Lesson 6: Selection Flashcards
Describe selection and the strategic importance of selection in an organization
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Describe the importance of selection techniques
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Describe the types of testing used in the selection process
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Explain the legal concerns regarding alcohol and drug testing
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Describe the major types of selection interviews by degrees structure, type of content and the manner of administration
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explain the importance of reference checking
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Describe strategies used to make reference checking effective and the legal issues to consider
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Achievement Test
a measure of what a person has leaned
measure knowledge or proficiency in such areas as economics, marketing, or HRM
Aptitude test
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
behavioural or behavioural descriptive interview
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
Construct validity
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
Content validity
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
Contrast or candidate order error
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
Criterion related validity
extent to which a selection tool predicts or significantly correlates with important elements of work behaviour
differential validity
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
emotional intelligence tests
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
Halo effect
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
Intelligence test
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
Interest inventories
tests that compare a candidates interests with those of people in various occupations
Management assessment centre
a comprehensive systematic procedure used to assess candidates management potential that uses a combination of realistic exercise, management games, objective testing, presentations, and interviews
Micro assessment
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
mixed interview
an interview format that combines the structure and unstructured techniques
multiple hurdle strategy
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
must criteria
requirements that are absolutely essential for the job, include a measurable standard of acceptability or are absolute and can be screened initially on paper
panel interview
an interview in which a group of interviewers questions the applicants
personality tests
instruments used to measure basic aspects of personality such as introversion, stability, motivation, neurotic tendency, self confident, self sufficiency and sociability
realistic job preview
a strategy used to provide applicants with realistic information, both positive and negative about the job demands, the organizations exceptions and the work environment
reliability
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
selection
the process of choosing among individuals who have been recruited to fill existing or projected job openings
selection interview
an interview following a set of sequence of questions
selection ratio
the ratio of the number of applicants hired to the total number of applicants
situational interview
a series of job related questions that focus on how the candidate would behave in a given situation
situational tests
tests in which candidates are presented with hypothetical situations representative of the job for which they are applying and are evaluated on their responses
statistical strategy
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
structured interview
an interview following a set sequence of questions
unstructured interview
an unstructured, conversational style interview. the interviewer pursues points of interest as they come up in response to questions.
validity
the accuracy with which a predictor measures what it is intended to measure
want criteria
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
