quiz 4 pt 2 Flashcards
Define selection.
The process of choosing individuals to fill job openings.
What is the difference between selection and recruitment?
Recruitment: Attracting applicants.
Selection: Choosing the best candidate.
Why is selection strategically important?
✅ Affects organizational performance.
✅ Poor selection = high costs.
✅ Reduces legal risks.
What is the selection ratio formula?
\text{Selection Ratio} = \frac{\text{# of applicants hired}}{\text{Total # of applicants}}
✅ Low ratio: Few applicants, poor recruitment.
✅ High ratio: Too many applicants, costly process.
How does the multiple-hurdle strategy work?
Candidates must pass each step before moving forward in the selection process.
What happens during preliminary applicant screening?
✅ HR reviews resumes & applications.
❌ Unqualified candidates are removed.
Why are selection tests used?
✅ Standardized assessment of skills & personality.
✅ Used by ~2/3 of Canadian employers.
What are the different types of selection tests?
Cognitive Ability: Intelligence, problem-solving.
Emotional Intelligence (EQ): Managing emotions.
Personality Tests: MBTI, Big Five.
Work Sample Tests: Job simulations.
Situational Judgment Tests: Hypothetical scenarios.
What are the types of interviews?
✅ Unstructured: Open-ended, low reliability.
✅ Structured: Standardized, high reliability.
✅ Semi-structured: Mix of both.
What’s the difference between situational and behavioral interviews?
Situational: “What would you do if…?”
Behavioral: “Tell me about a time when….”
What are different ways interviews are conducted?
One-on-One vs. Panel
Sequential vs. Mass
Face-to-face vs. Virtual/Phone
What are common interviewer biases?
❌ Halo Effect: First impression distorts judgment.
❌ Contrast Error: Comparing candidates instead of job fit.
❌ Stereotyping: Gender, age, race bias.
What is checked in a background investigation?
✅ Criminal record
✅ Education & employment history
✅ References
❌ 1/3 of applicants lie on resumes.
Why is a supervisory interview important?
✅ Ensures the candidate fits the team.
✅ Provides a realistic job preview (pros & cons of role).
Who makes the final hiring decision?
the supervisor, based on all selection data.
Why should you negotiate your job offer?
✅ Higher starting salary = more lifetime earnings.
✅ Raises are percentage-based on previous salary.
What should you do before negotiating?
✅ Get the offer in writing.
✅ Research salary benchmarks & company policies.
✅ Prioritize what you want (salary, benefits, remote work).
What are key job offer negotiation strategies?
✅ Don’t reveal your bottom line.
✅ Negotiate multiple issues at once.
✅ Be confident—employers expect negotiation!
Name three things you can negotiate besides salary.
Bonus/Stock Options 📈
Remote Work & Flexible Hours 🏡
Vacation Days & Work Location 🏖
When should you finalize the offer?
✅ Only when all details are in writing.
✅ Be aware of cultural differences in contracts.
negligent hiring
hiring workers with questionable background, ignoring concerns
must criteria
criteria absolutely essential for the job
want criteria
skills and abilities that cannot be screened on paper (verbal skills, leadership skills)
selection ratio
the ratio of the number of applicants hiring to the total number of applicants
garbage in, garbage out concept
suggests that Ai isnt the problem and human bias’s prior to the ai process is the problem
crowdsourcing
a way for screening decisons
when an employee applies for a job, theri info goes into googles applicant tracking system
matching it to google employees to esure suitability
inter-rater reliability
the extent to which there is agreement between two or more raters
differential validity
confirmation that the selection tool accurately predicts the performance of all possible employee subgroups
criterion related validity
the extent to which a selcetion tool predicts or correlates with important elements of work behaviour
content validity
where a selection intrument (a test) samples the knowledge and skills needed to aquire the job
contruct validity
a selection tool accurately measures a theoretical construct of trait deemed necessary to preform the job
aptitdue tests
tests that measure a persons potential to perform a job once given the proper training
interest inventories
tests that compare a candidates interests with those of people in various occupations
selection interview
a procedure designes to predict future job performances on the basis of oral responses
unstructured interview
conversation style interview
situational interview
series of job related questions that focus on the ability to predict their future behaviour
panel interview
being interviewed by a group of interviewers
mass interview
where a panel pose a problem to be solved
realistic job preview
a strategy to provide applicants with both positive and negative information about the job
