Employee Selection Techniques

Question 1

In terms of job selection, there are two types of interviews: structured and unstructured. Of the structured interviews, this type is based on the assumption that past behavior is a predictor of future behavior and consists of questions that are related to how they responded to job-specific situations in the past.

Answer 1

Behavioral interviews

Question 2

In terms of job selection, there are two types of interviews: structured and unstructured. Of the structured interviews, this type is future-oriented and consists of questions that are related to how they might respond to hypothetical, job-specific situations.

Answer 2

Situational interview

Question 3

While general mental ability tests are often the most valid predictors of job performance across a variety of jobs, performance criteria, and organizations and good predictors of training success and level of occupational attainment, they are prone to what disadvantage?

Answer 3

They are more prone to adverse impact with racial/ethnic minority groups.

Question 4

Of the “big five” personality traits, which is the best predictor of job performance across different jobs and different performance criteria?

Answer 4

Conscientiousness

Question 5

This type of work sample test has incorporates periods of training and evaluation, and it is useful for determining if inexperienced applicants are likely to benefit from training.

Answer 5

Trainability work sample tests

Question 6

This involves informing job applicants about the positive and negative aspects of the job in order to reduce the risk for turnover after they’re hired by ensuring they have realistic job expectations.

Answer 6

Realistic Job Preview