Exam 2 - Chapter 6 Flashcards
Yield Ratio
The percentage of applicants from a recruitment source that makes it to the next phase of the selection process
Realistic Job Preview
Informing applicants about all aspects about the job including the good and bad parts
Application forms
The example can be seen in the pink she handed out. This the application where future interested applicants can apply for the job
Biographical Information blanks
Personal Information ( Age, Sex, Race)
Background Investigations
Checking someone’s backgrounds before they work for an organization
Polygraph
Usually illegal now in days but is still used for certain jobs like pharmacies.
Honest and Integrity Testing
Companys use this now instead of a polygraph test. These questions may be weird or straight forward.
Graphology
Looks at an individual had writing to determine if they are optimistic or fearful
Medical Examination
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,
Drug Testing
Getting tested if someone does drugs duh.
Recruitment V Selection
What is the difference between these two terms?
Recruitment is where an organization is looking to fullfill a vacant positon.
Selection looks at a person skills and characterstics.
What are the two General selections
- P-J ( Person Job Fit)
2. P-O (Person Organization fit)
What is P-J
Where we look at persons knowledge, skills abilities
KSA’s
What is P-O
Where we look if the person personalities matches the company culture
Cognitive Ability Test
IQ test, Wonderlic Test. These tests exam speed, efficiency, knoweledge, etc.
Personality Motivation testing
This test exams the characterstics of the employees
Interview
Literally what it means.
Job Knowledge Test
Test knowledge on the employees job
Work Sample Test
A sample of behaviour that can be used to predict future performance in similar work situations.
*Aptitude Test
Asses ones ability to learn
*Achievment test
It looks at how much you learn so far (Example would like an exam for a class)
What are fives types of interview
- Unstructured Interview
- Structured Interview
- Situation Interview
- Behavorial Interview
- Panel Interview
Unstructured Interview
There are NOT any pre-aggranged questions. These interview are flexible
Structured Interview
There ARE pre-arranged questions. The validity is much higher than unstructured interviews
Situational Interview
Giving a hypothethical questions or scenario (future)
ex: What would you do if you saw an employee stealing from the company
Behavorial Interview
A questions based on past experiences. (Past)
Ex: (How did you managed a terrible customer experience as being a representative for Cox)
Panel Interview
Where a candidate is interviewed by a group of interviewers
Factors to determine recruitment methods to be use
- Cost/ Resources
- Types of job/ target Audience/ industry
- # of positions
- Yield ratio / efficiency/ past success
- times
How do Reduce adverse impact on a test?
- Target recruitment strategies toward “qualified” minorities
- Focus on predicting all aspects of job performance, including citizenship behavior, helping co-workers, teamwork, and counter productive behavior
- Augment GMA, test use with noncognitive methods such as personality tests, peer assessments, interviews, and job preference instruments
- Use tools with less adverse impact early in the process and GMA test ltaer providing the selection ratio is low
- Use accomplishment records, performance test, or works samples in lieu if GMA tests.
What key aspect about choosing between selection tools
Use selection tools that are both RELIABLE and Valid
Keynote: recruitment has nothing to do with reliability and validity.
High Validity
Comparing a set of results to job performances
Key note: High validity = High reliability
Reliability
The pre-condition for validity
Criterion- related validity
Extent of prediction or correlation of test scores with performance measure.
Content Validity
Extent in which test contents asses to the requirements of the job
Validity Generalization
Extent in which validity coefficients can be generalized across situations. Use between 2 different industries
What are 2 selection decision strategies
- Clinical approach (subjectivity)
2. Statistical Approach (objectivity)
Clinical Approach
Take all the information from understanding the job to determine if the person qualifies for the position
Statistical Approach
Looking at test results to determine if they continue the process. There are three approaches:
- Compensatory Model - Average
- Multiple Cutoff Model - Minimum
- Multiple Hurdle Model- Sequential
Compensatory Model- Average
Where you only care about the average of the tests an individual takes
Multiple Cutoff Model - Minimum
Certain cutoff for a particular tests
Multiple Hurdle Model - Sequential
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.
