Chapter 7: Selection Flashcards
Selection BLUE
the process of choosing among individuals who have been recruited to fill existing or projected job openings
______ begins when a pool of applicants has submitted their résumés or completed application forms as a result of the recruiting process.
Selection
_____ times the annual salary is the estimated cost of turnover from a position
3
Three
Multiple-hurdle strategy BLUE
An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdles are permitted to move onto the next step
Selection techniques in the multiple hurdle strategy include
prescreening,
testing,
interviewing,
and background or reference checking
6 typical hurdles in the Selection Process
1) Preliminary applicant screening
2) Selection testing
3) Selection interview
4) Background investigation / reference checking
5) Supervisory interview and realistic job preview
6) Hiring decision and candidate notification
Designing an effective selection process involves ____ steps
5
The first __ steps of the selection process should happen before recruitment, what are they?
Develop selection criteria
Specify Must and Want criteria
The five steps of designing an effective selection process
1) Develop selection criteria
2) Specify must and want criteria
3) Develop an evaluation form
4) Develop interview questions
5) Develop candidate specific questions
Must criteria BLUE
those that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute
There are often two Must Items, what are they?
1) a specific level of education (or equivalent combination of education and work experience)
2) a minimum amount of prior work experience
Want criteria
include skills and abilities that cannot be screened on paper (such as verbal skills) or are not readily measurable (such as leadership ability, teamwork skills, and enthusiasm)
The entire recruitment and selection procedure must comply with _________
human rights legislation
Step 1:
Preliminary Applicant Screening
Selection ratio explanation
the ratio of the number of applicants hired to the total number of applicants available
Selection ratio equation
Selection ratio =
Number of Applicants Hired ÷ Total Number of Applicants
= Selection Ratio
A large selection ratio may be indicative that the job ad is too ______, that there is an oversupply of available labour in the workforce, or that the company is an employer of choice among candidates
vague
A _____ selection ratio may be indicative of a limited number of applicants from which to select, and it may also mean low-quality recruits
small
Crowdsourcing
- Google found a way to foster the employee interaction its success depends on
- When a prospective employee applies for a job, his or her information (such as school and previous employers) goes into Google’s applicant-tracking system (ATS)
- The ATS then matches the applicant’s information with that of current Google employees. When it finds a match, it asks those Google employees to comment on the applicant’s suitability for the position
_______ is a common screening device used by approximately two-thirds of Canadian organizations to assess specific job-related skills as well as general intelligence, personality characteristics, mental abilities, interests, and preferences
Selection testing
Tests and other selection techniques are only useful if they provide _____ and _______ measures
reliable and valid
Reliability BLUE
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
Validity
The accuracy with which a predictor measures what it is intended to measure
Differential validity
Confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, and aboriginal people
Three types of validity are particularly relevant to selection:
1) criterion-related,
2) content,
3) construct validity
Criterion-Related Validity
The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour
Example: requires proving that those who exhibit strong sales ability on a test or in an interview, for example, also have high sales on the job, and that those individuals who do poorly on the test or in the interview have poor sales results.
Content Validity
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job
For example, asking a candidate for a secretarial position to demonstrate word processing skills, as required on the job, has high content validity.
Construct Validity
The extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully
Intelligence, verbal skills, analytical ability, and leadership skills are all examples of constructs
Intelligence (IQ) tests
Tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization, and word fluency
Emotional intelligence (EI) tests
Tests that measure a person’s ability to monitor his or her own emotions and the emotions of others and to use that knowledge to guide thoughts and actions
Aptitude tests
Tests that measure an individual’s aptitude or potential to perform a job, provided he or she is given proper training
motor abilities
These include finger dexterity, manual dexterity, speed of arm movement, and reaction time
Achievement Tests
Tests used to measure knowledge of proficiency acquired through education, training, or experience
Micro-Assessments
each applicant completes a series of verbal, paper-based, or computer-based questions and exercises that cover the range of activities required on the job for which he or she is applying
Personality tests
Instruments used to measure basic aspects of personality, such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability
Big Five Personality
OCEAN
extroversion, emotional stability, agreeableness, conscientiousness, openness to experience
Interest inventories
Tests that compare a candidate’s interests with those of people in various occupations.
Polygraph Tests
Lie detector test
Management Assessment Centres
A comprehensive, systematic procedure used to assess a candidates’ management potential that uses a combination of realistic exercises, management games, objective testing, presentations, and interviews
Examples of the types of activities and exercises involved include the following:
An in-basket exercise A leaderless group discussion Management games Individual presentations Objective tests An interview
Selection interview
Procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries
Unstructured interview,
Conversational-style interview. The interviewer pursues points of interest as they come up in response to questions
Question are asked as they come to mind
Structured interview
An interview following a set of sequence of questions
Mixed (semi-structured) interview
An interview format that combines the structured and unstructured techniques
Situational interview
A series of job-related questions that focus on how the candidate would behave in a given situation
Behavioural interview
AKA behaviour description interview (BDI)
A series of job-related questions that focus on relevant past jobs-related behaviours
The underlying assumption is that the best predictor of future performance is ______ in similar circumstances.
past performance
Sequential interview
the applicant is interviewed by several persons in sequence before a selection decision is made
Unstructured sequential
each interviewer may look at the applicant from his or her own point of view, ask different questions, and form an independent opinion of the candidate
structured sequential (or serialized) interview
each interviewer rates the candidate on a standard evaluation form, and the ratings are compared before the hiring decision is made
Panel interview
involves the candidate being interviewed simultaneously by a group (or panel) of interviewers
mass interview
Interview process in which a panel interviewers simultaneously interviews several candidates
Common Interviewing Mistakes
Poor planning: Snap judgments Negative emphasis Halo Effect Poor knowledge of the job Contrast error (candidate order) Influence of nonverbal behaviour Leading Too much / too little talking Similar-to-me bias
Halo effect
A positive impression that distorts an interviewers rating of a candidate because subsequent information is judged with a positive bias
Contrast or candidate-order error
An error judgment on that part of the interviewer because of interviewing one or more very good or very bad candidates just before the interview in question
Conducting an Effective Interview
1) Planning the interview
2) Establishing rapport
3) Asking questions
4) Closing the interview
5) Evaluating the candidate
A basic background check includes
a criminal record check, independent verification of educational qualifications, and verification of at least five years’ employment, together with checks of three performance-related references from past supervisors
In providing reference information, the concept of ______ is important
qualified privilege
When you provide a reference for a former employee and your comments are made in confidence for a public purpose, without malice, and are honestly believed, you:
can rely on the defense of qualified privilege.
Realistic job preview (RJP)
A strategy used to provide applicants with realistic information - both positive and negative - about the job demands, the organization’s expectations, and the work environment
statistical strategy
A more objective technique used to determine whom the job should be offered to; involves identifying the most valid predictors and weighing them through statistical methods, such as multiple regression
T / F
Pre-employment substance abuse testing is not permitted under human rights legislation in Canada.
True
Which of the following interview question types is most representative of the interview question: “How would you handle an angry customer?”
QUIZ QUESTION
Situational interview question
When should the applicant’s interview performance be rated?
QUIZ QUESTION
Immediately following each interview
What percentage of an applicant’s rating in an interview is based on nonverbal behaviours?
QUIZ QUESTION
80%
Which interview format involves a combination of pre-set, structured questions as well as a series of candidate-specific questions based on information provided in the application form or resume?
QUIZ QUESTION
The Mixed Interview
What of the following is known as a comprehensive and systematic procedure used to evaluate a candidate’s management potential?
QUIZ QUESTION
A management assessment centre
In the selection process, which of the following refers to requirements that are absolutely essential for the job?
QUIZ QUESTION
Must Criteria
Which of the following can be assessed in a test of general intellectual ability?
QUIZ QUESTION
Numerical ability
What is the interview technique that involves questions being asked as they come to the mind of the interviewer?
QUIZ QUESTION
The unstructured interview
Which of the following is the estimated cost of turnover from a position?
QUIZ QUESTION
Next best guess: Three times the position’s annual salary
DO NOT SELECT 2x
Which of the following is true of preliminary applicant screening?
QUIZ QUESTION
The use of technology is becoming increasingly popular to help HR professionals improve the initial screening process.
Which of the following best describes the multiple-hurdle strategy used in the selection process?
QUIZ QUESTION
A series of successive steps where only candidates clearing the hurdle are permitted to move on to the next step
What is the underlying assumption associated with behavioural interviews?
QUIZ QUESTION
The best predictor of future performance is past performance in similar circumstances.
What are the “Big Five” personality dimensions as they apply to employment testing?
QUIZ QUESTION
Extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience
According to the textbook, which of the following is used by virtually all organizations for selecting job applicants?
QUIZ QUESTION
The interview
Which of the following would be able to test an applicant’s understanding of basic mechanical principles when considering that candidate for the job of machinist?
QUIZ QUESTION
Aptitude test
