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

selection ratio

Answer 2

The ratio of the number of applicants hired to the total number of applicants.
number of applicants hired/total number of applicants= selection ration

Question 3

multiple-hurdle strategy

Answer 3

An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move on to the nextstep.

Question 4

must criteria

Answer 4

Requirements that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute and can be screened initially on paper.

Question 5

want criteria

Answer 5

Those criteria that represent qualifications that cannot be screened on paper or are not readily measurable, as well as those that are highly desirable but not critical.

Question 6

designing selection process

Answer 6

1. develop selection criteria (job description and specifications )
2. specify the must and wants
3. develop an evaluatin form
4. develpm interview questions
5. develop candidate-specific questions

Question 7

Employee selection and the law

Answer 7

potential employers cannot ask for a photograph, information about illnesses, disabilities or workers’ compensation claims, or information that could lead to direct, intentional discrimination, such as age, gender, sexual orientation, marital status, maiden name, date of birth, place of origin, number of dependents, and so on.

Question 8

Managing the process in a legally defensible way involves keeping the following guidelines in mind:

Answer 8

Ensure that all selection criteria and strategies are based on the job description and the job specifications. 2. Do not ask questions that would violate human rights legislation, either directly or indirectly. Questions cannot be asked about candidates’ marital status, childcare arrangements, ethnic background, or workers’ compensation history, for example. 156

3. Obtain written authorization for reference checking from prospective employees, and check references carefully.
4. Save all records and information obtained about the applicant during each stage of the selection process.
5. Reject applicants who make false statements on their application forms or résumés.

Question 9

Step 1: preliminary applicant screening

Answer 9

generally performed by members of HR deparments

• application forms and resumes are reviewed, and those who do not meet the criteria are elimination , those who do meet are identified and given further consideration
• HRIS is often used for this

Question 10

Crowdsourcing

Answer 10

googles uses technology to surf applications and find the ones that closely match that of the person who is currently in the job

Question 11

Step 2: selection testing

Answer 11

• tests large amount of appication

- tests must be reliable and valid

Question 12

reliatbility

Answer 12

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 13

validity

Answer 13

the accuracy with with a predictor measures what is inteded to measure

Question 14

differential validity

Answer 14

confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women,visible minorites, persons with disabilities, and Aboriginal people

Question 15

criterion related validity

Answer 15

the extent to whicha selection tool predicts or significantly correlates with important elements or work behaviour

Question 16

content validity

Answer 16

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

Question 17

construct validity

Answer 17

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

Question 18

intelligence tests (IQ)

Answer 18

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

Question 19

emotional intelligence tests (EI)

Answer 19

tests that measure a persons ability to monitor his or her own emotions of others and used that knowledge to guide thoughts and actions

Question 20

aptitude tests

Answer 20

tests that measure an individuals aptitude or potential to perform a job, provide he or she is given proper training

Question 21

personality tests

Answer 21

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

Question 22

interest inventories

Answer 22

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

Question 23

achievement tests

Answer 23

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

Question 24

work sampling

Answer 24

measuring job performance directly and thus are among the best predictors of job performance

Question 25

management assessment centre

Answer 25

a comprehensive, systematic procedure used to assess candidates management potential that uses a combination of realistic exercises, management games, objective testing, presentations, and interviews.

Question 26

situational tests

Answer 26

tests in which candidates are presented with hypothetical situations representative of the job for which they are applying and are evaluated on their responses

Question 27

micro assessment

Answer 27

A SERIES OF VERBAL, PAPER BASED, OR COMPUTER BASED QUESTIONS AND EXERCISES THAT A CANDIDATE IS REQUIRE TO COMPLETE, COVERING THE RANGE OF ACTIVITIES REQUIRED ON THE JOB FOR WHICH HE OR SHE IS APPLYING

Question 28

data analysis

Answer 28

revolutionizing the employee selection process
- new forms of number crunching allows employees to go through list of current employees to see what kind of people succeed or fail in situations.

Question 29

selection interview

Answer 29

a prcedure sesigned to predict future job performance on the basis of appicats oral responses to oral inquires

Question 30

unstructured interview

Answer 30

ther interviewer pursues points of interst as they come up in response to questions

Question 31

structure interview

Answer 31

a interview following a set sequence of questions

Question 32

mixed (semi) structured

Answer 32

an interview format that combines the structured and unstructured techniques.

Question 33

situational interview

Answer 33

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

Question 34

behavioural interview or behaviour description interview

Answer 34

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

Question 35

Panel interview

Answer 35

an interview in which a group of interviewrs questions the applicant

Question 36

mass interview

Answer 36

an interview process in which a panel of interviews simultaneously interviews several candidates

Question 37

common interviewing mistakes

Answer 37

• poor planning
• snap judgments
• negative emphasis
• halo effect
• poor knowledge of the job

Question 38

halo effect

Answer 38

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

Question 39

contrast or candidate order error

Answer 39

an error of judgement on the part of the interviewer because of interview one or more very good or very bad candidates just before the interview in question.

Question 40

Conducting an effective interview

Answer 40

• planning the interview
• establishing rapport
• asking questions
• closing the interview
• evaluate the candidate

Question 41

realistic job preview

Answer 41

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 42

steps of selection

Answer 42

1. preliminary applicant screening
2. selection testing
3. the selection interview
4. Background investigation /reference checking
5. supervisory interview and realistic job preview (top applicants are interview by supervisor)
6. Hiring decision and candidate notification

Question 43

statistical strategy

Answer 43

a more objective technique used to determine whom the job should be offered to; involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression