Recruitment and Selection- EXAM Flashcards
Undue hardship
An accommodation that causes risk in the workplace.
Competency-based selection system
Selection based on candidate’s anecdotes on professional experience that proves given competencies.
Proficiency level
The level at which competencies must be performed to ensure success in a given functional group or position.
Skills
An individual’s level of proficiency or competency in performing a task. Usually expressed in numerical terms.
Prohibited interview questions
on the basis of:
marital status
childcare arrangements
birthplace/date
national/ethnic origin
testing for physical fitness
The employer is free to test for physical fitness after the applicant has been given an offer. (BFOR)
Contextual performance
Contributes to the culture and climate of the organization; the context in which the organization’s core activities take place.
Counterproductive behaviours
Voluntary behaviours that violate significant organizational norms and threaten the well-being of an organization and its members.
Task performance criteria
Provide the performance standards for judging success or failure on the job and the standards that must be met.
The Big Five Model of Personality
evaluates personality on 5 dimensions: conscientiousness, emotional stability, openness to experience, agreeableness, and extroversion.
False positive errors
Occur when an applicant who is assessed positively turns out to be a poor choice
False negative errors
occurs when an applicant who is rejected would have been a good choice
Three questions when hiring based on objectivity
- Do the procedures I am using result in direct or indirect discrimination?
- If a selection procedure I am using results in discrimination can it be considered a BFOR?
- Is the selection procedure a valid predict of job performance?
