Chapter 7: Selection

Question 1

Selection

Answer 1

process by which recruited applicants are screened, evaluated, and assessed until a final hire-decision is made out of the applicant pool secured in the recruitment phase

Question 2

Multiple Hurdle Strategy

Answer 2

an approach to selection involving a series of successive steps or hurdles. only candidates clearing hurdles are able to move to the next step

Question 3

Selection Ratio

Answer 3

the ratio of the number of applicants hired to the total number of applicantioms
= number of applicants hired/total number of applications

Question 4

Reliability

Answer 4

degree to which interviews, tests, and other selection procedures yield comparable data overtime

Question 5

Inter-Rater Reliability

Answer 5

assesses the extent to which there is an agreement between two or more raters

Question 6

Validity

Answer 6

an indicator of the extent to which data from a selection technique are related to or predictive of subsequent performance on the job

Question 7

Differential Validity

Answer 7

confirmation that the selection tool accurately predict the performance of all employee subgroups

Question 8

Criterion Related Validity

Answer 8

when a selection tool accurately correlates with important elements of work behaviour

Question 9

content validity

Answer 9

when a selection tool accurately samples the knowledge and skills needed to perform the job

Question 10

Construct validity

Answer 10

when a selection tool accurately measures a theoretically construct/trait deemed necessary to perform the job successfully

Question 11

Tests of Cognitive Abilities

Answer 11

• intelligence test
• emotional intelligence
• aptitude tests

Question 12

Intelligence Tests

Answer 12

tests of general intellectual abilities such as memory, vocabulary, numerical ability

Question 13

Emotional Intelligence Tests

Answer 13

measure a person’s ability to monitor their own emotions and the emotions of other and to use that knowledge to guide thoughts and actions

Question 14

Aptitude Tests

Answer 14

tests that measure the individual’s aptitude or potential to perform a job once given the proper training

Question 15

Job Specific Tests

Answer 15

• tests of motor and physical abilities
• achievement tests

Question 16

Personality Tests

Answer 16

instruments used to measure basic aspects of personality such as introversion, stability, conscientiousness

Question 17

Physical Examinations

Answer 17

• medical examinations
• polygraph test

Question 18

Selection Interview

Answer 18

procedure designed to predict future job performance on the basis of applicants’ answers to questions

Question 19

Unstructured Interview

Answer 19

Conversational-style interview pursues points of interest as they come up in response to questions

Question 20

Structure Interview

Answer 20

an interview following a set sequence of questions

Question 21

Mixed (semi-structured) Interview

Answer 21

format that combines the structured and unstructured techniques

Question 22

Situational Interview

Answer 22

one which the questions focus on the individual’s ability to project what their future behaviour would be in a given situation

Question 23

Behaviour Interview (BDI)

Answer 23

Set of job-related questions that focuses on relevant past job behaviours , based on the assumption that past behaviours are a good indicator of future behaviours

Question 24

Ways to Administer Interviews

Answer 24

• One on One vs. Panel
• Sequential vs. All At Once
• Face to Face vs. Technology-Aided

Question 25

Sequential Interview

Answer 25

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

Question 26

Panel Interview

Answer 26

involves the candidate being interview simultaneously by a group of interviewers

Question 27

Mass Interview

Answer 27

an interview process in which a panel of interviews pose a problem to be solved and then observe which candidate will take the lead

Question 28

Realistic Job Preview

Answer 28

a strategy used to provide applicants with realistic information about the job, both negative and positive by providing the potential employee with a chance to work the actual job in a real or simulated environment for a short time