M2S2 Selection🧾 Flashcards

1
Q

pertains to the series of steps involved in identifying individuals with the appropriate qualifications to fill a current or future job vacancy

A

Selection process

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Steps in the Selection Process

A

Criteria development
Application and Resume Review
Interview
Test Administration
Selection
Job Offer

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q
  • Understand knowledge, skills, abilities, and other characteristics (KSAOs);
  • Determine sources of KSAO information such as testing and interviews;
  • Develop scoring system for each of the sources of information; and
  • Create an interview plan.
A

Criteria development

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q
  • Should be based on criteria developed in step one
  • Consider internal versus external candidates.
A

Application and Resume Review

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q
  • Determine types of interview/s;
  • Write interview questions; and
  • Be aware of interview bias.
A

Interview

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q
  • Perform testing as outlined in criteria development; could include reviewing work samples, drug testing or written cognitive and personality tests
A

Test Administration

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q
  • Determine which selection method will be used; and
  • Compare selection method criteria
A

Selection

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q
  • Use negotiation techniques; and
  • Write the offer letter or employment agreement.
A

Job Offer

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

KSAO

A

Knowledge
Skills
Attitude
Others

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Effective Interview Questions

A

Situational Questions
Behavioral Questions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

designed to inquire about how a candidate would respond in a situational scenario.

A

Situational Questions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

designed to inquire about how a candidate would respond in a hypothetical scenario.

A

Behavioral Questions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

future-oriented - hypotheticalresponse to a specific scenario.

A

Situational Questions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

past-oriented - focus on a candidate’s past behavior in a similar situation

A

Behavioral Questions

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q
  • assesses how effectively a test measures what it is intended to measure - a candidate’s ability to perform the job.
A

Validity

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q
  • evaluates whether selection methods consistently yield similar data or results when repeated multiple times.
A

Reliability

17
Q

The basis for effective testing

A

Validity and Reliability

18
Q

Selection Models

A

Clinical Method
Statistical Method

19
Q

The most common method of candidate selection

A

Clinical Method

20
Q

Decision-makers assess candidates based on their interviews and available information.

A

Clinical Method

21
Q

May introduce bias and disparate treatment, potentially resulting in the exclusion of candidates based on age, race, or gender.

A

Clinical Method

22
Q

Creating a selection model that assigns scores and weights to different job criteria.

A

Statistical Method

23
Q

Allows for a more objective evaluation, where specific job requirements are given appropriate importance.

A

Statistical Method

24
Q

Each criterion is rated and weighted, resulting in a score for each candidate.

A

Statistical Method

25
Q

A high score in one area can compensate for a low score in another area

A

Compensatory Model

26
Q

A minimum score must be met in all measured areas

A

Multiple Cutoff Model

27
Q

There are multiple levels and a candidate must earn a passing score to qualify for the next level.

A

Multiple Hurdle Model

28
Q

Three common models of statistical method

A

Compensatory Model
Multiple Cutoff Model
Multiple Hurdle Model

29
Q

Outlines the job’s components

A

Job description

30
Q

detail the prerequisites for performing the job

A

Job specifications