Employee Selection Flashcards
Foundation for almost all human resource activities
Job analysis
Captures a wealth of Job Information which serves as a guide for variety of uses
Job Analysis
Usually undertaken when the org is starting operations
Job Analysis Program
Duties performed and responsibilities involved - relation of job to other jobs in the company (JOB)
Job Description
Specification of minimum personal qualifications (PERSON)
Job Specification
Job in terms of key results areas and the function and roles and the competencies
Job Profile
What is KSAO
Knowledge - Skill - Ability - Other Characteristics
Sources such as Supervisors and incumbents who are knowledgeable about the job
Subject Matter Experts (SME)
A group analysis interview consisting of subject matters experts
SME Conference
Person conducting the Job Analysis
Job Analyst
A questionnaire containing a list of task of each of which the job incumbent rates on a series of scales
Task Inventory
Process of identifying the tasks for which the employees need to be trained
Task Analysis
Structured instrument developed by McCormick, Jeanneret and Mechan at Purdue Univeristy
Position Analysis Questionnaires (PAQ)
- Info Input
- Mental Processes
- Work Output
- Relationships with other people
- Job context
Instrument designed as an alternative to PAQ and was developed by Cornelius and Hackel. It contains 153 items
Job Elements Inventory (JEI)
Instrument designed by Fine. Used by federal gov to compare thousand of jobs
Functional Job Analysis (FJA)
Developed by Banks, Jackson, Stanford and Warr used for curriculum development, career guidance and broad based training
Job Components Inventory (JCI)
Revised version of the PAQ was developed by Patrick and Moore
Job Structure Profile (JSP)
Can obtain a whole perspective of the job. You can clarify all aspects of the job and better personal impression
Interview
Observes people performing in their work setting
Observation
Process of searching and securing applicants for the various job positions
Recruitment
Two major sources of candidates for hiring?
- Internal Source
2. External Source
Recruitment process that is posted in the company bulletin board
Job Posting
Least expensive recruitment systems
Word of the mouth system
Recruitment through social media, newspapers, magazines, radio or television
Advertising Media
Ads that do not reveal the identity of the company
Blind Ads
Applicants go directly to the office to pass resume and apply for a job
Walk ins and unsolicited Applicants
Recruitment done in colleges
Campus or University Recruitment
Interviewers interview several applicants over a period of one or two days in some specified fields
Job Fair or Open House
Recruitment operated by a state or local government
Government Agencies (Search firms, head hunters, DOLE)
Medium of Man Power recruitment
Radio And TV
Process of determining from among the applicants who can meet the job requirements
Selection
Interview that follows a set of procedures
Structured Interview
Interview that has no specific reference and the applicant can talk freely
Unstructured Interview
Involves ONE ON ONE interviewer interviewing one applicant
One on One Interview
Involves a SERIES of interviews
Serial Interview
Done for managerial and supervisory interview, have multiple interviewers
Panel or Round Table Interview
Multiple applicants answering questions during the same interview
Group Interviews
Interviewers base their decisions on gut reactions or intuition
Poor Intuitive Ability
“First impressions”
Primacy Effects
The perception of one applicant affects the perception and the performance of the next applicant
Contrast Effect
Applicants will receive a higher score if he or she is similar in terms of personality, attitude and race with the interviewer
Interviewer - Applicants Similarities
Attractiveness Bias
Interviewee Appearance
Type of interview question that allows the interviewer to CLARIFY information in the resume
Clarifier
Questions in which a wrong answer will DISQUALIFY a person from further consideration
Disqualifiers
Focuses on what the applicant has done rather than what they can do
Past Focus (Behavior)
Interview question designed to tap an applicant’s knowledge or skill
Skill Level Determiner (Skill or Knowledge Focus)
Interview question in which an applicant is given a situation and asked how they would handle it
Future Focused Questions (Future Focus)
Interview questions that taps on how well an applicant’s personality values will FIT WITH THE ORGANIZATION culture
Organizational Fit Questions
Analysis of individuals’ traits through handwriting
Graphology
Finding a person with the right qualifications for a particular job
Selection
Finding the right kind of job for a particular person
Placement
