Personnel Selection: Theory and Instruments Flashcards
What is the aim of personell selection in HRM?
The aim is to establish a high person-job fit.
What is the underlying assumption for personell selection?
There are measurable differences between people that can predict work performance in jobs.
What are the 4 steps of the personnel selection process?
- Planning HR needs
- Recruiting
- Selecting Employees
- Hiring
What determines a companies need for people?
- Fluctuations (Boomers Retire)
- Strategic Developments (New Branch in Liechtenstein)
What two personnel selection approaches are possible to deal with changing HR needs? Think in terms of the source of personnel.
- Selection Approach (external recruiting)
- Training Approach (internal recruiting)
What role plays employer branding in recruiting?
increases attractiveness of the firm for candidates
How can we attract better fitting candidates?
With a more detailed job description
Name 7 criteria to choose a personnel selection process.
- Predictive Validity
- Incremental Validity (Using method on top.)
- Costs vs. benefits
- Susceptability to faking
- Legal aspects
- Applicants reaction
Why should we design a fair and sound selection procedure?
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
Name 5 examples for selection methods
- Biographical Information (CV)
- Psychometric tests
- Work samples
- Assessement Centers
- Job Interviews
What categories of Psychometric tests were introduced in the lecture? What are their dimensions?
- Cognitive abilities
- Numerical / Spatial / Verbal Reasoning - Personality
▪ “Big Five” / Fünf Hauptdimensionen der Persönlichkeit
▪ - Openness to experience
▪ - Conscientiousness
▪ - Extraversion
▪ - Agreeableness
▪ - Neuroticism
Five requirements for the quality of a psychometric test
- Objective (not influenced by examiners beliefs)
- Standardized (controlled conditions)
- Reliable (minimize and quantify errors)
- Predictive (accurate predictions)
- Non-Discriminatory
What is a work sample? Name some pros and cons.
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
What is an Assessement center?
Multiple candidates run through
▪ Multiple exercises, while being observed by
▪ Multiple observers on
▪ Multiple competencies
-> focus on observable behaviour
Name two advantages and disadvantages of assessement centers.
+ Assesses actual behaviour
+ Less prone to self-reporting bias
- Selective perception, observation bias
- Time-consuming and expensive
What types of Job Interview do you know?
Which one is better?
Unstructured Interview
Structured Interview
Structured Interviews offer better predictions
Name two types of structural Interviews
- Situational Interview
- Behaviour Descripiton Interview (BDI)
How do you conduct a Situational Interview?
Questions based on job analysis (Critical Incident Technique)
How would the candidate behave?
-> Focus on stated intentions
What are the advantages and disadvantages of situational interviews?
+ No experience required
+ Can be tailored to job
- Favors candidates with good verbal skills
- Candiditaes can choose appropriate answers not based on own conviction
What is a Behavior Description Interview (BDI)?
In a BDI we focus on past behavior based, either accomplishments or failures.
-> Observed and then weighted and evaluated based on critical incident technique.
Name one advantage and one disadvantage of a BDI
+ Focus on actual behavior not intentions (in hypothetical situation)
- Candidates need relevant experience
Explain what is understood under the “Predictive Validity” of Selection Methods.
Extent to which the method predict future job performance (e.g. 12 months later)
Based on what measure is the predictive validity measured?
It is measured with a correlation coefficient r that is usually between 0.5 an 0
