Recruitment & Selection Process

Question 1

Recruitment & Selection types of procces/steps ( JA, PS, JD)

Answer 1

1. Conduct Job Analysis (JA): to establish task and associated activities.
2. Develop Person Specification (PS) and Job Description (JD): using JA to
   outline list of skills, knowledge, abilities, etc., that are needed to do the job.
3. Determine selection criteria:: use JA , PS and JD to establish criteria against
   which applicants will be compared.
4. Attract candidates: through advertising and then pre screen applicants to
   keep those seriously under consideration to a manageable number.
5. Select best candidate: by using selection methods like interviews,
   psychometric tests, and assessment centers

Question 2

Competency-based / Behavioural (BARS):

Answer 2

is a performance management scale that uses behavior statements as reference points instead of generic descriptors. It combines quantitative ratings with qualitative behavior examples to assess employee performance

o Ex: Describe a time in a job when you dealt with a particularly
difficult co-worker. How did you handle it?

o Issue(s):
* May be a verbal reasoning test rather than an indication of what the person
would do.
Structured v. Unstructured interviews
Panel vs. 1-1

Question 3

Recruitment Methods part 1 External recruitment

Answer 3

the process of hiring candidates who don’t currently work for a given organization – can be initiated via job search sites, social media, employee referrals, passive candidates, university career centers and the organization’s own website.

Question 4

Recruitment Methods part 2 Internal recruitment

Answer 4

Internal recruitment is the process of filling job openings within a company by considering current employees. It involves promoting or transferring existing staff to suitable roles within the organization

Competitive
▪ Noncompetitive

Question 5

Recruitment Methods Others of examples

Answer 5

Media advertisements
▪ Newspaper ads
▪ Electronic media

▪ Point of purchase: The point of purchase (POP) refers to the strategic placement of products or displays in retail environments to attract customers and encourage impulse purchases.

▪ Recruiters
▪ Campus recruiters
▪ Outside recruiters

▪ Employment agencies and search firms
▪ Employment agencies
▪ Executive search firms
▪ Public employment agencies

▪ Employee referrals
▪ Direct mail

Question 6

Recruitment Methods to find workers ( job fairs)

Answer 6

▪ Internet
▪ Employer-based websites
▪ Job boards

▪ Social media

▪ Job marketplaces

▪ Job fairs

Question 7

Writing Recruitment Advertisements( hint when you get a new worker you got to tell them what to do)

Answer 7

Realistic information: A realistic job preview is a tool that employers use to give potential employees a transparent summary of what a job requires. A realistic job preview may offer employees details on their expected work duties and a typical work environment

▪ Detailed description of the job and organization

▪ Selection process information: The selection process involves evaluating job candidates’ skills, competencies, and experience to identify the most qualified individuals for a role and organization.

Question 8

Electronic Media

Answer 8

TV advertisements

▪ Radio advertisements

▪ Targeted Audience

Question 9

Point of Purchase Methods( hint where to find workers)

Answer 9

Store windows

▪ Bulletin boards

▪ Restaurant placemats

▪ Side of trucks

▪ Receipts

▪ Inexpensive and targeted

▪ Limited exposure

Question 10

Recruiters examples( you may see them at UVic)

Answer 10

Recruiters
▪ Campus recruiters
▪ Outside recruiters

▪ Employment Agencies and Search Firms

▪ Employment agencies

▪ Executive search firms

▪ Public employment agencies

Question 11

Employee Referrals

Answer 11

Private sector (Silkroad, 2017, 2018)
▪ 78% use employee referrals

▪ Excellent recruitment source
when current employees recommend people they know for open job positions. Companies often offer rewards to encourage this, as referred candidates are seen as a good fit and the hiring process can be faster.

Question 12

Direct Mail Recruiting

Answer 12

Types
▪ E-mail
▪ Mail

▪ Passive applicants: Passive applicants, also known as passive candidates, are individuals who are not actively looking for a job but have the skills and qualifications that make them favorable recruiting prospects for a particular role.

Question 13

Internet Recruiting procces

Answer 13

Four common Internet methods
▪ Employer-based websites
▪ Normal website
▪ Company blogs
▪ YouTube

▪ Job boards (leading recruitment websites in 2020)
▪ Indeed
▪ Glassdoor
▪ Monster
▪ LinkedIn

Question 14

Job Fairs

Answer 14

▪ Multiemployer Job Fair
▪ May be college or Chamber of Commerce events

▪ Event or disaster affects local employment

▪ Many organizations in the same field (e.g., education)

▪ Organization job fair

Question 15

Special Populations ( people need to be treated equally)

Answer 15

▪ Historically Black colleges and universities (HBCUs)

▪ Targeted intern positions

▪ Highlighting organization’s openness to diversity in recruitment
materials

Question 16

Nontraditional Sources(fairs the come together to find people who might need that job)

Answer 16

▪ Chicago Police Department formed partnerships with local churches\

▪ IBM and Google developed recruitment strategies and such LGBTQIA+

supportive benefits as domestic partner benefits

▪ Jefferson County, Alabama sponsored a job fair for individuals previously
incarcerated

▪ Trucking companies hiring married couples

Question 17

Evaluating Recruitment Strategy Effectiveness( hint applicant)

Answer 17

Number of applicants

▪ Cost per applicant

▪ Cost per qualified applicant

▪ Number of individuals from

underrepresented groups and women
applicants

Question 18

Visualization: Evaluating Recruitment

Answer 18

involves presenting recruitment data in a visual format, such as charts, graphs, dashboards, and heatmaps

Question 19

Recruitment method parts of selecation

Answer 19

Realistic Job Preview (RJP): A method of presenting job candidates with an accurate and balanced portrayal of the job, including both positive and negative aspects.

Different Recruitment Sources Reaching Different Types of Applicants: Various recruitment methods (e.g., referrals, job boards, social media) attract different applicant demographics and skill sets.

Interpersonal Attraction:
Meaning: The degree to which people are drawn to one another, often influencing recruitment, team cohesion, and workplace relationships.

Question 20

Realistic Job Preview (RJP)

Answer 20

Honest assessment of a job

▪ Informed applicants lead to longer tenure

▪ Honest communication from organization

▪ Expectation-lowering procedure (ELP)

Question 21

Assessment Centers process (AC)

Answer 21

▪ An assessment “process”, not a place

▪ Involves assessment of many candidates

▪ Includes a variety of assessments such as interviews, group exercises,
psychometric tests

▪ Candidates assessed by trained individuals (assessors)

▪ Usually.. over 1 to 3 days

Question 22

Components of an AC

Answer 22

▪ Group exercises
▪ Team exercise
▪ Presentation
▪ Social situation

▪ Individual exercises
▪ Case questions
▪ In-tray
▪ Presentation
▪ Written report
▪ Role play
▪ Interviews: Structured /
Situational / BARS / Panel

Question 23

AC Competency-Exercise Matrix

Answer 23

is a tool used to assess and visualize the skills and competencies of individuals in an organization. It maps the AC exercises against selected competencies and helps identify strengths, areas of development, and training needs

Question 24

what does Assessment Centers do and what takes place with applicants)

Answer 24

▪ Overall performance is evaluated on the basis of a combination of all reports.

▪ Overall decision is not left to one (possibly) biased assessor.

▪ Applicants take part in a variety of exercises related to different aspects of the job.

▪ Observed by assessors during these exercises.

▪ Independent assessors use a systematic procedure to record and rate specific
behaviors.

▪ Pooled to come up with overall candidate ratings.

Question 25

why is Assessment Centers good?

Answer 25

Often done in large companies, as expensive & time consuming

▪ Found to be most valid and reliable of methods as a variety of assessment
methods.

▪ “Triangulation” of data (Searle, 2003)

▪ Applicants are usually positive about ACs - evident how the assessments
link together, to the job.

Process provides many ways to demonstrate
performance.

(Doyle, 2003)

Question 26

what do ACs Assersors do?
“Exercise Effect”

Answer 26

▪ Assessors are meant to rate each person on dimensions (e.g., skills, competencies, etc.)

▪ If they do this, we should see correlations between ratings of the same dimension in
different exercises (e.g., stress tolerance ratings should be similar across personality
inventory, presentation, & role play)

▪ Should be no correlation between ratings of different dimensions within the same exercise
(e.g., for Role play – stress tolerance, interpersonal skills, customer focus and problem
solving should not be correlated)

Question 27

Characteristics of Effective Employee Selection( hint Valid)

Answer 27

Share three characteristics:
▪ Valid
▪ Content validity
▪ Criterion validity
▪ Construct validity

▪ Reduce the chance of legal challenge
▪ Face validity
▪ Privacy
▪ Adverse impact
▪ Cost-effective

Question 28

The Foundations of Assessment (hint what makes sure there is Reliability)

Answer 28

Reliability: personnel selection is concerned with…
▪ Internal Consistency – how well the items in the assessment

instrument relate to each other (Cronbach’s Alpha, α)

▪ Inter-Rater Reliability – the degree to which different assessors
agree on their assessments of a job candidate

Question 29

Types of Validity
▪ Face ____
▪ Content ____
▪ Convergent: thinking is a cognitive process that narrow down options to find the best solution ____
▪ Divergent: organizational psychology can enhance decision making and performance, but need effective management to avoid negative implications____
▪ Construct: are mental syntheses of ideas and theories that cannot be physically touched or directly observed, but can still be inferred from behaviors ____
▪ Criterion / Predictive: how well a measurement tool corresponds to other established and valid measures of the same concept. It includes concurrent validity (existing criteria) and predictive validity (future outcomes).

Predictive validity is a variant of this paradigm, where scores should predict real-life outcomes. ____

Answer 29

A. Does it measure the attribute it is
supposed to measure

B. Does it look relevant to job experts

C. Does correlate with other job measures

D. Does it look relevant to the job
candidate

E. Does it correlate with job performance

F. Is it uncorrelated with non-relevant
measures

Question 30

Why are we choosing Assessment Methods

Answer 30

Acceptability to candidate: Methods are considered acceptable by applicants
when:

• reasons are given for the method
• the method is seen to be job-related
• non-invasion of privacy

Acceptability to management of company
Cost/benefit analysis: What does it cost? How long will it take?

• labor costs
• set-up
• equipment
• applicant
• advertising

Question 31

Popularity versus Criterion to finding Validity

Answer 31

Popularity
* Interviews 97%
* References 96%
* Application forms 93%
* Cognitive Ability Tests 91%
* Personality tests 80%
* Assessment centers 59%
* Biodata 19%
* Graphology 2.6%
* Astrology 0.5%

Criterion Validity
* Interviews (Struct. 0.51, not 0.31)
* References 0.26
* Application forms – no data
* Cognitive Ability Tests 0.51
* Personality tests 0.31
* Assessment centres 0.38
* Biodata 0.38
* Graphology 0.0
* Astrology 0.0

For more details: Robertson & Smith (2001) and Arnold (2005).
Cognitive Ability Test + Structured Interview = .63
Cognitive Ability Test + Work Sample= .63

Question 32

More about Interviews( people like it)

Answer 32

Most common selection method

▪ Interviewees and employers like it

▪ Can be as valid and reliable as other methods if done well (structures
and common FORs) and can be more cost effective.

Question 33

three different Interviews parts ( hint medium)

Answer 33

▪ Structure
▪ Unstructured
▪ Structured

▪ Style
▪ One-on-one
▪ Serial
▪ Return
▪ Panel
▪ Group

▪ Medium
▪ Face-to-face
▪ Telephone
▪ Videoconference
▪ Written

Question 34

best type of Interviews

Answer 34

Structured

▪ Include standard questions, often critical incident technique (CIT)Critical Incident Technique) , trained
interviewers (FOR)
(Focus on Results), systematic assessment and procedures to target key
skills and attributes.

▪ If too structured which can lead to artificial interactions

▪ For example - Doyle’s experience being asked questions designed for
graduates while he had 20 years of experience.

Question 35

Structured Interviews Advantages

Answer 35

Job-relatedness ensures fairness and legal defensibility:

Standardized Scoring: Promotes consistency and reduces bias.

Incremental Validity: Improves prediction of job performance.

Court Favorability: Structured methods are better accepted than unstructured ones

Question 36

Unstructured Interviews

▪

Answer 36

▪ They are:
▪ Unreliable
▪ Not valid
▪ Legally problematic

Because they:
▪ Are not job related
▪ Rely on intuition, “amateur psychology,” and talk show methods
▪ Suffer from common rating problems

Question 37

Common Unstructured Interview Questions

Answer 37

Why should I hire you?

▪ Where do you see yourself five years from now?

▪ What are your greatest strengths?

▪ What are your greatest weaknesses?

▪ What subject did you most enjoy in college?

▪ How would you describe yourself?

▪ Why are you interested in this job?

Question 38

Structured InterviewsOptimal and (why are they good)

Answer 38

▪ They are:
▪ Reliable
▪ Valid
▪ Not as prone to legal challenge

▪ Because they:
▪ Are based on a job analysis
▪ Ask the same questions of each applicant
▪ Have a standardized scoring procedure

Question 39

Creating the Structured Interview

Answer 39

Determine the KSAOs to tap in the interview

▪ Create interview questions

▪ Create a scoring key for interview answers

Question 40

Creating Interview Questions

Answer 40

Six types of interview questions:
▪ Clarifiers
▪ Disqualifiers
▪ Skill-level determiners
▪ Future-focused questions/situational questions
▪ Past-focused questions/patterned-behavior description interviews (PBDIs)
▪ Organizational-fit questions

Question 41

Clarifier Questions

Answer 41

▪ I noticed that you do not have an education section on your
resume, could you tell me about your educational background?

▪ I noticed a three-year gap between two of your jobs, could you
tell me a little about that?

▪ You were a bench hand at AT&T. What is that?

▪ Why did you leave your job at McDonald’s?

Question 42

that would get you Disqualifying Questions

Answer 42

Can you work at least one weekend a month?

▪ Can you work overtime without notice?

▪ Would you be willing to treat a patient with AIDS?

▪ Do you have a valid driver’s license?

Question 43

Past-Focused Questions

Answer 43

▪ When dealing with customers, it is inevitable that you will encounter an angry
customer. Tell us about a time when a customer was angry at you. What did
you do in that situation?

▪ The job of network engineer requires a good deal of customer service. Tell us
about your customer service experience.

▪ This job involves persuading employees to follow our safety rules. Tell us
about a time in the past when you had to persuade an employee to do
something.

Question 44

what can do in the Future-Focused Questions

Answer 44

Suppose that you were scheduled to work on Saturday. A friend calls on
Thursday and says that you get to use a condo at the beach for free—but it
has to be this weekend. What would you do?

▪ Imagine that you told a client that you would be there at 10:00 a.m. It is now
10:30 and there is no way you will be finished with your current job until 11:30.
You are scheduled to meet another client for lunch at 12:00 and then be at
another job at 1:15. How would you handle the situation?

Question 45

Skill Determiners( hint what you do can what you cant do)

Answer 45

▪ A customer brings you their checkbook and says that they cannot get it to
balance. What are they probably doing wrong? How would you explain the
error to them?

▪ A client calls and tells you that they have 10 computers in a 30’ by 100’
room and that they want to network the computers. What questions would
you ask? What parts would you need to compile to complete the task?

▪ Several months after installing the above network, the client calls and says
that nothing will print on the printer. What could be going on?

Question 46

Organizational-Fit Questions( hint what is best for you?)

Answer 46

▪ Under what type of supervisor do you work best? Is there a type of
supervisor for which you have trouble working?

▪ What type of work pace is best for you?

▪ Describe your sense of humor.

▪ Describe your experience working with a culturally diverse group of people.

Question 47

Types of Interviews (Situational) ( hint what the differce between good and bad)

Answer 47

▪ Intention predicts future behavior.
▪ Based on hypothetical situations and may be evaluated by predetermined answers
one would expect from good, average and poor candidates.

Example question
▪ Ex: You and your friends go camping in the Lake District for the weekend. As you are setting up you realize that the tent poles and pegs were left behind. What would you do.?

▪ Problems:
* May be verbal reasoning tests rather than tests of what the person would do.
* May be seen as offensive or illegal.
* May disadvantage new graduates without experience

Question 48

Types of Interviews Questions based on Competency-based / Behavioral (BARS):

Answer 48

o Past behavior predicts future behavior (PBDI).
o Focus on what you did in past situations.

o Ex: Describe a time in a job when you dealt with a particularly difficult co-worker. How did
you handle it?

o Issue(s):
▪ May be a verbal reasoning test rather than an indication of what the person would do.
Structured v. Unstructured interviews
Panel: A panel interview is a job interview that involves two or more members of a hiring team
vs. 1-1

Question 49

Functions of Interviews ( there only 2 things here)

Answer 49

▪ Assessment – As one of a battery of techniques used to identify the best
candidate.

▪ Mutual Preview – Can I work with this person? Can this person fit into the
team/organizational culture? May be as important as can this person do
the job.

Question 50

Biases in Person Perception(based on person u are interviewing, postive and negative people)

Answer 50

• Halo:
  see a person as positive and then only seeing their positive characteristics
  or aspects of their responses
• Horn:
  see a person as negative and then only seeing their negative
  characteristics or aspects of their responses
• Similar–to–me:
  1. holding ourselves up as the gold standard for the position;
  2. we like people who are similar to ourselves

Question 51

Biases in Person Perception( three types)

Answer 51

Stereotyping:
making prejudiced assumptions based on the applicants personal
or demographic background

• Self-Delusion:
  Believe that you are unaffected / immune by / from subjective bias
• Cognitive Overload
  Biases

Question 52

Scoring types for Interview Answers

Answer 52

Right/Wrong Approach: Evaluate if the answer is correct based on clear rules or criteria.

Typical Answer Approach: Provide a standard, commonly accepted response.

Benchmark Answers: Compare your answer to best examples or high standards.

Key Issues Approach: Focus on solving the most critical parts of the problem.

Question 53

what do you do in Structured Interview

Answer 53

▪ Build rapport
▪ Explain the process and the agenda
▪ Ask the questions
▪ Score the answer and take notes after each question
▪ Provide information about the job and the organization (e.g., salary,benefits,
climate)
▪ Answer interviewee’s questions
▪ End the interview on a pleasant note

Question 54

Surviving the Interview Process

Answer 54

Scheduling the interview

▪ Before the interview

▪ During the interview

▪ After the interview

Question 55

Psychometrics

Answer 55

in job applications refers to assessments that evaluate candidates’ cognitive abilities or personality trait.