M2S2 Selection🧾

Question 1

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

Answer 1

Selection process

Question 2

Steps in the Selection Process

Answer 2

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

Question 3

• 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.

Answer 3

Criteria development

Question 4

• Should be based on criteria developed in step one
• Consider internal versus external candidates.

Answer 4

Application and Resume Review

Question 5

• Determine types of interview/s;
• Write interview questions; and
• Be aware of interview bias.

Answer 5

Interview

Question 6

• Perform testing as outlined in criteria development; could include reviewing work samples, drug testing or written cognitive and personality tests

Answer 6

Test Administration

Question 7

• Determine which selection method will be used; and
• Compare selection method criteria

Answer 7

Selection

Question 8

• Use negotiation techniques; and
• Write the offer letter or employment agreement.

Answer 8

Job Offer

Question 9

KSAO

Answer 9

Knowledge
Skills
Attitude
Others

Question 10

Effective Interview Questions

Answer 10

Situational Questions
Behavioral Questions

Question 11

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

Answer 11

Situational Questions

Question 12

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

Answer 12

Behavioral Questions

Question 13

future-oriented - hypotheticalresponse to a specific scenario.

Answer 13

Situational Questions

Question 14

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

Answer 14

Behavioral Questions

Question 15

• assesses how effectively a test measures what it is intended to measure - a candidate’s ability to perform the job.

Answer 15

Validity

Question 16

• evaluates whether selection methods consistently yield similar data or results when repeated multiple times.

Answer 16

Reliability

Question 17

The basis for effective testing

Answer 17

Validity and Reliability

Question 18

Selection Models

Answer 18

Clinical Method
Statistical Method

Question 19

The most common method of candidate selection

Answer 19

Clinical Method

Question 20

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

Answer 20

Clinical Method

Question 21

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

Answer 21

Clinical Method

Question 22

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

Answer 22

Statistical Method

Question 23

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

Answer 23

Statistical Method

Question 24

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

Answer 24

Statistical Method

Question 25

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

Answer 25

Compensatory Model

Question 26

A minimum score must be met in all measured areas

Answer 26

Multiple Cutoff Model

Question 27

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

Answer 27

Multiple Hurdle Model

Question 28

Three common models of statistical method

Answer 28

Compensatory Model
Multiple Cutoff Model
Multiple Hurdle Model

Question 29

Outlines the job’s components

Answer 29

Job description

Question 30

detail the prerequisites for performing the job

Answer 30

Job specifications