Chapter 6 Selection and Hiring

Question 1

selection

Answer 1

the process of gathering and evaluating the information used for deciding which applicants will be hired

the lower the quality of the assessment pool the better the assessment system must be to week out any poor fits and identify the applicants most likely to succeed

Question 2

person-job fit

Answer 2

the fit between a person’s abilities and the job’s demands and the fit between a person’s needs and motivations and the job’s attributes and rewards

Question 3

person-group fit

Answer 3

the match between the person and his or her workgroup and supervisor

Question 4

person-organization fit

Answer 4

the fit between an individual’s values, attitudes and personality and the organization’s values, norms, and culture

Question 5

Uniform Guidelines on Employee Selection Procedures (UGESP)

Answer 5

advises employers in legal compliance in candidate assessment and selection

Question 6

screening assessment methods

Answer 6

reduces the pool of job applicants to job candidates

Question 7

evaluative assessment methods

Answer 7

identify whom to hire

Question 8

contingent assessment methods

Answer 8

background check, drug screen, medical exam

Question 9

types of evaluative assessment methods

Answer 9

1. cognitive ability test

2. noncognitive ability test

Question 10

cognitive ability test

Answer 10

computerized or paper and pencil tests to assess general mental abilities, including reasoning, logic and perceptual abilities

Question 11

noncognitive ability tests

Answer 11

measure sensory and psychomotor abilities

Question 12

sensory tests

Answer 12

assess visual, auditory, and speech perception

Question 13

psychomotor tests

Answer 13

assess strenght, physical dexterity, and coordination

Question 14

The Big Five personality factors

Answer 14

1. extraversion
2. conscientiousness
3. emotional stability
4. agreeableness
5. openness to experience

Question 15

integrity tests

Answer 15

assess candidates’ attitudes and experiences related to their reliability, trustworthiness, honesty, and moral character

Question 16

job knowledge tests

Answer 16

measure job-related knowledge required for success. technical

Question 17

unstructured interview

Answer 17

ask varying questions across interviews and usually lack standards for evaluating candidates’ answers

Question 18

structured interview

Answer 18

uses consistent, job-related questions; a formal scoring system

a. ask all applicants the same questions
b. develop questions systematically to assess specific job relevant questions
c. use a formal scoring system to consistently evaluae answers

Question 19

behavioral questions (past)

Answer 19

use information about what the applicant has done in the past to predict future behaviors

Question 20

case questions (present)

Answer 20

the candidate is given a business situation, challenge, or problem and asked to present a carefully planned solution

Question 21

situational interview questions (future)

Answer 21

asking people how they might react to future hypothetical situations

Question 22

work samples

Answer 22

evaluate the performance of actual or simulated work tasks

Question 23

simulation

Answer 23

a type of work sample that gives candidates and actual job task to perform or simulates crucial events that might occur to assess how well a candidate handles them

Question 24

assessment center

Answer 24

puts candidates through a variety of evaluation techniques to evaluate their potential fit with and ability to do the job

Question 25

2 ways of combining assessment scores

Answer 25

multiple hurdles

compensatory approaches

Question 26

multiple hurdles

Answer 26

candidates must receive a passing score on an assessment before being allowed to continue in the selection process

Question 27

compensatory approach

Answer 27

high scores on some assessments can compensate for low scores on other assessments

Question 28

cut score

Answer 28

hiring only those who exceed a minimum score

Question 29

rank order

Answer 29

ordering candidates from highest to the lowest based on their overall score and hiring from the top of the list down

Question 30

3 types of fairness

Answer 30

1. distributive fairness
2. procedural fairness
3. interactional fairness

Question 31

distributive fairness

Answer 31

the perceived fairness of the outcomes received

Question 32

procedural fairness

Answer 32

the perceived fairness of the policies and the procedures used to determine the outcome

Question 33

interactional fairness

Answer 33

reflects perceptions of the degree of respect and the quality of the interpersonal treatment received during the decision-making process

Question 34

best alternative to a negotiated agreement BATNA

Answer 34

what you would do instead if you can’t reach an agreement

Question 35

explicit employment contract

Answer 35

written or verbal employment contract

Question 36

implicit employment contract

Answer 36

an understanding that is not part of a written or verbal contract

Question 37

succession management

Answer 37

the identification of critical jobs too important to be left vacant and creating a strategic plan to quickly fill them when they become available

Question 38

Equal employment opportunity and affirmative action goals are the two primary ________ factors that influence the content of a job offer

a. organizational
b. finalist
c. external
d. legal

Answer 38

d. legal

Question 39

If Judy believes that she was not given a fair chance at a promotion because the hiring manager had an implicit favorite and did not give her a chance to demonstrate her skills, she would perceive low _______ fairness

a. perceived
b. interactional
c. distributive
d. procedural

Answer 39

c. distributive