Chapter 7: Selective recruitment and selection

Question 1

Recruitment

Answer 1

The different activities of attracting applicants to an organization

Question 2

Realistic job preview RJP

Answer 2

provides applicants with honest info about a vacancy

Question 3

2 important elements of recruitment

Answer 3

signalling and branding

Question 4

Signalling

Answer 4

The information sent by a candidate to the organization (e.g. education level) or by the
organization to the candidate (e.g. in terms of salary development)

Question 5

Person-environment fit

Answer 5

alignments of person and the job and the org

Question 6

person-job fit P-J

Answer 6

The degree of alignment between individual employees and their job

Question 7

Person-org fit P-O

Answer 7

The degree of alignment between individual employees and their
organizations in terms of sharing the same norms and values.

Question 8

Baron and Kreps 3 employee groups

Answer 8

1. Stars - add value, experts
2. Guardians - dont add value, but avoid major losses
3. Foot soldiers - the more peripheral workers

Question 9

Lepak and Snell HR architecture perspective

Answer 9

1. Contract workers - low strategic value and uniqueness -> compliance based Hr, typically hired on a temporary basis
2. Job-based employee - low on uniqueness, but high on strategic value - > productivity-based HR
3. Alliance partners - high on uniqueness, low on SV -> collaborative HR
4. Knowledge employees - high on both uniqueness and SV -> commitment -based HR

Question 10

which employee groups are internalized

Answer 10

job-based & knowledge

Question 11

employment branding

Answer 11

An activity where principles of marketing, in particular
the science of branding, are applied to HR activities in relation to current and potential employees
as targets.

Question 12

2 important components of P-J fit

Answer 12

1. Does the candidate possess the right qualities for desirable job performance?
2. Is the job in line with the interests of the candidate?

Question 13

Work sample test

Answer 13

focus on KSA through real-life job assignment

mainly used for testing skills

Question 14

General mental ability GMA

Answer 14

reflects somebody’s relative speed and accuracy of processing complex information
-> focus on intelligence, mainly used for testing cognitive abilities

• P-J fit

Question 15

structured interview

Answer 15

focus on knowledge and experiences

Question 16

peer ratings

Answer 16

rating of peers for descision making with regard to selection or internal promotion

Question 17

job tryout procedures

Answer 17

probation period to check if theres P-E fit

emphasis on ind knowledge

Question 18

integrity test

Answer 18

measures the likehood of counter-productive behaviors of a potential employee

P-O fit

Question 19

scores below 0.2 are considered

Answer 19

inadequate

Question 20

0.2 -0.34 scores

Answer 20

adequate

Question 21

0.35-0.44

Answer 21

reasonable

Question 22

0.45-0.54

Answer 22

good

Question 23

scores above 0.55

Answer 23

excellent

Question 24

very poor selection criteria are

Answer 24

age and number of job experience

Question 25

findings of Hunter & Schmidt

Answer 25

1 - assessment centres score 0.37 is reasonable but not very good

2 - unstructured interviewes score reveal a big difference with the scores of the structured interview

Question 26

assessment centres

Answer 26

a bundle of different selection techniques, often including observations, GMA test, role play and interviews

time consuming and very expensive

Question 27

the most valid instrument

Answer 27

assessment centres

Question 28

what results in maximum reduction of uncertainty about an applicant’s future performance to 66%

Answer 28

GMA test + work samples

Question 29

GMA test

criteria results

Answer 29

validity - very good
costs - low
sensitivity - Very good
reliability - Very good
practicality - Very good 
fairness and acceptability- good

Question 30

Work sample criteria results

Answer 30

VERY GOOD - validity, practicality, fairness and acceptability
REASONABLE - reliability
POOR- sensitivity
HIGH - costs

Question 31

Intergrity test criteria results

Answer 31

VERY GOOD - practicality
GOOD - validity, sensitivity
POOR - fairness and acceptability
UNKNOWN - reliability

LOW - costs

Question 32

Structured interview criteria results

Answer 32

VERY GOOD - validity
GOOD - practicality, fairness and acceptability
REASONABLE - reliability
POOR - sensitivity

HIGH - costs

Question 33

which two tests score good on almost all criteria

Answer 33

GMA and integrity