Unit 4.2

Question 1

What is staretgic personnel selection?

Answer 1

the process of trying to predict the performance of a candidate

Question 2

what do you consider (crtieria) during perosnnel selection?

Answer 2

task & contextual performance

neglect & safety behaviours

counterproductive & productive behaviours

Question 3

why is personnel selection important?

Answer 3

• to imrpive org performance,
• distinguish employees with higher probability of success
• improve job-person fit

Question 4

when would you use tradition perosnnel selection (over strategic) ?

Answer 4

When the market (context) is constant

Question 5

when woudl you use startegic PS over tradition?

Answer 5

when the context is volatile (unpredictyable, changing)

Question 6

What are the 2 aspects that traditional PS focus on? & how do you assess these

Answer 6

Know how: Education, experience
Assess w - interviews, assessments

Able: Conditions, abilities, availability
Assess w - medical test, interview

Question 7

what are the extra comonents in STRATEGIC personnel selection aside form know hoiw & able? & how to measure

Answer 7

Can they learn? Improve? How fast? - cognitive ability, personality (cognitive tests, QRS, bhvrl int)

Do they want to do the job? integrity, customer-focus (references, integrity test)

Question 8

what are the 8 competencies needed in volatile settings?

Answer 8

Fast learner
adaptable/flexible
itegrity
service orientation in int/ext clients
teamwork (inc virtual(
innovation/creativity
languages
IT/communication skills

Question 9

what are the 4 branches of selection procedure

Answer 9

Personal Data
Skills tests
Interviews
Assesmments

Question 10

what are some types of skills tests

Answer 10

general mental skills
cognitive skills
psychomotor

Question 11

what are assessment centres?

Answer 11

discussion groups without a leader (in basket tests, presentations, simulations)

Question 12

what are the 2 psychometric criteria the selection method should meet?

Answer 12

Reliability
Criterion based validity

Question 13

what are the 6 non-psychometric criteria a selection method should meet?

Answer 13

• Face/Apparent validity
• Time for application & grading
• Assessment costs
• Material needs
• Application model: individual or group
• Evaluator confidence

Question 14

Why is a structured interview more favourable?

Answer 14

ITS more reliable & valid
Gives a good understanding of BEHAVIOURAL CONSISTENCY

Question 15

What information (6) can you gain from a structured behavioral interview?

Answer 15

• Academic training
• professional experience
• expectations
• personal interests/hobbies
• languages
• strengths & weaknesses

Question 16

What is behavioural consistency?

Answer 16

The idea that you can predict future behaviour from past behaviour
The most recent the behaviour, the higher the predictive value

Question 17

What are the 5 characteristics of an SBI?

Answer 17

• Questions are formulated upon critical incident
• All candidates are asked the same
• Evaluation scale w/ behavioural anchors
• Interviewers trained
• The selection decision is after all interviews are done