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HRM > Personnel Selection: Theory and Instruments > Flashcards

Personnel Selection: Theory and Instruments Flashcards

1
Q

What is the aim of personell selection in HRM?

A

The aim is to establish a high person-job fit.

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2
Q

What is the underlying assumption for personell selection?

A

There are measurable differences between people that can predict work performance in jobs.

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3
Q

What are the 4 steps of the personnel selection process?

A
  1. Planning HR needs
  2. Recruiting
  3. Selecting Employees
  4. Hiring
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4
Q

What determines a companies need for people?

A
  1. Fluctuations (Boomers Retire)
  2. Strategic Developments (New Branch in Liechtenstein)
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5
Q

What two personnel selection approaches are possible to deal with changing HR needs? Think in terms of the source of personnel.

A
  1. Selection Approach (external recruiting)
  2. Training Approach (internal recruiting)
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6
Q

What role plays employer branding in recruiting?

A

increases attractiveness of the firm for candidates

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7
Q

How can we attract better fitting candidates?

A

With a more detailed job description

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8
Q

Name 7 criteria to choose a personnel selection process.

A
  • Predictive Validity
  • Incremental Validity (Using method on top.)
  • Costs vs. benefits
  • Susceptability to faking
  • Legal aspects
  • Applicants reaction
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9
Q

Why should we design a fair and sound selection procedure?

A

We want rejected candidates to:
1. Not talk bad about the company
2. Continue to recommend company as employer
3. Continue to buy their producs

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10
Q

Name 5 examples for selection methods

A
  1. Biographical Information (CV)
  2. Psychometric tests
  3. Work samples
  4. Assessement Centers
  5. Job Interviews
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11
Q

What categories of Psychometric tests were introduced in the lecture? What are their dimensions?

A
  1. Cognitive abilities
    - Numerical / Spatial / Verbal Reasoning
  2. Personality
    ▪ “Big Five” / Fünf Hauptdimensionen der Persönlichkeit
    ▪ - Openness to experience
    ▪ - Conscientiousness
    ▪ - Extraversion
    ▪ - Agreeableness
    ▪ - Neuroticism
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12
Q

Five requirements for the quality of a psychometric test

A
  1. Objective (not influenced by examiners beliefs)
  2. Standardized (controlled conditions)
  3. Reliable (minimize and quantify errors)
  4. Predictive (accurate predictions)
  5. Non-Discriminatory
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13
Q

What is a work sample? Name some pros and cons.

A

Applicants are asked to perform observable, job-related task under standardized conditions.

+ High predictability of future job performance
+ insights for candidates
- can be costly
- challenging for inexperienced applicants

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14
Q

What is an Assessement center?

A

Multiple candidates run through
▪ Multiple exercises, while being observed by
▪ Multiple observers on
▪ Multiple competencies

-> focus on observable behaviour

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15
Q

Name two advantages and disadvantages of assessement centers.

A

+ Assesses actual behaviour
+ Less prone to self-reporting bias

  • Selective perception, observation bias
  • Time-consuming and expensive
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16
Q

What types of Job Interview do you know?
Which one is better?

A

Unstructured Interview
Structured Interview

Structured Interviews offer better predictions

17
Q

Name two types of structural Interviews

A
  1. Situational Interview
  2. Behaviour Descripiton Interview (BDI)
18
Q

How do you conduct a Situational Interview?

A

Questions based on job analysis (Critical Incident Technique)
How would the candidate behave?
-> Focus on stated intentions

19
Q

What are the advantages and disadvantages of situational interviews?

A

+ No experience required
+ Can be tailored to job

  • Favors candidates with good verbal skills
  • Candiditaes can choose appropriate answers not based on own conviction
20
Q

What is a Behavior Description Interview (BDI)?

A

In a BDI we focus on past behavior based, either accomplishments or failures.
-> Observed and then weighted and evaluated based on critical incident technique.

21
Q

Name one advantage and one disadvantage of a BDI

A

+ Focus on actual behavior not intentions (in hypothetical situation)

  • Candidates need relevant experience
22
Q

Explain what is understood under the “Predictive Validity” of Selection Methods.

A

Extent to which the method predict future job performance (e.g. 12 months later)

23
Q

Based on what measure is the predictive validity measured?

A

It is measured with a correlation coefficient r that is usually between 0.5 an 0

HRM (8 decks)

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