Lesson 6: Selection

Question 1

Describe selection and the strategic importance of selection in an organization

Answer 1

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Question 2

Describe the importance of selection techniques

Answer 2

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Question 3

Describe the types of testing used in the selection process

Answer 3

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Question 4

Explain the legal concerns regarding alcohol and drug testing

Answer 4

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Question 5

Describe the major types of selection interviews by degrees structure, type of content and the manner of administration

Answer 5

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Question 6

explain the importance of reference checking

Answer 6

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Question 7

Describe strategies used to make reference checking effective and the legal issues to consider

Answer 7

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Question 8

Achievement Test

Answer 8

a measure of what a person has leaned

measure knowledge or proficiency in such areas as economics, marketing, or HRM

Question 9

Aptitude test

Answer 9

measures specific thinking skills, such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability
they purport to measure the applicants aptitudes for the job in questions, the applicants potential to perform the job once given proper training

Question 10

behavioural or behavioural descriptive interview

Answer 10

involves describing various situations and asking interviewees how they behaved in the past in such situations
underlying assumption is that the best predictor of future performance is past performance in similar circumstances

Question 11

Construct validity

Answer 11

the extent to which a selection tool measures a theoretical construct or train deemed necessary to perform the job
intelligence, verbal skills, analytical ability, and leadership skills re all examples of construct

Question 12

Content validity

Answer 12

when a test adequately samples the knowledge and skills needed to perform the job assumed to exist
the closer the content of the selection instrument is to actual samples of work or work behaviour, the greater content validity

Question 13

Contrast or candidate order error

Answer 13

an error of judgment on the part of the interviewer because of interviewing one or more very good or very bad candidates just before the interview in question

Question 14

Criterion related validity

Answer 14

extent to which a selection tool predicts or significantly correlates with important elements of work behaviour

Question 15

differential validity

Answer 15

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 16

emotional intelligence tests

Answer 16

measures a persons ability to monitor his or her own emotions and the emotions of others and to use that knowledge to guide thoughts and actions

Question 17

Halo effect

Answer 17

a positive initial impression that distorts an interviewers rating of a candidate because subsequent information is judged with a positive bias
interviewer may not seek contradictory information when listening the the answers to the questions posed

Question 18

Intelligence test

Answer 18

general intellectual abilities and have been used since the end of World War 1
not a single trait but a measure of a single intelligence trait but rather a number of abilities including memory, vocabulary, verbal fluency, and numerical ability

Question 19

Interest inventories

Answer 19

tests that compare a candidates interests with those of people in various occupations

Question 20

Management assessment centre

Answer 20

a comprehensive systematic procedure used to assess candidates management potential that uses a combination of realistic exercise, management games, objective testing, presentations, and interviews

Question 21

Micro assessment

Answer 21

a series of verbal, paper based, or computer based questions and exercise that a caddie is required to complete, covering the range of activities required on the job for which he or she is applying

Question 22

mixed interview

Answer 22

an interview format that combines the structure and unstructured techniques

Question 23

multiple hurdle strategy

Answer 23

an approach to selection involving a series of successive steps or hurled. only candidates cleaning the hurdle are permitted to move on the next steps

Question 24

must criteria

Answer 24

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

Question 25

panel interview

Answer 25

an interview in which a group of interviewers questions the applicants

Question 26

personality tests

Answer 26

instruments used to measure basic aspects of personality such as introversion, stability, motivation, neurotic tendency, self confident, self sufficiency and sociability

Question 27

realistic job preview

Answer 27

a strategy used to provide applicants with realistic information, both positive and negative about the job demands, the organizations exceptions and the work environment

Question 28

reliability

Answer 28

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 29

selection

Answer 29

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

Question 30

selection interview

Answer 30

an interview following a set of sequence of questions

Question 31

selection ratio

Answer 31

the ratio of the number of applicants hired to the total number of applicants

Question 32

situational interview

Answer 32

a series of job related questions that focus on how the candidate would behave in a given situation

Question 33

situational tests

Answer 33

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 34

statistical strategy

Answer 34

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, such as multiple regression

Question 35

structured interview

Answer 35

an interview following a set sequence of questions

Question 36

unstructured interview

Answer 36

an unstructured, conversational style interview. the interviewer pursues points of interest as they come up in response to questions.

Question 37

validity

Answer 37

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

Question 38

want criteria

Answer 38

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