HRM Chapter 7

Question 1

What is selection?

Answer 1

Selection is the process of choosing among individuals who have been recruited to fill existing or projected job openings.

Question 2

What is the selection ratio?

Answer 2

The selection ratio is the ratio of the number of applicants hired to the total number of applicants.

Question 3

What is the multiple-hurdle strategy?

Answer 3

The multiple-hurdle strategy is an approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move on to the next step.

Question 4

What is must criteria?

Answer 4

Must criteria are the requirements that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute and can be screen initially on paper.

Question 5

What is want criteria?

Answer 5

Want criteria represent qualifications that cannot be screened on paper or are not readily measurable, as well as those that are highly desirable but not critical.

Question 6

What is reliability?

Answer 6

The degree to which interviews, tests, and other selection procedures yield comparable data over time; in other words, the degree of dependability, consistency, or stability of the measures used.

Question 7

What is validity?

Answer 7

Validity is the accuracy with which a predictor measures what it is intended to measure.

Question 8

What is differential validity?

Answer 8

Differential validity is the confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, and Aboriginal people.

Question 9

What is criterion-related validity?

Answer 9

Criterion-related validity is the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour.

Question 10

What is content validity?

Answer 10

Content validity is the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job.

Question 11

What is construct validity?

Answer 11

Construct validity is the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully.

Question 12

What are intelligence IQ tests?

Answer 12

IQ tests measure general intellectual abilities such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization, and word fluency?

Question 13

What are emotional intelligence tests? EQ

Answer 13

EQ tests measure a person’s ability to monitor his or her own emotions and the emotions of others and to use that knowledge to guide thoughts and actions.

Question 14

What are aptitude tests?

Answer 14

Aptitude tests measure an individual’s aptitude or potential to perform a job, provided he or she is given proper training.

Question 15

What are personality tests?

Answer 15

Personality tests are instruments used to measure basic aspects of personality, such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability.

Question 16

What are interest inventories?

Answer 16

Interest inventories are tests that compare a candidate’s interests with those of people in various occupations.

Question 17

What are achievement tests?

Answer 17

Achievement tests are used to measure knowledge or proficiency acquired through education, training, or experience.

Question 18

What is the management assessment centre?

Answer 18

The management assessment centre is a comprehensive, systematic procedure used to assess candidate’s management potential that uses a combination of realistic exercises, management games, objective testing, presentations, and interviews.

Question 19

What are situational tests?

Answer 19

Situation tests are tests in which candidates are presented with hypothetical situations representative of the job for which they are applying and are evaluated on their responses.

Question 20

What are micro-assessments?

Answer 20

Micro-assessments are a series of verbal, paper-based, or computer based questions and exercises that a candidate is required to complete, covering the range of activities required on the job for which he or she is applying.

Question 21

What is the selection interview?

Answer 21

The selection interview is a procedure designed to predict future job performance on the basis of applicant’s oral responses to oral inquiries.

Question 22

What is a unstructured interview?

Answer 22

A unstructured interview is a conversational-style interview. The interviewer pursues points of interests as they come up in response to questions.

Question 23

What is a structured interview?

Answer 23

A structure interview follows a set sequence of questions.

Question 24

What is mixed (semi-structured) interview?

Answer 24

A mix(semi-structured) interview is a format that combines both structured and unstructured.

Question 25

What is a situational interview?

Answer 25

A situational interview is a series of job-related questions that focus how the candidate would behave in a given situation.

Question 26

What is a behavioural interview or behaviour description interview (BDI).

Answer 26

The BDI is a series of job-related questions that focus on relevant past job-related behaviours.

Question 27

What is a panel interview?

Answer 27

A panel interview is where a group of interviewers question the applicant.

Question 28

What is a mass interview?

Answer 28

A mass interview is a process in which a panel of interviewers simultaneously interviews several candidates?

Question 29

What is the halo effect?

Answer 29

The halo effect is a positive initial impression that distorts the interviewer’s rating of a candidate because subsequent information is judge with a positive bias.

Question 30

What is the contrast or candidate-order error?

Answer 30

The contrast or candidate-order error is a error of judgement on the part of the interviewer because of interviewing one or more very good or very bad candidates just the interview in question.

Question 31

What is a realistic job preview? (RJP)

Answer 31

A realistic job preview is a strategy used to provide applicants with realistic information- both positive and negative- about the job demands, the organization’s expectations, and the work environment.

Question 32

What is statistical strategy?

Answer 32

Statistical strategy is a more objective technique used to determine whom the job should be offered to; involves identifying the most valid predictors and weighting them through statistical methods, as such multiple regression.