Selection Flashcards
What is selection?
The process of deciding which candidate to hire. The aim to identify the candidate who presents the highest probability to obtain work performance.
What is emphasis in the selection process on?
- Prediction of job performance
- Assessment and evaluation
- Use of various techniques to assess candidates
What are the key assumptions of the selection process?
- Assuming they will be good as soon as they are hired
- Assuming the selection methods are predicting future job performance - assuming they have high predictive validity
What is job performance a function of?
Ability x Motivation
Which methods are most used by UK companies?
- Competency based interviews
- Interviews following CV/application forms
- Tests for specific skills
- General ability tests
- Assessment centres
Is selection a two or a one way process?
Two way process between the candidate and organisation
What are initial selection methods?
- Application form
- Resume/CV/Cover letter
- Education
- References: letters, reference checks, background testing
- Initial interviews: phone interviews
What is a resume?
A one or two page summary of your skills, experience and education. It is brief and concise.
What is a CV?
Includes a summary of educational and academic backgrounds as well as teaching and research experience, publications, presentations, awards, honours, affiliations, and other details. In Europe, Middle East, Africa or Asia employers expect to receive a CV.
How can you spot a fraudulent CV?
- May be too many gaps
- People lie about length of work
- Name might be fake
- Job history might be vague
- Might lie about criminal history
- Degree might not be real
- Might not put results to qualifications
- Might put that they overachieved
What are examples of substantive assessment centres?
- Selection interviews
- Psychometric tests: personality, ability, integrity and emotional intelligence tests
- Work samples
- Assessment centres
What is reliability?
The consistency of measurement of an attribute. It is the degree to which a measure is free from random error and yields dependable consistent results.
What is validity?
The degree to which a test or selection procedure measures a person’s attributes. Measuring what it intends to measure. It is dependent on reliability, reliability places an upper limit on possible validity.
What is predictive validity?
We assess the measurement of a method’s ability to predict something that it should theoretically be able to predict. How well it predicts future performance.
What is content validity?
It means the content of the test must accurately and adequately reflect the content of the phenomenon investigated. It is the extent to which the test samples the knowledge and skills needed to perform a particular job.
How does work sample relate to cost and validity?
High cost to develop and administer, high validity
How do structured interviews related to cost and validity?
High cost to develop and administer and high validity
How do assessment centres related to cost and validity?
High cost to develop, high to administer and moderate to high validity
How do cognitive ability tests relate to cost and validity?
Low cost to develop and administer, high validity
How do personality tests relate to cost and validity?
Low cost to develop and administer and low to moderate validity
How can selection interviews be purposeful?
They need to have purposeful conversations: planned, directed and controlled. Focus on content, contact and control. Finding out how well KSAOs fit hob specifications.
What are the overall aims of an interview?
- Collect info
- Provide info
- Include human and ritualistic aspects
What is the structure of an interview according to Armstrong and Taylor (2014)?
Beginning (5%)
- Put candidate at ease
- Set the context and explain plan
- Preliminary assessment
Middle (80%)
- Biographical - check info
- Competence based - systematic comparison
- Problem solving/scenario
Closing (15%)
- Ask if questions
- Future actions - communications
How can you prepare to give a job interview?
Familiarise with candidate KSAOs, competencies, qualifications, experience special requirements etc
