chp 7: selection decisions and law

Question 1

selection battery

Answer 1

set of tests to make employee hiring decisions

Question 2

common IO selection battery

Answer 2

varies on organization etc

• biodata (prior edu / exp) in application blank
• personality (big-five and motives/preferences)
• cognitive ability (reasoning and problem solving)
• structured interview (behavioral and situational)
• least common but good for high stakes selection: work sample, in-basket, case analysis etc

Question 3

cybervetting

Answer 3

internet capability to screen candidates for recruitment and screening
-broadens potential pool

Question 4

facebook and HR study

Answer 4

• found candidates feel scanning social networks is invasion of privacy and less likely to be attracted to the company
• not predictive of performance / not criterion valid
• HR professionals THINK they can glean certain information from FB

Question 5

what methods are used for a practical approach to Selection

Answer 5

1) multiple cutoff / multiple hurdle

2) multiple regression (compensatory - can make up poor score by high score on another)

Question 6

multiple cutoff /

Answer 6

passing scores/cutoffs

must pass each predictor test in the battery

Question 7

multiple hurdle

Answer 7

passing scores/cutoffs in a certain order

-least expensive to most expensive assessments

lowers cost in process

Question 8

multiple regression

Answer 8

compensatory approach. take all tests in the battery

allows us to predict how well they will preform in role based on the series of predictors

Y= unknown, ultimate outcome of performance predicting for individual taking tests. on a scale of low job performance to high job performance

b0 = where regression line intercepts w/ Y axis

b1.2.3 etc= slope/weight/impact of first predictor (test) on criterion

X=actual score on that test

Question 9

no validity

Answer 9

regression model doesnt help you determine who is a strong performer

hits and correct rejections aren’t as strong as misses and false alarms

Question 10

adverse impact

Answer 10

80% rule of thumb

a selection battery adversely impacts a group if that group is hired/selected at LESS than 80% of the selection rate of the majority hired group

Question 11

affirmative action

Answer 11

Practice employed in many organizations (universities included) to increase the number of minorities or protected class members in targeted jobs.

Question 12

Civil Rights Act

Answer 12

distinguishes between types of discrimination:

Disparate impact – Unintentionally discriminating against or unfairly affecting a minority group (Most personnel law cases

Disparate treatment – Intentional discrimination resulting from differential treatment

*Unless Bona Fide Occupational Qualification(BFOQ) i.e. woman for wet nurse

Question 13

Equal Pay Act – 1963

Answer 13

▫Pay and benefits to men and women for equal jobs

Question 14

Age Discrimination in Employment Act (ADEA) – 1967

Answer 14

▫Persons > 40 years old

Question 15

Americans with Disabilities Act (ADA) – 1990▫

Answer 15

Qualified individuals with disabilities

Question 16

Family and Medical Leave Act (FMLA) – 1993▫

Answer 16

Job-protected unpaid leave for up to 12 weeks