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
A high score in one area can compensate for a low score in another area
Compensatory Model
26
A minimum score must be met in all measured areas
Multiple Cutoff Model
27
There are multiple levels and a candidate must earn a passing score to qualify for the next level.
Multiple Hurdle Model
28
Three common models of statistical method
Compensatory Model Multiple Cutoff Model Multiple Hurdle Model
29
Outlines the job's components
Job description
30
detail the prerequisites for performing the job
Job specifications