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MGMT 411: Human Resource Management > Chapter 7: Selection > Flashcards

Chapter 7: Selection Flashcards

1
Q

Selection BLUE

A

the process of choosing among individuals who have been recruited to fill existing or projected job openings

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2
Q

______ begins when a pool of applicants has submitted their résumés or completed application forms as a result of the recruiting process.

A

Selection

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3
Q

_____ times the annual salary is the estimated cost of turnover from a position

A

3

Three

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4
Q

Multiple-hurdle strategy BLUE

A

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

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5
Q

Selection techniques in the multiple hurdle strategy include

A

prescreening,
testing,
interviewing,
and background or reference checking

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6
Q

6 typical hurdles in the Selection Process

A

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

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7
Q

Designing an effective selection process involves ____ steps

A

5

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8
Q

The first __ steps of the selection process should happen before recruitment, what are they?

A

Develop selection criteria

Specify Must and Want criteria

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9
Q

The five steps of designing an effective selection process

A

1) Develop selection criteria
2) Specify must and want criteria
3) Develop an evaluation form
4) Develop interview questions
5) Develop candidate specific questions

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10
Q

Must criteria BLUE

A

those that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute

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11
Q

There are often two Must Items, what are they?

A

1) a specific level of education (or equivalent combination of education and work experience)
2) a minimum amount of prior work experience

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12
Q

Want criteria

A

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)

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13
Q

The entire recruitment and selection procedure must comply with _________

A

human rights legislation

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14
Q

Step 1:

A

Preliminary Applicant Screening

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15
Q

Selection ratio explanation

A

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

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16
Q

Selection ratio equation

Selection ratio =

A

Number of Applicants Hired ÷ Total Number of Applicants

= Selection Ratio

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17
Q

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

A

vague

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18
Q

A _____ selection ratio may be indicative of a limited number of applicants from which to select, and it may also mean low-quality recruits

A

small

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19
Q

Crowdsourcing

A
  • 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
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20
Q

_______ 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

A

Selection testing

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21
Q

Tests and other selection techniques are only useful if they provide _____ and _______ measures

A

reliable and valid

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22
Q

Reliability BLUE

A

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

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23
Q

Validity

A

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

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24
Q

Differential validity

A

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

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25
Q

Three types of validity are particularly relevant to selection:

A

1) criterion-related,
2) content,
3) construct validity

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26
Q

Criterion-Related Validity

A

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.

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27
Q

Content Validity

A

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.

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28
Q

Construct Validity

A

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

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29
Q

Intelligence (IQ) tests

A

Tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization, and word fluency

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30
Q

Emotional intelligence (EI) tests

A

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

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31
Q

Aptitude tests

A

Tests that measure an individual’s aptitude or potential to perform a job, provided he or she is given proper training

32
Q

motor abilities

A

These include finger dexterity, manual dexterity, speed of arm movement, and reaction time

33
Q

Achievement Tests

A

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

34
Q

Micro-Assessments

A

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

35
Q

Personality tests

A

Instruments used to measure basic aspects of personality, such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability

36
Q

Big Five Personality

A

OCEAN

extroversion, 
emotional stability, 
agreeableness, 
conscientiousness, 
openness to experience
37
Q

Interest inventories

A

Tests that compare a candidate’s interests with those of people in various occupations.

38
Q

Polygraph Tests

A

Lie detector test

39
Q

Management Assessment Centres

A

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

40
Q

Examples of the types of activities and exercises involved include the following:

A 
An in-basket exercise
A leaderless group discussion
Management games
Individual presentations
Objective tests
An interview
41
Q

Selection interview

A

Procedure designed to predict future job performance on the basis of applicants oral responses to oral inquiries

42
Q

Unstructured interview,

A

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

43
Q

Structured interview

A

An interview following a set of sequence of questions

44
Q

Mixed (semi-structured) interview

A

An interview format that combines the structured and unstructured techniques

45
Q

Situational interview

A

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

46
Q

Behavioural interview

AKA behaviour description interview (BDI)

A

A series of job-related questions that focus on relevant past jobs-related behaviours

47
Q

The underlying assumption is that the best predictor of future performance is ______ in similar circumstances.

A

past performance

48
Q

Sequential interview

A

the applicant is interviewed by several persons in sequence before a selection decision is made

49
Q

Unstructured sequential

A

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

50
Q

structured sequential (or serialized) interview

A

each interviewer rates the candidate on a standard evaluation form, and the ratings are compared before the hiring decision is made

51
Q

Panel interview

A

involves the candidate being interviewed simultaneously by a group (or panel) of interviewers

52
Q

mass interview

A

Interview process in which a panel interviewers simultaneously interviews several candidates

53
Q

Common Interviewing Mistakes

A 
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
54
Q

Halo effect

A

A positive impression that distorts an interviewers rating of a candidate because subsequent information is judged with a positive bias

55
Q

Contrast or candidate-order error

A

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

56
Q

Conducting an Effective Interview

A

1) Planning the interview
2) Establishing rapport
3) Asking questions
4) Closing the interview
5) Evaluating the candidate

57
Q

A basic background check includes

A

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

58
Q

In providing reference information, the concept of ______ is important

A

qualified privilege

59
Q

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:

A

can rely on the defense of qualified privilege.

60
Q

Realistic job preview (RJP)

A

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

61
Q

statistical strategy

A

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

62
Q

T / F

Pre-employment substance abuse testing is not permitted under human rights legislation in Canada.

A

True

63
Q

Which of the following interview question types is most representative of the interview question: “How would you handle an angry customer?”

QUIZ QUESTION

A

Situational interview question

64
Q

When should the applicant’s interview performance be rated?

QUIZ QUESTION

A

Immediately following each interview

65
Q

What percentage of an applicant’s rating in an interview is based on nonverbal behaviours?

QUIZ QUESTION

A

80%

66
Q

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

A

The Mixed Interview

67
Q

What of the following is known as a comprehensive and systematic procedure used to evaluate a candidate’s management potential?

QUIZ QUESTION

A

A management assessment centre

68
Q

In the selection process, which of the following refers to requirements that are absolutely essential for the job?

QUIZ QUESTION

A

Must Criteria

69
Q

Which of the following can be assessed in a test of general intellectual ability?

QUIZ QUESTION

A

Numerical ability

70
Q

What is the interview technique that involves questions being asked as they come to the mind of the interviewer?

QUIZ QUESTION

A

The unstructured interview

71
Q

Which of the following is the estimated cost of turnover from a position?

QUIZ QUESTION

A

Next best guess: Three times the position’s annual salary

DO NOT SELECT 2x

72
Q

Which of the following is true of preliminary applicant screening?

QUIZ QUESTION

A

The use of technology is becoming increasingly popular to help HR professionals improve the initial screening process.

73
Q

Which of the following best describes the multiple-hurdle strategy used in the selection process?

QUIZ QUESTION

A

A series of successive steps where only candidates clearing the hurdle are permitted to move on to the next step

74
Q

What is the underlying assumption associated with behavioural interviews?

QUIZ QUESTION

A

The best predictor of future performance is past performance in similar circumstances.

75
Q

What are the “Big Five” personality dimensions as they apply to employment testing?

QUIZ QUESTION

A

Extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience

76
Q

According to the textbook, which of the following is used by virtually all organizations for selecting job applicants?

QUIZ QUESTION

A

The interview

77
Q

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

A

Aptitude test

MGMT 411: Human Resource Management (17 decks)

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