session 6

Question 1

What is SAP

Answer 1

• global software company
• recognises the value of hiring an autistic employee
• many people with ASD are unemployed besides being more intelligent

Question 2

steps of the selection process (5)

Answer 2

• screenning the applicants/resumes
• testing and reviewing work samples
• interviewing candidates
• checking references and backgrounds
• making a selection

Question 3

application tracking system

Answer 3

• automatic online selection for online applicants
• measures the performance of the hiring process
• helps determine if suitable candidates are being rejected

Question 4

Candidate experience

Answer 4

• critical determinant of the organizations reputation

Question 5

What makes a successful selection method (5)

Answer 5

• legal criteria
• reliable information
• valid information
• generalised information
• pratical value

Question 6

What are the legal standards

Answer 6

• selection must meet human rights and privacy requirements
• must be fair and unbiased

Question 7

what is an interview

Answer 7

• asses candidates about information related to the job

Question 8

Reliability

Answer 8

• measurement is free from error
• reliable measurements generate consistent values
• organisations use statistics (correlation)

Question 9

Validity

Answer 9

• relates to what the measure is trying to asses
• current employees are tested and then compared to previous test scores

Question 10

3 ways to measure validity

Answer 10

• criterion related validity
• content validity
  -construct validity

Question 11

Criterion related validity

Answer 11

• correlation between test scores and job performance
• researchers use either predictive validation or concurrent validation

Question 12

Content validity

Answer 12

consistency between test item and situations that occur on the job
experts write or evaluate test items

Question 13

Construct validity

Answer 13

used for tests that measure abstract qualities
association between construct and job sucess

Question 14

generalised information

Answer 14

selection method should be general

Question 15

Pratical Value

Answer 15

• selection method should produce useful information that is actually beneficial to the company
• interviewing and testing is costly

Question 16

Applications forms (benefits)

Answer 16

• low cost way to gather information
• contract information
• work experience
  -educational background
• applicants signature

Question 17

Resumes

Answer 17

• submitted by the applicant to introduce himself
  -applicants control content
• inexpensive way to gather information

Question 18

References

Answer 18

• names
  -may have legal issues
• contact info of people who can confirm their past job performance
• biased (applicants only choose people that would say good things about them)

Question 19

Background check

Answer 19

• verify that applicants are who they say they are
• there’s a lot of false information on resume’s
• should check criminal background
  -social media background

Question 20

Types of employment tests (6)

Answer 20

• physical ability
• cognitive ability
• job performance
• personality inventories
• honesty, alcohol, drug tests
• medical examinations

Question 21

Interviews types (6)

Answer 21

• non directive
• structured
• situational
• behavioural
• panel
• digital

Question 22

advantages of interviews

Answer 22

• provides evidence of communication and interpersonal skills
• gain insight of the candidates personality

Question 23

disadvantages of interviews

Answer 23

• costly
• can be low in validity
• risk of discrimination
• subjectively and potentially biased
• can be unreliable

Question 24

What makes a good interview

Answer 24

• standardised with prepared questions
• comfortable for the participant
• in a quiet space
• focused on the job
• enough time to discuss all topics related to the job and ask questions

Question 25

Selection decisions (2)

Answer 25

• multiple hurdle model (eliminates candidates at each stage)
  -compensatory model (a very high score on 1 assessment can make a low score on another)

Question 26

who makes the selection decisions

Answer 26

• Immediate manager
• Supervisor
  -HR specialist
  -Work team
  -Hiring algorithm

Question 27

Who communicates the decision

Answer 27

• HR department

Question 28

What should a job offer include

Answer 28

• job responsibilities
  -salary
  -work schedule
  -starting/ending date
  -etc