

A

high from low performers

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10
Q

when using BIB, items must not adversely affect any

A

protected group

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11
Q

when using BIB, make sure your questions are not

A

invasive

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12
Q

responses to BIB questions are not easily _______ and thus can be _______ by applicants

A

verifiable

faked

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13
Q

to ensure that its tests are valid, HR departments should conduct

A

validation studies

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14
Q

compare test results with performance of traits needed to perform the job

A

validation studies

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15
Q

test validation process aimed at discovering the validity of a test for various subgroups

A

differential validity

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16
Q

using validity results from individual validity studies to guide test choices for a current org and job

A

validity generalization

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17
Q

5 common categories of employment tests in Canada

A 
personality tests
ability tests
knowledge tests
performance tests
integrity tests
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18
Q

questionnaires designed to reveal aspects of an individual’s character or temperament

A

personality tests

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19
Q

assesses an applicant’s capacity or aptitude to function in a certain way

A

ability tests

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20
Q

measures a person’s info or knowledge

A

knowledge test

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21
Q

measures the ability of the applicant to perform specific components of the job

A

performance test

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22
Q

places applicants in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives

A

situational judgement test

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23
Q

performance tests using computer simulations that can measure skill, comprehension, spatial visualization, judgment etc.

A

computer-interactive performance test

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24
Q

2 types of integrity testing

A

overt tests

non-overt tests

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25
Q

applicants are asked direct questions about past theft

A

overt test

26
Q

when confronted by _____ questions, many individuals are NOT likely to openly admit theft

A

direct

27
Q

applicants asked to respond to questions about their risk-taking behaviour and their attitudes towards dishonest behaviours

A

non-overt test

28
Q

yields consistent results over repeated measures

A

reliability

29
Q

indicates the accuracy and relationship to job relevant criteria

A

validity

30
Q

showing candidates the type of work, equipment, and working conditions involving in the job before the hiring decision

A

realistic job preview

31
Q

physical testing must relate to the

A

Bona fide occupational requirements of the job

32
Q

are usually only conducted if the job requires a clearly determined level of physical effort or other abilities

A

medical exam

33
Q

drug dependence is considered a

A

disability

34
Q

3 hiring decision approaches

A

subjective approach
multiple cut-off approach
compensatory approach

35
Q

decision maker looks at scores of applicants on predictors, evaluates all the info and comes to an overall judgement

A

subjective hiring approach

36
Q

scores are set for each predictor and each applicant is evaluated on a pass-fail basis

A

multiple cut-off hiring approach

37
Q

where a higher score on a predictor may make up for a low score on another

A

compensatory hiring approach

38
Q

a formal, in depth, face-to-face or video enforcement between employer and job applicant to assess appropriateness of the applicant for the job under consideration

A

employment interview

39
Q

5 types of interviews

A 
panel interview
unstructured interview
structure interview
behavioural description interviews
situational interviews
40
Q

a sequential elimination process where applicant has to pass a predictor satisfactorily before proceeding to next predictor

A

multiple hurdle approach

41
Q

used when some of the predictors used are expensive

A

multiple hurdle approach

42
Q

interview using several interviewers with one applicant

A

panel interview

43
Q

panel interview allows all the interviewers to evaluate the individuals on the

A

same questions and answers

44
Q

interviews using few if any planned questions

A

unstructured interview

45
Q

allows HR specialists to develop questions as the interview goes on

A

unstructured interview

46
Q

unstructured interviews lack _______ cuz each applicant is asked different questions

A

reliability

47
Q

interviews where questions and checklists are pre-determined

A

structured interview

48
Q

responses are compared to a list of potential responses and scored according to pre-determined scoring guide

A

structured interview

49
Q

interviews that try to find out how job applicants responded to specific work situations

A

behavioural description interview

50
Q

interviews that attempt to assess a job applicant’s likely future response to specific situations

A

situational interviews

51
Q

biases and domination that reduce the validity and usefulness of the job interview

A

interviewer errors

52
Q

boasting, not listening, or being unprepared, that reduce the validity and usefulness of the interview

A

interviewee errors

53
Q

further reduce the number of job applicants by removing those who don’t meet the minimum job standards

A

employment tests

54
Q

where HR professionals and managers sort through resumes and application forms and weed out applicants that don’t have basic qualifications

A

initial screening

55
Q

system that searches for keywords in resumes that match the broad qualifications for the job

A

applicant tracking system (ATS)

56
Q

is a better predictor of job performance than personality

A

cognitive ability

57
Q

keeping multiple interviewers consistent with each other

A

inter-rater reliability

58
Q

keeping an interview consistent with themselves

A

intra-rater reliability

59
Q

to ensure higher validity, structured interviews should only include questions that are

A

job-related

60
Q

ask applicants to provide examples of their past behaviour

A

behavioural description interview questions

61
Q

this interview format does not involve a conversation with interviewer/org

A

video-based interview

asynchronous video interview

Comm 211 (4 decks)

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