Chapter 7- Selection

Question 1

Selection

Answer 1

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

Question 2

Reliability

Answer 2

the degree to which interviews, tests, and other selection procedures yield comparable data over time; the degree of dependability, consistency, or stability of the measures used

Question 3

Validity

Answer 3

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

Question 4

Differential Validity

Answer 4

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 5

Criterion-Related Validity

Answer 5

the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour

Question 6

Content Validity

Answer 6

the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job

Question 7

Construct Validity

Answer 7

the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully

Question 8

Cognitive Ability Tests

Answer 8

IQ, EI, Specific cognitive abilities

Question 9

Physical Ability Tests

Answer 9

Use FAE (Functional Abilities Evaluation) tests. An FAE measures a whole series of physical abilities ranging from lifting to pulling, pushing, sitting, squatting, climbing and carrying.

Question 10

Personality Tests

Answer 10

instruments used to measure basic aspects of personality such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability (Myers Briggs and Big 5)

Question 11

Emotional Intelligence tests

Answer 11

tests that measure ability to monitor one’s own emotions and the emotions of others and to use that knowledge to guide thoughts and actions

Question 12

Unstructured Interview

Answer 12

An unstructured, conversational-style interview. The interviewer pursues points of interest as they come up in response to questions

Question 13

Structured Interview

Answer 13

An interview following a set sequence of questions

Question 14

Situational Interview

Answer 14

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

Question 15

Behavioural Interview

Answer 15

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

Question 16

Panel Interview

Answer 16

An interview in which a group of interviewers questions the applicant

Question 17

Multiple-hurdle Strategy

Answer 17

An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to moving to the next step.

Question 18

Similar to me error

Answer 18

Providing more favourable ratings to candidates who possess demographic, personality, and attitudinal characteristics similar to their own

Question 19

Contrast Error

Answer 19

aka candidate-order error; an error of judgement on the part of the interviewer because of interviewing one or more very good or very bad candidates just before the interview in question

Question 20

Halo Error

Answer 20

positive initial impression that distorts an interviewer’s rating of a candidate since subsequent information is judged with a positive bias

Question 21

Selection Ratio

Answer 21

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

Question 22

Management Assessment Centre

Answer 22

a strategy used to assess candidates’ management potential that uses a combination of realistic exercises, management games, objective testing, presentations and interviews

Question 23

Micro-Asasessments

Answer 23

a series of verbal, paper-based, or computer based questions and exercises that a candidate is required to complete, covering the range of activities required on the job for which her or she is applying

Question 24

Realistic Job Preview (RJP)

Answer 24

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