personnel selection Flashcards
selection programs are useful if: (a) develop instruments that collect _ information from _, (b) information is used _
job-related, applicants, appropriately
selection: the process of _ and _ information about an individual in order to extend an _ of employment
collecting, evaluating, offer
selection can be used for a _ position or a different position for a _ employee
first/new, current
the selection process is performed under _ and _ constraints and addresses the _ (2) of the organization and of the individual
legal, environmental, future interests
WRC (work-related _) are _ attributes related to job performance, including _
characteristics, human, personality
KSA stands for:
knowledge, skills, and abilities
KSA _ personality
excludes
selection: when an offer is given to those who possess the _ to do well on the job VS hiring: job is offered with _ evaluation of the applicant’s job-related _
WRCs, no, qualifications
Peter Principle: advancement in position based on the candidate’s performance in their _ role rather than in their _ role
previous, current
constraints and future interests include:
- _ in the market of applicants
- _ conditions
- state _
- future interests of _ (2)
fluctuations, economic, laws, both parties
selection is important due to the _ theory of organizations which holds that they can gain _ over competitors by having and holding a _ (2) in short _
resource-based, advantage, valuable resource, supply
many _ are important for employee performance, e.g. _, training, compensation, _ (3)
systems, recruitment, job performance review
constraints in developing a selection program:
- _ information on applicants
- applicant and organization at _
- measurement of jobs, individuals and work performance often _ (2)
- selection _ VS selection practice
limited, cross-purposes, not precise, research
current trends: big _, the magnitude of _ (3) and their effects, the use of _ selection measures
data, demographic group differences, internet-based
how do I/O psychologists help with the selection?
- identify the _ necessary for the job
- develop _ for those _
- conduct _ on the relationship between selection measures and job performance
- evaluate evidence of _ (2)
- enhance current methods to improve _ of job success
KSAs, measures, KSAs, research, fair treatment, prediction
a successful recruiting process gives the firm a _ (3)
larger applicant pool
3 stages of recruitment:
- attracting and generating _
- _ applicant interest
- _ closure
interest, maintaining, post-offer
predictors of attraction: organizational _, organizational size and , profitability, life _ of firm and industry, “ (2)”
reputation, age, cycle, celebrity effects
targeting strategies: target certain _ (2) or those with certain _ characteristics
demographic groups, psychological
recruiting message needs to be positive or _
realistic
for _ recruiting, use words that appeal to targeted demographics
targeted
measuring effectiveness of recruiting methods:
- media _ (multiple informational _)
- media _
- degree of _ required during information processing
richness, cues, credibility, attention
employee _ and walk-ins tend to make _ employees
referrals, better
fairness of recruiting based on perceptions of:
- _ justice: _ (3)
- informational justice: timely or untimely _
- _: how the recruiter treated the applicant
procedural, consistency of administration, feedback, interpersonal
more effective site visits include:
- _ host employee
- _ to meet high-level executives
- well-organized _
likeable, opportunity, schedule
what is important to an applicant?
- _, organizational _, the work itself, and _
compensation, culture, benefits
administration of recruitment:
_ (3) and human resource _ (2)
applicant tracking system, information system
_ responses by firm lead to _ applicant perceptions and more _
prompt, higher, acceptances
technology improves speed, _, and effectiveness, but:
- _ issues (discrimination, privacy)
- _ issues (many applications)
- _ issues (increase number of highly qualified applicants)
efficiency, legal, practical, scientific
global recruiting constraints:
- _ differences
- use of _ programs much _ in some countries
cross-cultural, referral, higher
