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MGT 310 > EXAM 2 Selection > Flashcards

EXAM 2 Selection Flashcards

1
Q

Selection defined

A

Systematic process of obtaining and evaluating info about applicants, a 2 way street

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2
Q

Reliability

A

Consistency, dependable, stable overtime

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3
Q

Validity

A

Accuracy

Measure what it is supposed to?

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4
Q

Relationship between reliability & validity

A

Reliability is a pre-req for validity

A valid test will always be reliable

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5
Q

Validity generalization

A

Any job, any company

Personality tests

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6
Q

Utility

A

Economic

Do costs outweigh the benefits?

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7
Q

Legality

A

Diff. tests to diff. groups

Disparate impact + treatment

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8
Q

Application forms

A
  • Lower level
  • Easier to compare
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9
Q

Resumes

A
  • Higher level
  • More info you might not want
  • Trigger biases
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10
Q

Problems with application forms & resumes

A

Could lie, embellish, omit

To avoid…
Reference check, background check, interview, disclaimers, test

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11
Q

Purpose of interviews

A

Verify info, gather new info

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12
Q

Types of interviews

A

Unstructured
Structured
- Situational
- Behavioral

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13
Q

Unstructured interviews

A

Informal, don’t plan ahead

Low reliability, low validity (bad predictors)

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14
Q

Structured interviews

A

Same questions for all, rating scale

High reliability, high validityS

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15
Q

Situational interviews

A

Scenario, future oriented

More valid

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16
Q

Behavioral interviews

A

Past oriented, slightly better

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17
Q

Format of interviews

A
  • Panel/Committee (HIGHEST VALIDITY)
  • Group
  • Phone
  • Video
  • Mealtime
18
Q

Preparing for behavioral interviews

A

STAR method

Situation- context
Task - Problem
Action - What’d you do?
Results - Outcome (give #s)

19
Q

Selection tests

A

Cognitive ability

Physical ability

20
Q

Cognitive ability

A

Quick, cheap, high validity

Ex. IQ test

  • Verbal
  • Quantitative
  • Reasoning
21
Q

Physical ability

A

Only for certain jobs, reduces injuries

22
Q

Personality tests

A

High validity

But self-reporting and considered invasive

23
Q

Big 5

A
  • Openness to experience (Ok with change)
  • Conscientiousness (Responsibility)
  • Extraversion
  • Agreeableness (Compromise)
  • Neuroticism/Emotional stability
24
Q

Best predictor of performance (BIG 5)?

A

Conscientiousness

25
Q

Integrity or Honesty Tests

A

High validity

  • Overt
  • Personality-based
26
Q

Overt

A

Dishonest attitudes + behaviors

Straight up ask

Unreliable, makes them feel guilty

27
Q

Personality-based test

A

Measure personality traits related to dishonesty

(Risk taking, low conscientiousness)

28
Q

Work samples

A

Ask to demonstrate part of job

High validity, high cost & time

29
Q

Simulations

A

Demonstrate part of job in controlled setting

High validity, high cost & time

30
Q

Assessment centers

A
  • Multiple tests
  • Multiple raters

Time consuming, high cost, multiple chances, high validity

31
Q

Background/Reference Checks

A

Verify info, unfit for employment?

  • References
  • Letters of rec
  • Criminal records
  • Credit checks
  • Education records
  • Military records
  • Driving records
  • Social media
32
Q

Legal issues with background checks

A
  • Defamation
  • Negligent hiring
33
Q

Defamation

A

Make them look bad, false, hurt reputation

Must have evidence

34
Q

Negligent hiring

A

Hire someone you know or should’ve known unfit and then they hurt someone @ work

35
Q

Medical exams

A

Job related, AFTER conditioned job offer (ADA)

36
Q

Drug testing

A
  • Job related
  • Urine, blood, saliva, hair
  • Pre-employment
  • Accuracy, inform ahead of time, good reason, retest if pos.
37
Q

Most common drug test?

A

Urine

38
Q

Most accurate druge test?

A

Blood

39
Q

Most expensive drug test?

A

SalivaM

40
Q

Hair drug test

A

Discriminating against those under ADA, longer period

41
Q

Form I-9

A

Verify authorization to work in US

Verify identity

Pre-employment

42
Q

What law requires Form I-9?

A

Immigration Reform & Control Act of 1986

MGT 310 (9 decks)

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