Selecting Human Resources Flashcards
Selection
The process of choosing individuals with the correct qualifications needed to fill jobs in an organization.
Placement
Fitting a person to the right job.
Person/job fit
Matching the KSAs of individuals with the characteristics of jobs.
Person/organization fit
The congruence between individuals and organizational factors.
Attraction selection-attrition (ASA) theory
Job candidates are attracted to and selected by firms where similar types of individuals are employed and individuals who are different quit their jobs to work elsewhere.
Selection criterion
Characteristic that a person must posses to successfully perform work.
Predictors of selection criteria
Measurable or visible indicators of selection criteria.
Correlation coefficient
Index number that gives the relationship between a predictor variable and a criterion variable.
Concurrent validity
Measured when an employer tests current employees and correlates the scores with their performance ratings.
Predictive validity
Measured when test results of applicants are compared with subsequent job performance.
Realistic job preview
Process through which a job applicant receives an accurate picture of a job.
Cognitive ability tests
Tests that measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities.
Physical ability tests
Tests that measure an individual’s abilities such as strength, endurance, and muscular movement.
Psychomotor tests
Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
Work sample tests
Tests that require an applicant to perform a simulated task that is a specified part of the target job.
Situational judgment tests
Tests that measure a person’s judgement in work settings.
Structured interview
Interview that uses a set of prepared, job-related questions that are asked of all applicants.
Behavioral interview
Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
Situational interview
Structured interview that contains questions about how applicants might handle specific job situations.
Stress interview
Interview designed to create anxiety and put pressure on applicants to see how they respond.
Nondirective interview
Interview that uses questions developed from the answers to previous questions.
Panel interview
Interview in which several interviewers meet with candidate at the same time.
Team interview
Interview in which applicants are interviewed by the team members with whom they will work.
Negligent hiring
Occurs when an employer fails to check an employee’s background and the employee injures someone on the job.
Negligent retention
Occurs when an employer becomes aware that an employee may be unfit for work but continues to employ that person, and the person injures someone.
PEO
Professional Employer Organization becomes the legal employer. The PEO than send appropriate employees to fill designated positions. The PEO handles all sourcing, recruiting, payroll, etc. for the employees.
Behavioral questions
Interview questions that ask candidates to relate how s/he handled a situation in the past. Past performance predictors for future performance.
Situational questions
Interview questions that ask candidates how s/he thinks s/he would react to a specific situation in the future.
ATS
Applicant Tracking Systems
