Chapter 7

Question 1

What is selection?

Answer 1

the process of choosing among individuals who have been recruited to fill existing or projected job openings. It ends with a job offer.
important because:
quality of human resources determines organizational performance
high cost of inappropriate selection decisions
significant legal implications

Question 2

What are some of the selection considerations?

Answer 2

Person-job fit: job analysis identifies required individual competencies (KSAOs) for job success.
Person-organization fit: the degree to which individuals are matched to the culture and values of the organization.

Question 3

What are some guidelines for avoiding legal problems?

Answer 3

selection criteria based on the job
adequate assessment of applicant ability
careful scrutiny of applicant-provided information
written authority for reference checking
save all records and information
reject applicants who make false statements

Question 4

What are the steps in the selection process?

Answer 4

Step 1: Preliminary Applicant Screening
Step 2: Selection Testing
Step 3: The Selection Interview
Step 4: Background Investigation/
Reference Checking
Step 5: Supervisory Interview and 
Realistic Job Preview
Step 6: Hiring Decision and Candidate Notification

Question 5

What happens at step 1 of the selection process?

Answer 5

initial applicant screening is performed by HR department
application forms and résumés are reviewed
candidates not meeting essential selection criteria are eliminated first
candidates who most closely match the remaining job specifications are identified and given further consideration
use of technology is becoming increasingly popular to help HR professionals improve the initial screening process

Question 6

How can online applications can improve the selection process?

Answer 6

Attracting a broader and more diverse applicant pool
Collecting and mining resumes with keyword searches to identify qualified candidates
Conducting screening tests online
Reducing recruiting costs significantly

Question 7

What happens at the selection testing step of the selection process?

Answer 7

selection testing is a common screening device used by approximately two thirds of Canadian organizations
used to assess specific job-related skills, general intelligence, personality characteristics, mental abilities, interests, and preferences
testing techniques provide efficient, standardized procedures for screening large numbers of applicants
tests and other selection techniques are only useful if they are reliable and valid

Question 8

What is reliability?

Answer 8

the degree to which interviews, tests, and other selection procedures yield comparable data over time
in other words, the degree of dependability, consistency, or stability of the measures used
Includes rating of a candidate among various raters.

Question 9

What is validity?

Answer 9

the accuracy with which a predictor measures what it is intended to measure

Question 10

What is content validity?

Answer 10

extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job
Example: typing tests, driver’s license examinations

Question 11

What is construct validity?

Answer 11

extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully
Example: creative arts tests, honesty tests

Question 12

What types of test is used in selection?

Answer 12

Tests of Cognitive Abilities
intelligence tests (IQ)
emotional intelligence tests (EQ)
Motor/Physical Abilities
Personality and Honesty
Graphology  
Work Sampling
Management Assessment Centres  
Physical Examination and Substance Abuse Testing

Question 13

What are personality testing?

Answer 13

Measure disposition and temperament. Should be used in conjunction with other tests.
Privacy concerns. Are these too invasive?
“Big Five” personality factors:
Extroversion, agreeableness, conscientiousness, neuroticism, openness to experience.

Question 14

What is a polygraph test?

Answer 14

Device intended to determine whether an individual is telling the truth.
Measures breathing, blood pressure and pulse.
Not all provinces allow these.
Example: Used by RCMP to test for honesty

Question 15

What is honesty and integrity test?

Answer 15

Usually simple paper-and-pencil tests.
Inexpensive to administer.
Ask general questions about views on theft, punishment for theft, etc.
Some organizations have found them extremely useful in reducing employee theft.
There are some precautions, however. For example, some provide answers they believe employers are looking for.

Question 16

What is graphology?

Answer 16

The use of a sample of an applicant’s handswriting to make an employment decision.
Analysts look at size and slant of letters, amount of pressure applied and placement of writing on page.
Analysts make inferences about the individual’s personality, intelligence, creativity, emotional maturity, people skills, etc.
Some question its validity.

Question 17

What is work sampling?

Answer 17

Work Sampling – Candidate performs a part of the job (e.g.: a typing test for a secretary position). Usually applied to more entry-level positions.

Question 18

What is the assessment centre?

Answer 18

Assessment Centres – Candidate experiences the job for a short period of time while being observed. Usually applied to senior positions.

Question 19

What are some of the attributes of the medical testing?

Answer 19

Three main reasons that firms may include a medical examination as a
step in the selection process:
to determine that applicant qualifies for the physical requirements of the position and, if not, to document any accommodation requirements
to establish a record and baseline of the applicant’s health for the purpose of future insurance or compensation claims
to reduce absenteeism and accidents by identifying any health issues or concerns that need to be addressed

Medical exams are permitted after a written offer of employment
has been extended (except in the case of bona fide occupational requirements)
in Canada, employers are not permitted to screen candidates for substance abuse

Question 20

What are interviewer objectives during the interview?

Answer 20

assess applicant’s qualifications
observe applicant’s behaviour
gather information to predict future performance
communicate information about job
promote organization
determine how well applicant would fit in

Question 21

What are applicant’s objectives during the interview?

Answer 21

present a positive image
sell their skills and market positive attributes
gather information about job and organization

Question 22

What types of interviews are there?

Answer 22

Selection interviews can be classified according to:
degree of structure – unstructured, structured, mixed (semi-structured)
content – situational (future), behavioural (past)
way in which interview is administered – one on one or panel of interviewers, sequentially or all a once, face to face or videoconferencing

Question 23

What are some legal implications for interviews?

Answer 23

interviewers cannot ask questions that would violate human rights legislation, either directly or indirectly
all interviewees must be treated in the same manner
cutting short an interview based on preconceived notions about the gender or race of the “ideal” candidate should be avoided because this is an example of illegal differential treatment
interviewers should focus on the job description and job specification in order to gather all the information required to assess applicants without infringing on the candidates’ legal rights

Question 24

What are some common interview mistakes?

Answer 24

poor planning
snap judgments
negative emphasis
halo effect /stereotyping
poor job knowledge
contrast error
Over-emphasis or misinterpreting nonverbal behaviour
Telegraphing – asking leading questions
too much/too little talking
similar-to-me bias

Question 25

How to design effective interviews?

Answer 25

decide who will be involved and develop selection criteria
specify “musts” and “wants” and weigh “wants”
determine assessment strategies and develop evaluation form
develop interview questions to be asked of all candidates
develop candidate-specific questions

Question 26

How to detect lying in the interview?

Answer 26

The body and face tilt
Avoiding the first person reference
Fidgeting 
Lack of in-person contact 
Pregnant pauses
Being overly guarded and defensive or evasive to additional probing questions
Asking for questions to be repeated

Question 27

How to conduct reference check?

Answer 27

information to be verified
basic background check includes a criminal record check, verification of educational qualifications, verification of at least five years’ employment, checks of performance-related references from past supervisors
for financially sensitive positions, a credit check may also be included

Question 28

What is realistic job preview?

Answer 28

strategy used to provide applicants with realistic information—both positive and negative—about the job demands, the organization’s expectations, and the work environment