HRM_L3 Flashcards
1
Q
What is the primary goal of personnel selection?
A
- Achieve a high person–job fit
- Recognise measurable differences that predict future job performance
2
Q
Which instruments complement personnel selection to ensure optimal employee fit?
A
- Training
- Socialisation
- Job design
3
Q
How does recruiting affect candidate fit?
A
- Accurate job descriptions attract suitable applicants
- Employer branding enhances organisational attractiveness
4
Q
What are key criteria when choosing a selection method?
A
- Predictive validity (accuracy for future performance)
- Incremental validity (additional predictive value)
- Cost–benefit ratio
- Fairness and legal aspects
- Applicants’ reactions
5
Q
What is a work sample in personnel selection?
A
- Applicants perform job-related tasks under standardised conditions
- High predictability of future performance
- Offers insight into actual job demands
6
Q
Define an assessment centre.
A
- Multi-Trait, Multi-Method approach
- Candidates observed in multiple exercises by multiple observers
- Emphasises observable behaviour
7
Q
What is a situational interview?
A
- Based on Critical Incident Technique
- Focus on stated intentions (what you would do…)
- Questions derived from critical incidents relevant to the role
8
Q
What is a behaviour description interview (BDI)?
A
- Focus on past behaviour
- Premise: past performance predicts future performance
- Uses detailed examples from previous experience
9
Q
How do structured interviews differ from unstructured interviews?
A
- Structured interviews follow specific questions and rating scales
- Higher predictive validity vs. unstructured interviews
- Minimises interviewer bias
10
Q
What is predictive validity in selection methods?
A
- Extent to which selection scores correlate with future job performance
- Measured by correlation coefficient (r from 0 to 1)
- Higher r indicates stronger predictive power
11
Q
Which selection methods typically show higher predictive validity?
A
- Structured interviews (r ≈ 0.42)
- Job knowledge tests (r ≈ 0.40)
- Work samples (r ≈ 0.33)
12
Q
How is artificial intelligence changing personnel selection?
A
- Screening (analysing CVs) and assessment (video interviews)
- Raises questions about objectivity, efficiency, and applicants’ reactions
- Ongoing research and legislative developments
