personnel selection

Question 1

selection programs are useful if: (a) develop instruments that collect _ information from _, (b) information is used _

Answer 1

job-related, applicants, appropriately

Question 2

selection: the process of _ and _ information about an individual in order to extend an _ of employment

Answer 2

collecting, evaluating, offer

Question 3

selection can be used for a _ position or a different position for a _ employee

Answer 3

first/new, current

Question 4

the selection process is performed under _ and _ constraints and addresses the _ (2) of the organization and of the individual

Answer 4

legal, environmental, future interests

Question 5

WRC (work-related _) are _ attributes related to job performance, including _

Answer 5

characteristics, human, personality

Question 6

KSA stands for:

Answer 6

knowledge, skills, and abilities

Question 7

KSA _ personality

Answer 7

excludes

Question 8

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 _

Answer 8

WRCs, no, qualifications

Question 9

Peter Principle: advancement in position based on the candidate’s performance in their _ role rather than in their _ role

Answer 9

previous, current

Question 10

constraints and future interests include:

1. _ in the market of applicants
2. _ conditions
3. state _
4. future interests of _ (2)

Answer 10

fluctuations, economic, laws, both parties

Question 11

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 _

Answer 11

resource-based, advantage, valuable resource, supply

Question 12

many _ are important for employee performance, e.g. _, training, compensation, _ (3)

Answer 12

systems, recruitment, job performance review

Question 13

constraints in developing a selection program:

1. _ information on applicants
2. applicant and organization at _
3. measurement of jobs, individuals and work performance often _ (2)
4. selection _ VS selection practice

Answer 13

limited, cross-purposes, not precise, research

Question 14

current trends: big _, the magnitude of _ (3) and their effects, the use of _ selection measures

Answer 14

data, demographic group differences, internet-based

Question 15

how do I/O psychologists help with the selection?

1. identify the _ necessary for the job
2. develop _ for those _
3. conduct _ on the relationship between selection measures and job performance
4. evaluate evidence of _ (2)
5. enhance current methods to improve _ of job success

Answer 15

KSAs, measures, KSAs, research, fair treatment, prediction

Question 16

a successful recruiting process gives the firm a _ (3)

Answer 16

larger applicant pool

Question 17

3 stages of recruitment:

1. attracting and generating _
2. _ applicant interest
3. _ closure

Answer 17

interest, maintaining, post-offer

Question 18

predictors of attraction: organizational _, organizational size and , profitability, life _ of firm and industry, “ (2)”

Answer 18

reputation, age, cycle, celebrity effects

Question 19

targeting strategies: target certain _ (2) or those with certain _ characteristics

Answer 19

demographic groups, psychological

Question 20

recruiting message needs to be positive or _

Answer 20

realistic

Question 21

for _ recruiting, use words that appeal to targeted demographics

Answer 21

targeted

Question 22

measuring effectiveness of recruiting methods:

1. media _ (multiple informational _)
2. media _
3. degree of _ required during information processing

Answer 22

richness, cues, credibility, attention

Question 23

employee _ and walk-ins tend to make _ employees

Answer 23

referrals, better

Question 24

fairness of recruiting based on perceptions of:

1. _ justice: _ (3)
2. informational justice: timely or untimely _
3. _: how the recruiter treated the applicant

Answer 24

procedural, consistency of administration, feedback, interpersonal

Question 25

more effective site visits include:

1. _ host employee
2. _ to meet high-level executives
3. well-organized _

Answer 25

likeable, opportunity, schedule

Question 26

what is important to an applicant?

- _, organizational _, the work itself, and _

Answer 26

compensation, culture, benefits

Question 27

administration of recruitment:

_ (3) and human resource _ (2)

Answer 27

applicant tracking system, information system

Question 28

_ responses by firm lead to _ applicant perceptions and more _

Answer 28

prompt, higher, acceptances

Question 29

technology improves speed, _, and effectiveness, but:

1. _ issues (discrimination, privacy)
2. _ issues (many applications)
3. _ issues (increase number of highly qualified applicants)

Answer 29

efficiency, legal, practical, scientific

Question 30

global recruiting constraints:

1. _ differences
2. use of _ programs much _ in some countries

Answer 30

cross-cultural, referral, higher