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HR > Selection > Flashcards

Selection Flashcards

1
Q

What is the primary goal of the employee selection process?

A

To maximize hits and avoid misses.

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2
Q

Define what selection is

A

Choosing individuals who have the relevant qualifications to fill existing or projected job openings.

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3
Q

What methods do managers use in the selection process?

A
  • Interviews
  • References
  • Pre-employment tests
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4
Q

What does KSAO stand for in the context of employee selection?

A

Knowledge, Skills, Abilities, and Others.

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5
Q

What is the first step in the selection process?

A

Completion of application.

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6
Q

Which step comes after the initial interview in the HR department?

A

Employment testing (aptitude, achievement).

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7
Q

What is conducted after preliminary selection?

A

Supervisor/team interview.

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8
Q

True or False: An applicant can be rejected at any step in the selection process.

A

True.

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9
Q

What type of information do companies gather about applicants?

A
  • Resumes
  • Tests
  • Interviews
  • Background investigations
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10
Q

What is the purpose of reference checking in the selection process?

A

To obtain information about applicants.

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11
Q

Fill in the blank: The selection process aims to measure applicant _____ against the attributes required for the job.

A

KSAO.

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12
Q

What is the last step in the selection process?

A

Hiring decision.

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13
Q

What are the first steps in selection testing?

A
  1. Identify Potential Techniques
  2. What is the quality of the test?
  3. Does each test add value?

These steps are crucial for effective employee selection.

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14
Q

What are some methods of selection testing?

A
  • Cover letters and résumés
  • Application forms
  • Interviews
  • Reference checks
  • Job knowledge tests
  • Work sample tests
  • Cognitive ability tests
  • Honesty and integrity tests
  • Assessment centres

These methods help evaluate candidates during the selection process.

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15
Q

What are the two key qualities of a test in selection?

A
  • Reliability
  • Validity

Both qualities are essential for ensuring the effectiveness of selection tests.

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16
Q

Define reliability in the context of selection testing.

A

The degree to which interviews, tests and other selection procedures yield comparable data over time.

Reliability is measured on a scale from 0 to 1.

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17
Q

Define validity in the context of selection testing.

A

The degree to which a test or selection procedure measures a person’s attributes and predicts future behaviour.

Validity is also measured on a scale from 0 to 1 and requires reliability to be established.

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18
Q

What is the relationship between valid selection procedures and employee performance?

A

Using valid selection procedures leads to increases in employee performance and bottom-line value for organizations.

This highlights the importance of effective selection methods.

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19
Q

What does ‘test-retest’ refer to in reliability?

A

Stability over time; measures the consistency of results when you repeat the same test on the same sample at a different point in time.

This method helps assess the reliability of a test.

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20
Q

Fill in the blank: A test’s reliability is measured on a scale from _______.

A

[0 to 1]

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21
Q

Fill in the blank: A test’s validity is measured on a scale from _______.

A

[0 to 1]

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22
Q

True or False: Reliability is not necessary for a measure to have validity.

A

False

Reliability is required for a measure to have validity.

23
Q

What is the purpose of selection testing?

A

To predict how well a person will perform in the job.

This objective is crucial for making informed hiring decisions.

24
Q

What aspects must be safeguarded during testing?

A

The privacy of the applicant.

Legal and ethical considerations are important in selection testing.

25
Q

What does internal consistency measure in a test?

A

The degree test measures a single construct

Internal consistency is often assessed using methods like Split Half or Cronbach’s alpha.

26
Q

What does inter-rater reliability refer to?

A

Correspondence between multiple raters’ agreement among two or more raters

It is crucial for ensuring that different evaluators give similar assessments.

27
Q

What is content validity?

A

Extent to which a selection instrument adequately samples the knowledge and skills needed to perform particular job tasks

Evaluated by SMEs and assessed by job applicants.

28
Q

What are the two types of validity evaluated by experts?

A
  • Construct Validity
  • Content Validity

Construct validity measures a theoretical construct or trait.

29
Q

What is criterion-related validity?

A

The extent to which a selection tool predicts or significantly correlates with important elements of work behavior

It includes concurrent and predictive validity.

30
Q

Define concurrent validity.

A

Extent to which test scores correlate with criterion data obtained around the same time from current employees

This type of validity assesses the relationship between test scores and current performance.

31
Q

Define predictive validity.

A

Extent to which applicants’ test scores predict criterion data obtained after they have been on the job for some time

It assesses how well a test forecasts future job performance.

32
Q

What validity coefficient indicates a valid predictor?

A

r = 0.80

A higher value indicates a stronger correlation between the predictor and criterion.

33
Q

What does a performance validity coefficient (r) of greater than 0.5 indicate?

A

Great prediction

This suggests a strong correlation between the test scores and job performance.

34
Q

What range of validity coefficient indicates a good predictor?

A

0.3 < r < 0.5

This range suggests a moderate correlation.

35
Q

What does a validity coefficient (r) of less than 0.3 indicate?

A

Not great prediction

This indicates a weak correlation between the predictor and criterion.

36
Q

What is the purpose of selection in the context of minimizing errors?

A

To minimize errors in predicting job performance

This involves using valid predictors to ensure better hiring decisions.

37
Q

What is Incremental Validity?

A

The degree to which the validity of the total selection method increases with each new test

Incremental validity measures how much additional value a new selection test adds to the overall selection process.

38
Q

Define Utility in the context of employee selection.

A

The degree to which information from the selection method enhances bottom-line effectiveness

Utility reflects the profitability and operational efficiency of the selection method.

39
Q

What is the primary goal of interviews in the selection process?

A

To increase the accuracy of the selection process

Interviews aim to gather relevant information about candidates to make informed hiring decisions.

40
Q

What characterizes Nondirective/Unstructured Interviews?

A

The applicant is allowed maximum freedom in determining the course of the discussion

The interviewer asks unstandardized open-ended questions with no planned response codes.

41
Q

What are Structured Interviews?

A

Interviews that use standardized questions with an established set of answers

Structured interviews enhance reliability and validity compared to unstructured formats.

42
Q

What is a Situational Interview?

A

An interview where the applicant is given a hypothetical incident and asked how they would respond

This approach assumes that intentions predict actual behavior.

43
Q

What is a Behavioral Interview?

A

An interview that asks applicants about what they did in a given situation

This method relies on the assumption that past behavior is the best predictor of future behavior.

44
Q

What is a key legal consideration in the selection process?

A

Hiring based on up-to-date job analysis

Legal hiring practices should include valid predictors of performance and comply with human rights and equity legislation.

45
Q

What is the Clinical Strategy in making hiring decisions?

A

Subjective evaluation of all information and making an overall judgement

This strategy involves personal judgement by those making the selection decision.

46
Q

What does the Statistical Approach involve in the hiring process?

A

Using a formula that includes all valid predictors and hiring candidates with the highest score

This approach is more objective than the Clinical Strategy.

47
Q

What is the Multiple Hurdle Approach?

A

A sequential strategy where only applicants passing the cutoff score at an initial evaluation stage advance to the next stage.

48
Q

True or False: In the Multiple Hurdle Approach, all applicants continue to the next stage regardless of their scores.

A

False

49
Q

What is Banding in employee selection?

A

A method where multiple predictors are used, and applicants within a range of scores are considered equal.

50
Q

Fill in the blank: The Multiple Hurdle Approach consists of multiple _______ until making it to the top choice.

A

hurdles

51
Q

What happens to applicants who do not pass the cutoff score in the Multiple Hurdle Approach?

A

They do not advance to the next stage.

52
Q

List two key features of the Multiple Hurdle Approach.

A
  • Sequential strategy
  • Cutoff scores for advancement
53
Q

What are the steps in the selection process

A
  1. Completion of application
  2. initial interview
  3. Employment testing
  4. Preliminary selection
  5. Supervisor/ team interview
  6. Background check
  7. Hiring decision

HR (3 decks)

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