Chapter 7: Selection

Question 1

Selection BLUE

Answer 1

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

Question 2

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

Answer 2

Selection

Question 3

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

Answer 3

3

Three

Question 4

Multiple-hurdle strategy BLUE

Answer 4

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

Question 5

Selection techniques in the multiple hurdle strategy include

Answer 5

prescreening,
testing,
interviewing,
and background or reference checking

Question 6

6 typical hurdles in the Selection Process

Answer 6

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

Question 7

Designing an effective selection process involves ____ steps

Answer 7

5

Question 8

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

Answer 8

Develop selection criteria

Specify Must and Want criteria

Question 9

The five steps of designing an effective selection process

Answer 9

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

Question 10

Must criteria BLUE

Answer 10

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

Question 11

There are often two Must Items, what are they?

Answer 11

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

Question 12

Want criteria

Answer 12

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)

Question 13

The entire recruitment and selection procedure must comply with _________

Answer 13

human rights legislation

Question 14

Step 1:

Answer 14

Preliminary Applicant Screening

Question 15

Selection ratio explanation

Answer 15

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

Question 16

Selection ratio equation

Selection ratio =

Answer 16

Number of Applicants Hired ÷ Total Number of Applicants

= Selection Ratio

Question 17

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

Answer 17

vague

Question 18

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

Answer 18

small

Question 19

Crowdsourcing

Answer 19

• 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

Question 20

_______ 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

Answer 20

Selection testing

Question 21

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

Answer 21

reliable and valid

Question 22

Reliability BLUE

Answer 22

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

Question 23

Validity

Answer 23

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

Question 24

Differential validity

Answer 24

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

Question 25

Three types of validity are particularly relevant to selection:

Answer 25

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

Question 26

Criterion-Related Validity

Answer 26

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.

Question 27

Content Validity

Answer 27

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.

Question 28

Construct Validity

Answer 28

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

Question 29

Intelligence (IQ) tests

Answer 29

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

Question 30

Emotional intelligence (EI) tests

Answer 30

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

Question 31

Aptitude tests

Answer 31

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

Question 32

motor abilities

Answer 32

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

Question 33

Achievement Tests

Answer 33

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

Question 34

Micro-Assessments

Answer 34

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

Question 35

Personality tests

Answer 35

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

Question 36

Big Five Personality

Answer 36

OCEAN ``` extroversion, emotional stability, agreeableness, conscientiousness, openness to experience ```

Question 37

Interest inventories

Answer 37

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

Question 38

Polygraph Tests

Answer 38

Lie detector test

Question 39

Management Assessment Centres

Answer 39

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

Question 40

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

Answer 40

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

Question 41

Selection interview

Answer 41

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

Question 42

Unstructured interview,

Answer 42

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

Question 43

Structured interview

Answer 43

An interview following a set of sequence of questions

Question 44

Mixed (semi-structured) interview

Answer 44

An interview format that combines the structured and unstructured techniques

Question 45

Situational interview

Answer 45

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

Question 46

Behavioural interview AKA behaviour description interview (BDI)

Answer 46

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

Question 47

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

Answer 47

past performance

Question 48

Sequential interview

Answer 48

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

Question 49

Unstructured sequential

Answer 49

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

Question 50

structured sequential (or serialized) interview

Answer 50

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

Question 51

Panel interview

Answer 51

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

Question 52

mass interview

Answer 52

Interview process in which a panel interviewers simultaneously interviews several candidates

Question 53

Common Interviewing Mistakes

Answer 53

``` 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 ```

Question 54

Halo effect

Answer 54

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

Question 55

Contrast or candidate-order error

Answer 55

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

Question 56

Conducting an Effective Interview

Answer 56

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

Question 57

A basic background check includes

Answer 57

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

Question 58

In providing reference information, the concept of ______ is important

Answer 58

qualified privilege

Question 59

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:

Answer 59

can rely on the defense of qualified privilege.

Question 60

Realistic job preview (RJP)

Answer 60

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

Question 61

statistical strategy

Answer 61

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

Question 62

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

Answer 62

True

Question 63

Which of the following interview question types is most representative of the interview question: "How would you handle an angry customer?" QUIZ QUESTION

Answer 63

Situational interview question

Question 64

When should the applicant's interview performance be rated? QUIZ QUESTION

Answer 64

Immediately following each interview

Question 65

What percentage of an applicant's rating in an interview is based on nonverbal behaviours? QUIZ QUESTION

Answer 65

80%

Question 66

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

Answer 66

The Mixed Interview

Question 67

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

Answer 67

A management assessment centre

Question 68

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

Answer 68

Must Criteria

Question 69

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

Answer 69

Numerical ability

Question 70

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

Answer 70

The unstructured interview

Question 71

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

Answer 71

Next best guess: Three times the position's annual salary DO NOT SELECT 2x

Question 72

Which of the following is true of preliminary applicant screening? QUIZ QUESTION

Answer 72

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

Question 73

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

Answer 73

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

Question 74

What is the underlying assumption associated with behavioural interviews? QUIZ QUESTION

Answer 74

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

Question 75

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

Answer 75

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

Question 76

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

Answer 76

The interview

Question 77

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

Answer 77

Aptitude test