Exam 2 - Chapter 6

Question 1

Yield Ratio

Answer 1

The percentage of applicants from a recruitment source that makes it to the next phase of the selection process

Question 2

Realistic Job Preview

Answer 2

Informing applicants about all aspects about the job including the good and bad parts

Question 3

Application forms

Answer 3

The example can be seen in the pink she handed out. This the application where future interested applicants can apply for the job

Question 4

Biographical Information blanks

Answer 4

Personal Information ( Age, Sex, Race)

Question 5

Background Investigations

Answer 5

Checking someone’s backgrounds before they work for an organization

Question 6

Polygraph

Answer 6

Usually illegal now in days but is still used for certain jobs like pharmacies.

Question 7

Honest and Integrity Testing

Answer 7

Companys use this now instead of a polygraph test. These questions may be weird or straight forward.

Question 8

Graphology

Answer 8

Looks at an individual had writing to determine if they are optimistic or fearful

Question 9

Medical Examination

Answer 9

Medicals exams must be done to every individual that applies for a job. Cannot just be random. If one person does it everyone has to do it,

Question 10

Drug Testing

Answer 10

Getting tested if someone does drugs duh.

Question 11

Recruitment V Selection

What is the difference between these two terms?

Answer 11

Recruitment is where an organization is looking to fullfill a vacant positon.

Selection looks at a person skills and characterstics.

Question 12

What are the two General selections

Answer 12

1. P-J ( Person Job Fit)

2. P-O (Person Organization fit)

Question 13

What is P-J

Answer 13

Where we look at persons knowledge, skills abilities

KSA’s

Question 14

What is P-O

Answer 14

Where we look if the person personalities matches the company culture

Question 15

Cognitive Ability Test

Answer 15

IQ test, Wonderlic Test. These tests exam speed, efficiency, knoweledge, etc.

Question 16

Personality Motivation testing

Answer 16

This test exams the characterstics of the employees

Question 17

Interview

Answer 17

Literally what it means.

Question 18

Job Knowledge Test

Answer 18

Test knowledge on the employees job

Question 19

Work Sample Test

Answer 19

A sample of behaviour that can be used to predict future performance in similar work situations.

Question 20

*Aptitude Test

Answer 20

Asses ones ability to learn

Question 21

*Achievment test

Answer 21

It looks at how much you learn so far (Example would like an exam for a class)

Question 22

What are fives types of interview

Answer 22

1. Unstructured Interview
2. Structured Interview
3. Situation Interview
4. Behavorial Interview
5. Panel Interview

Question 23

Unstructured Interview

Answer 23

There are NOT any pre-aggranged questions. These interview are flexible

Question 24

Structured Interview

Answer 24

There ARE pre-arranged questions. The validity is much higher than unstructured interviews

Question 25

Situational Interview

Answer 25

Giving a hypothethical questions or scenario (future)

ex: What would you do if you saw an employee stealing from the company

Question 26

Behavorial Interview

Answer 26

A questions based on past experiences. (Past)

Ex: (How did you managed a terrible customer experience as being a representative for Cox)

Question 27

Panel Interview

Answer 27

Where a candidate is interviewed by a group of interviewers

Question 28

Factors to determine recruitment methods to be use

Answer 28

1. Cost/ Resources
2. Types of job/ target Audience/ industry
3. # of positions
4. Yield ratio / efficiency/ past success
5. times

Question 29

How do Reduce adverse impact on a test?

Answer 29

1. Target recruitment strategies toward “qualified” minorities
2. Focus on predicting all aspects of job performance, including citizenship behavior, helping co-workers, teamwork, and counter productive behavior
3. Augment GMA, test use with noncognitive methods such as personality tests, peer assessments, interviews, and job preference instruments
4. Use tools with less adverse impact early in the process and GMA test ltaer providing the selection ratio is low
5. Use accomplishment records, performance test, or works samples in lieu if GMA tests.

Question 30

What key aspect about choosing between selection tools

Answer 30

Use selection tools that are both RELIABLE and Valid

Keynote: recruitment has nothing to do with reliability and validity.

Question 31

High Validity

Answer 31

Comparing a set of results to job performances

Key note: High validity = High reliability

Question 32

Reliability

Answer 32

The pre-condition for validity

Question 33

Criterion- related validity

Answer 33

Extent of prediction or correlation of test scores with performance measure.

Question 34

Content Validity

Answer 34

Extent in which test contents asses to the requirements of the job

Question 35

Validity Generalization

Answer 35

Extent in which validity coefficients can be generalized across situations. Use between 2 different industries

Question 36

What are 2 selection decision strategies

Answer 36

1. Clinical approach (subjectivity)

2. Statistical Approach (objectivity)

Question 37

Clinical Approach

Answer 37

Take all the information from understanding the job to determine if the person qualifies for the position

Question 38

Statistical Approach

Answer 38

Looking at test results to determine if they continue the process. There are three approaches:

1. Compensatory Model - Average
2. Multiple Cutoff Model - Minimum
3. Multiple Hurdle Model- Sequential

Question 39

Compensatory Model- Average

Answer 39

Where you only care about the average of the tests an individual takes

Question 40

Multiple Cutoff Model - Minimum

Answer 40

Certain cutoff for a particular tests

Question 41

Multiple Hurdle Model - Sequential

Answer 41

Multiple hurdles to get the job. For example you take an exam to get an interview. You pass one thing to get to the next step.