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Cogx Applied Psychology > Organisational - Workplace selection > Flashcards

Organisational - Workplace selection Flashcards

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1
Q

What is selection?

A

Matching the person to the job or organisation AND evaluating the effectiveness of that match

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2
Q

When we do personnel selection, we need information on what the job ________, what the person has to offer, that is, knowledge, ______, ______ and other factors, and how well the person ______ in that type of work

A

requires
KSAOs - knowledge, skills, abilites, values, etc
performs

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3
Q

The utility of job selection can be thought of in terms of ______ ________. This is divided into four factors:

  1. company _______ depend on employees
  2. it is ______ to recruit and hire employees (discriminatory practices)
  3. _______ implications of incompetent selection
  4. Depends on _______ ratio and base rate of _____
A 
cost-benefit
performance
costly
legal
selection 
success
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4
Q

How do we calculate the selection ratio and what does the result tell us about utility?

A

Selection Ratio

= job vacancies/applicants

≥ 1 utility decreases
< 1 utility increases

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5
Q

What is the base rate of success? What does this mean for the utility?

A

The base rate is the proportion of hires considered successful before implementation of selection system (can they sort out paperclips)

If the base rate is high, the utility of selection process increases.

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6
Q

If the selection ratio is 1 or greater, this means we can ______ out people who are ________.

A

out

inappropriate

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7
Q

If the selection ratio is under 1, this means utility ______, and we can choose applicants who are the ____ for the job (aka screen-___)

A

increases
best
screen-in

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8
Q

Name the four steps in the SELECTION process.

A
  1. Employee Recruitment
  2. Employee screening
  3. Employee selection and placement
  4. Validity check
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9
Q
  1. Employee Recruitment

EMPLOYEE RECRUITMENT is the _____ by which companies _______ qualified applicants

A

process

attract

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10
Q
  1. Employee Recruitment

Companies obtain higher quality workers with _______ from other employees and applicant-_____ contacts. Further, in the employee recruitment stage it is equally important for employees to ____ themselves to companies, as it is for companies to ____ themselves

A

referrals
initiated
sell
sell

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11
Q
  1. Employee Recruitment

In the EMPLOYEE RECRUITMENT process, companies have a tenancy to oversell themselves, hence the need for Realistic _____ _____ which is an ________ presentation of the prospective job

A

Job Previews

accurate

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12
Q
  1. Employee Recruitment

What are 2 advantages and 1 disadvantage of Realistic Job Previews?

A

Adv

  1. increases job commitment and satisfaction (hence, decreased turnover)
  2. allows applicants to self-select, lower their expectation and provide information useful for doing the job

Disadv
1. Applicants more likely to turn down a job when presented with a Realistic Job Preview

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13
Q

The process of reviewing information about job applicants to select workers is known as…

A

employee screening

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14
Q
  1. Employee screening

EMPLOYEE SCREENING involves several techniques, including

  1. _______ and resumes
  2. _________
  3. Employment _____
  4. ________ centres
  5. _______
A 
applications
references
testing
assessment
interviews
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15
Q
  1. Employee screening

What is the purpose of APPLICATIONS AND RESUMES? Name some strengths and weaknesses

A

Mainly to collect biographical information

  • biographical info is one of the best predictors of job performance
  • can be difficult to evaluate and interpret information to find most qualified applicant (eg: is education or experience the most important?)
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16
Q
  1. Employee screening

Name some strengths and weaknesses of REFERENCES

A
  • often still used in post-graduate schools.
  • BUT it is unlikely someone would give details of someone who would say something bad. Most references are positive, so hard to distinguish between applicants
17
Q
  1. Employee screening

Name some strengths and weaknesses ASSESSMENT CENTRES? How do they work?

A
  • Good predictors of managerial success
  • BUT very costly

Structured setting where applicants take part in multiple activities, monitored by evaluators, and typically for managerial positions.

18
Q
  1. Employee screening

How useful are INTERVIEWS in the selection process? Name the two types and their strengths/weaknesses

A

Validity of interviews depends on the type. Everyone can present well for 20-30 min interview

Structured interview - everyone interviewed equally
Pros
- much better than unstructured for validity as there is a set scoring method
Cons
- decreased flexibility
- may enhance stereotypes as people interpret things a certain way

Traditional unstructured interview - ask any question - no scoring method
Pros
- not restrained by structure, can ask follow-up questions
- can help break stereotypes
Cons
- can be swayed by physical attractiveness
-low predictive validity (not predictive of choosing the best candidate)
- low level of agreement between interviewers

19
Q
  1. Employee screening

Structured Interviews have 4 types of questions, these are…

A
  1. Situational questions (what would you do)
  2. Behavioural questions (what did you do)
  3. Job knowledge questions
  4. Background questions
20
Q

What type of question?

“what training or work experience have you had to help you work in a team environment?”

A

Background question

21
Q

What type of question?

“What is the most significant action you have taken to help out a co-worker?”

A

Behavioural question

22
Q

What type of question?

“What factors should be considered when developing this campaign?”

A

Job knowledge question

23
Q

What type of question?

“what would you do during a presentation if you were not sure of a difficult technical question”?

A

Situational question

24
Q
  1. Employee screening

What does employment testing do?

A

Tests the employees on a range of abilities, including cognitive, personality, motor and sensory ability, etc

25
Q
  1. Employee screening

Biodata measures background information and personal ________. It can be _______ for stage 3 of selection (selection and ________). However, there are no ________ measures and they can be difficult to ________.

A 
characteristics
effective
placement
standardised
develop
26
Q
  1. Employee screening

A type of employment testing is a test of cognitive ability. This measures either ______ intelligence or _____ cognitive abilities. It can provide an indication of an individuals’ potential for _______ and capacity to manage ______ in problem-solving and ________ _______

A 
general
specific
learning potential
complexity
decision-making
27
Q
  1. Employee screening

Testing various motor and ______ abilities can be useful if these things are needed for the job. Especially with sensory abilities such as _____ and _______.

A

sensory
vision
hearing

28
Q
  1. Employee screening

In employment testing there are various job skills and knowledge tests, which measure ______ knowledge ______ for a job.

An example is a work samples test. This ______ the applicants abilities to perform examples of ______ they’ll perform on the job. This is beneficial as they are _____ to the job and hence is ________ of job performance. However, they can be _______ and time-consuming.

A

specific
required

measures
tasks
related
predictive
expensive
29
Q
  1. Employee screening

Personality can be considered a _____ predictor of job performance, with some being used to screen-out _________

A

good

psychopathologies

30
Q
  1. Employee screening

_______ tests measure an applicants honesty. Usually questions involve drug use, shoplifting, etc. Although some tests can be ____, others cannot.

A

Integrity

faked

31
Q
  1. Employee screening

When looking at comparative validities for employee screening effectiveness, which are the top 4?

A
  • work samples tests
  • cognitive ability tests
  • structured interviews
  • job knowledge tests
32
Q
  1. Employee selection and placement

Employee selection - the actual process of ______ people from a pool. It is important that various _______ decisions are put in place to select the best candidate.
Employee placement is the process of _______ workers to the _______ jobs (only if there are two possible positions available)

A

choosing
selection
assigning
appropriate

33
Q
  1. Employee selection and placement

During employee selection, there are several ways decisions can be made objectively.

  1. Multiple ______ - a ______ decision-making model.

This is great as if they don’t do well on one measure they can compensate with another, however, it’s not so good if one of these are an inherent job requirement. If these are a strong part of the job, you need to use (2) or (3)

  1. Multiple ______ model - uses a minimum cut-off score for each of the _______of job performance.
  2. Multiple ______ model - an ______ or _______ decision is made at several stages in the screening process.
A

regression
statistical

cut-off
predictors

hurdle
acceptance
rejection
stages

34
Q
  1. Validity check

A validity check ensures that the _______ procedures are _______ in identify the best workers

A

selection

sound

35
Q

_____ ______ occurs when members of one sub-group are selected disproportionately more or less than other members. This is _______ unless it is an _______ requirement for the job

A

Adverse Impact
illegal
inherent

Cogx Applied Psychology (25 decks)

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