Selection

Question 1

Selection

Answer 1

the process of choosing the individual best suited for a particular position and organization
from a group of applicants.
The goal is to properly match people with jobs and organizations.

Question 2

The Selection Process

Answer 2

1. Preliminary Screening
2. Review of Applications and Résumés
3. Selection Tests
4. Employment Interviews
5. Pre-Employment Screening: Background and Reference Checks
6. Selection Decision

Question 3

Characteristics of Properly Designed Selection Tests

Answer 3

● Reliability: Provides consistent results (i.e., test can identify competent applicants)
● Validity: Measures what it is supposed to measure (apply Targeted tests i.e., relevant to JD and
JS)

Question 4

Types of Employment Tests

Answer 4

● Cognitive ability tests – IQ tests
● Psychomotor abilities tests – ability to understand and follow instructions and perform motor
responses
● Personality tests – Big 5 personality profile: openness, neuroticism, conscientiousness,
extraversion, agreeableness
● Job knowledge tests – theoretical
● Job performance and Work-samples – practical

Question 5

Types of Interviews

Answer 5

● Unstructured – random questions
● Structured – each interview has the same questions
● Behavioral – focus on behaviors and attitude
● Situational – what the applicant did in a specific situation, how he/she resolve customer
complaints

Question 6

Methods of Interviewing

Answer 6

● One-on-one interview: Applicant meets one-on-one with interviewer
● Group interview: Several applicants interact in presence of one or more interviewers
● Board interview: Several firm representatives interview candidate at same time
● Multiple interviews: Applicants typically interviewed by peers, subordinates, and supervisors

Question 7

Potential Interview Problems

Answer 7

● Inappropriate questions (personal questions such as political or religion) - Basic rule: Ask only job-related questions
● Permitting non-job-related information
- If candidate begins volunteering personal information not related to job, interviewer
should steer conversation back on course
● Interviewer bias

Question 8

Types of Interview Bias

Answer 8

● Stereotyping bias (all people from a specific nationality are the same)
● Halo bias (tendency for impressions of a person, company, country, brand, or product in one area to positively or negatively influence decision)
● Contrast bias (judge two people while comparing them to each other instead of assessing them individually)
● Premature judgment bias (a judgment about a candidate during the first few minutes of the interview)
● Interview illusion bias (interviewers overrate their ability to interview)