Chapter 7 H/R

Question 1

Selection

Answer 1

Choosing among individuals who have been recruited to full existing or projected job openings

Question 2

Selection Ratio

Answer 2

Number of applicants hired to the total number of applicants available.

of applicants hired / total # of applicants

Question 3

Multiple-hurdle strategy

Answer 3

Series of steps or hurdles, only candidates clearing the hurlde are permitted to move on to the next step.

ex.Employment Testing -> Interviewing

Question 4

Selection Process Steps (1-6)

Answer 4

1) Preliminary application screening
2) Selection testing
3) Selection interview
4) Background investigation/ refrence check
5) Supervisory interview and realistic job preview
6) Hiring decision and candidate notification

Question 5

Must Criteria

Answer 5

Requirements that are absolutely essential for the job, include measurable standard of acceptability or are absolute and can be screened initially on paper

Question 6

Want Criteria

Answer 6

Those criteria that represent qualifications that cannot be screened on paper or are not readily measurable as well as those that are highly desirable but not critical.

Question 7

Selection Testing:

Answer 7

Asses specific job-related skills as well as general intelligence, personality characteristics mental abilities, interests, and preferences

Question 8

Reliability:

Answer 8

Degree of dependability, consistency, or stability of the measures used.

Reliability can be diminished when questions are answered randomly, when the test setting is noisy or uncomfortable, and when the applicant is tired or unwell.

Question 9

Validity

Answer 9

the selection techniques such as a test or interview relate to the specific hiring and give an accurate representation for the job.

Ex. High impassivity is correlated with low productivity.

Question 10

Differential Validity

Answer 10

Confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities and aboriginals

Question 11

Criterion Related Validity

Answer 11

The selection tool predicts or significantly correlates with important elements of work behavior.

Question 12

Content validity

Answer 12

selection instrument such as a test adequately samples the knowledge and skills needed to prefrom the job

Question 13

construct validity

Answer 13

traits’ deemed necessary to perform the job successfully

Question 14

Aptitude test

Answer 14

Measure an individuals aptitude or potential to prefrom a job, provided he or she is given proper training

Question 15

Personality Test

Answer 15

measures basic aspects ex. introvert extrovert, stability, motivation, neurotic tendency, self-confidence etc.

Question 16

Tests that compare a candidates interests with those of people in various occupations

Answer 16

Interest Inventories

Question 17

Achievement Test

Answer 17

Tests used to measure knowledge or competencies acquired through education, training, or experience

Question 18

Management Assessment center

Answer 18

Comprehensive systematic procedure used to asses candidates managements potential that uses a combination of realistic exercises, management games, objective testing, presentations and interviews

Question 19

In-basket exercise

Answer 19

Candidate is faced with an accumulation of reports, memos. messages from incoming phone calls, letters, and other materials collected in the simulation job.

Question 20

Management games

Answer 20

engage in realistic problem solving, usually as members of two or more simulated companies that are competing in the marketplace.

Question 21

Situational Testing

Answer 21

hypothetical situations where candidate apply s knowledge and is then evaluated

Question 22

Micro Assessment

Answer 22

A series of verbal, paper-based, or computer based questions and exercises.

Question 23

Selection Interview

Answer 23

A procedure designed to predict future job performance on the basis of applicants’ oral responses to oral inquiries.

Question 24

Unstructured Interview

Answer 24

conversational style interview. pursues points of interest as they come up.

Question 25

Structured Invterview

Answer 25

follows a set of sequence questions

Question 26

Situational interview

Answer 26

A series of job related questions that focus on how the candidate would behave in a given situation

Question 27

Behavioural interview

Answer 27

job related questions that focus on relevant past job related behaviours

Question 28

Realistic Job Preview

Answer 28

A strategy used to provide applicants with realistic information - both positive and negative- about the job demands the organizations expectations and the work environment