Topic 5

Question 1

Employee selection

Answer 1

process of gathering information about job applicants in order to determine who should be hired for an available position

Question 2

benefits of new employee orientation and socialization.

Answer 2

helps the new employees gain a feeling of belonging and familiarity with the organization’s culture and climate, with much less chance of their ever feeling isolated or uncomfortable

Question 3

more likely to be job-related, and therefore, more effective and more likely to satisfy legal considerations.

Answer 3

What are the benefits of developing selection devices (tests) on the basis of a job analysis?

Question 4

criterion

Answer 4

a behavior associated with a successful job-holder

Question 5

“ultimate criterion” vs “actual criterion?”

Answer 5

ultimate criterion is a theoretical construct or abstract idea that can never actually be measured; includes the measurable factors that constitute a successful person

Question 6

reliability

Answer 6

the consistency or stability of a selection instrument (i.e., a predictor or criterion). This means that the instrument used, be it the results of a written test or impressions obtained during an interview, should yield the same estimate on repeated uses under identical conditions

Question 7

reliable selection process

Answer 7

employees are more likely to succeed in their jobs. In turn, if employees are successful in their jobs, the organization experiences less employee turnover, increased loyalty, and a positive work environment

Question 8

Validity

Answer 8

how accurately and precisely a measure assesses an attribute

Question 9

benefits of validity on selection tests

Answer 9

that future job performance is perfectly predictable from a job applicant’s score on a selection test.

Question 10

The result of poor validity of selection test

Answer 10

it would be impossible to predict on the basis of the test scores whether one job applicant would be a better performer than some other.

Question 11

empirical validity

Answer 11

how much a predictor relates to a criterion (some measure of job success); passing a welding test; strong grades in an hr class

Question 12

Describe content validity and provide an example.

Answer 12

it estimates the relevance of a predictor as an indicator of performance, without collecting actual performance information. Measures KSA’s need to perform job duties; typing test

Question 13

construct validity

Answer 13

requires demonstrating that a relationship exists between a selection procedure and a psychological trait or measure;

Question 14

Application blanks

Answer 14

seeks information about the applicant’s background and current situation

Question 15

Reference Checks

Answer 15

assume that performance in the past is a valid predictor of future performance

Question 16

Interviewing

Answer 16

useful for gathering factual background information about candidates, they are not great for making assessments because they are so subjective

Question 17

Background Checks

Answer 17

may include reference verification, criminal history, credit history (including bankruptcies), legal status, driving records, drug tests, military records, and employment records.

Question 18

“What does research teach us about the effectiveness of orientation and socialization?

Answer 18

Providing the individual with the information they need to fit into the organization

Question 19

content validity

Answer 19

When employers use a selection test that measures a specific skill on the job description, the test likely has _______________.

Question 20

construct validity

Answer 20

A company’s HR department gives all candidates for positions at the Senior Manager and above a personality assessment. When choosing the assessment, they need to ensure it has ____________.

Question 21

empirical validity

Answer 21

Daphne Cosmetics, LLC uses the industry-leading video assessment to screen potential salespersons. The test has been utilized for 10 years and predicts success on the job. This assessment could be described as having _______________.

Question 22

reliability

Answer 22

Dunham’s Blind Factory, a start-up company, has decided to assess eye-hand coordination in their selection process. The HR Manager crafts a script for the instructions to be given. This action will increase the assessment’s _________.

Question 23

reference checks

Answer 23

___________allows us to gather information from other people’s perspective on the candidate.

Question 24

applications

Answer 24

______________are an effective method for gathering a large amount of applicant biographical information for relatively little cost.

Question 25

orientation

Answer 25

__________ will help reduce turnover and increase productivity among the new employees.

Question 26

job analysis

Answer 26

The process for gathering information on the tasks, processes and functions that make up a position, that is then used to identify selection methods, is called _________.

Question 27

job specifications

Answer 27

The KSA’s necessary for the successful performance of the essential functions of a position is called ____________________

Question 28

background checks

Answer 28

Types of screening prior to job offer that assist in confirming information, such as drug tests, motor vehicle reports and credit reports are called _________.