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AC HR 3200 final > Recruiting, interviewing and selection > Flashcards

Recruiting, interviewing and selection Flashcards

1
Q

What is the generic selection/staffing process?

A
  1. Obtain/create positon description
  2. Develop initial slate of candidates
  3. External/internal candidates
  4. Refine short list of candidates
  5. Coordinate/schedule interviews and tests
  6. Conduct interviews and tests
  7. Conduct calibration meeting
  8. Develop/deliver offer or Provide feedback to candidates
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2
Q

What is a a good employee branding?

A

Ex. Google, high reputation. Everyone wants to work for google.

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3
Q

What some of the potential recruiting sources?

A
  • Internal sources
  • Other organizations
  • Advertising and or internet
  • Professional associations
  • Colleges and universities
  • Direct applicants
  • Referrals
  • External recruiters
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4
Q

Contingency vs. Retained for external recruiters?

A

Contingency: Whoever first find the right person, the person will get commission. (Bunny hunter)
Retained: A company hire someone into the company. A agreement wills signed regarding they won’t touch your guys for XX years.

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5
Q

What are some ways to get great candidates?

A
  • Clearly identify the targeted ideal candidate
  • Effectively use your employee networks
  • Lever industry contacts, association memberships
  • Maximize the recruiting functionality of your web site
  • Keep in contact with promising potential candidates
  • Develop a reputation as a great place to work
  • Use the internet selectively for recruiting
  • Do as good a job with reference checks as possible
  • Develop internal capabilities but go external as necessary
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6
Q

What are the four types of costs of poor selection?

A
  • Financial
  • Cultural
  • Personal
  • Other
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7
Q

Cost of a bad hire?

A

Total of $840,000
Consist of compensation, costs in hiring, maintenance costs, severance, mistakes and missed opportunities, and cost of disruption

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8
Q

What is a selection system?

A

Is the collection of tools, processes used by an organization to make selection decision, both internal and external.

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9
Q

What is reliability?

A

Degree to which a measure gives consistent scores across time. (free from error)
Ex. scale, if you get on, get off and get on again, the weight should be the same.

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10
Q

What is validity?

A

Degree to which a measure measures what its supposed to measure
Ex. Math test suppose to measure math abilities

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11
Q

What is generalizability?

A

When someone else have a good test, and you are in a similar situation, you can use their test.

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12
Q

What is utility?

A
  • The benefit of using a given measure, procedure.
  • If using more than once
  • Utility driven by validity, reliability and generalizability.
  • Think Cost benefit analysis and ROI when considering utility
  • Sometimes its the tight thing to do even its costly
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13
Q

What is legality?

A

Ex. Is it legal?

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14
Q

Test-retest reliability?

A

If you take SAT version X and other version X, your grade should be the same.

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15
Q

Alternative forms reliability?

A

If you take SAT version X and version Y, those scores should be similar

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16
Q

What is content validity?

A

Measure what it suppose to measure.

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17
Q

What is criterion-related validity?

A

Is this correlate with with criteria of interest?

Ex. Score of test relates to GPA?

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18
Q

What is construct validity?

A

Logical argument.
Ex. Your math test should have a positive correlation with other well-unowned math test, and should have a negative correlation to a personality test.

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19
Q

What is face validity?

A

Ex. A test is exam by a non-expert. Half way to tour content validity.

20
Q

Concurrent-criterion-related validity

A

Ex. College collects GPA and SAT at the same time

21
Q

Predictive-criterion-related validity

A

Ex. College collects Freshman’s SAT scores, then when they are seniors, they collect their GPA. This is better than concurrent.

22
Q

What are types of selection methods?

A
  • Interviews
  • Cognitive ability tests (SAT and ACT)
  • Personality inventories
  • Biographical date( measures probability of success, ex. what time of the day do you have the most energy)
  • Physical abilities test
  • Work samples
  • Drug test, honestly test
  • References
23
Q

False negatives?

A

When fails a test but show a good job performance

24
Q

True positives?

A

When performance is good and passed the test

25
Q

True negatives?

A

When fail a test and show a bad job performance

26
Q

False positives?

A

When pass a test but shows a bad job performance

27
Q

What is the correlation coefficient for reliability?

A

0.0-1.0

28
Q

What is the correlation coefficient for validity?

A

-1.0-1.0

29
Q

Things to remember about interviews?

A
  • Interviews typically have very low validity (0.00-0.30)
  • Its a form of selection
  • Validity and reliability of interviews can be improved by focusing on some basic issues
30
Q

What are some ways validity and reliability of interviews can be improved?

A
  • Standardized process
  • Interviewer skills
  • Multiple interviewers
  • Coordination and information sharing across interviewing team
31
Q

What are the four different areas in interviews? Rank them for less value and more value.

A 
Technical skills
Competencies 
Cultural fit
Long-term potential 
(This process differentiate people down)
32
Q

What are the three stories in an interviews

A
  1. The story the candidate wants to tell (Candidate’s goal)
  2. The story the candidate doesn’t want to tell (Interviewer’s goal)
  3. The story the candidate doesn’t even know about (Interviewer’s goal)
33
Q

What are the two ways to conduct an interview?

A

Undisciplined and rigorous

34
Q

What is undisciplined way of conduct an interview?

A

1st impression=decision, search for confirming data; then sell or rejects

35
Q

What is rigorous way of conduct an interview?

A

1st impression, search of relevant data= decision; then sell or rejects

36
Q

What is competency-based interview techniques?

A

Ex. Card sorting one variation- rank cards with values on it from highest to lowest

37
Q

What is non directive interview techniques?

A

“Walk through your resume”

“Tell me about your life”

38
Q

What is Behavior based interview techniques?

A

-Star model, sitation, task, action and results

“Tell me about a time…”

39
Q

What is behavior description interview (BDI)

A

Similar to behavior based

40
Q

What is key experience interviewing?

A

Detail discussion about one job

41
Q

What is future-oriented/hypothetical based interview?

A

“What would you do in XXX this of situation?”

Issue: people can lie and tell you want you want to hear.

42
Q

What are types of questions that is illegal and inappropriate to ask or base decision on?

A

Sex/gender, Race/color, Age, Disability, National origin, Religion, Martial status, Military status, Citizenship, Socioeconomic status, Sexual preference, Pregnancy, Worker’s compensation, and Union preference

43
Q

What is the Golden Rule of interviewing and selection?

A

Don’t ask what not related to the job

44
Q

5 potential problems with internal interview?

A
  • failture to conduct a rigorous interview
  • failure to take advantage of all available candidate information
  • Allowing new biases to enter into selection decisions
  • failure to provide feedback to candidates
  • failure to use information for on-borading or development
45
Q

What are typical calibration meeting questions?

A

-What are the strengths and weaknesses of the candidate?
-Why would and wouldn’t we hire this person
What are the best/worst things we saw today
-What is the candidate’s ability to deliver high performance in the job?
-How will the candidate fit with the culture and values?
-What is the candidate’s long-term potential?
-In what areas do we need more information
-If we hired the candidate, how should we approach the on-borading plan?
-What questions should we probe with the candidates references?

AC HR 3200 final (5 decks)

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