Chapter 7: Selection Flashcards
Selection
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
Multiple Hurdle Strategy
an approach to selection involving a series of successive steps or hurdles. only candidates clearing hurdles are able to move to the next step
Selection Ratio
the ratio of the number of applicants hired to the total number of applicantioms
= number of applicants hired/total number of applications
Reliability
degree to which interviews, tests, and other selection procedures yield comparable data overtime
Inter-Rater Reliability
assesses the extent to which there is an agreement between two or more raters
Validity
an indicator of the extent to which data from a selection technique are related to or predictive of subsequent performance on the job
Differential Validity
confirmation that the selection tool accurately predict the performance of all employee subgroups
Criterion Related Validity
when a selection tool accurately correlates with important elements of work behaviour
content validity
when a selection tool accurately samples the knowledge and skills needed to perform the job
Construct validity
when a selection tool accurately measures a theoretically construct/trait deemed necessary to perform the job successfully
Tests of Cognitive Abilities
- intelligence test
- emotional intelligence
- aptitude tests
Intelligence Tests
tests of general intellectual abilities such as memory, vocabulary, numerical ability
Emotional Intelligence Tests
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
Aptitude Tests
tests that measure the individual’s aptitude or potential to perform a job once given the proper training
Job Specific Tests
- tests of motor and physical abilities
- achievement tests
Personality Tests
instruments used to measure basic aspects of personality such as introversion, stability, conscientiousness
Physical Examinations
- medical examinations
- polygraph test
Selection Interview
procedure designed to predict future job performance on the basis of applicants’ answers to questions
Unstructured Interview
Conversational-style interview pursues points of interest as they come up in response to questions
Structure Interview
an interview following a set sequence of questions
Mixed (semi-structured) Interview
format that combines the structured and unstructured techniques
Situational Interview
one which the questions focus on the individual’s ability to project what their future behaviour would be in a given situation
Behaviour Interview (BDI)
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
Ways to Administer Interviews
- One on One vs. Panel
- Sequential vs. All At Once
- Face to Face vs. Technology-Aided
