Week 3 Selection Flashcards
What are the purposes of interviews?
They are an opportunity to assess job competencies (only those best suited to interview format).
Promote the organisation to the interviewee.
What are the limitations of interviews?
Interviews are prone to biases such as: stereotypes Halo effect Verbal fluency Attention to personality rather than competency Group effects/ internal politics.
What are the 4 different categories of personnel selection interviews?
Structural (structured/ unstructured)
Questions (Situational/Behavioural)
Interviewers (1-on-1/panel)
MMI
How does a structured interview differ from unstructured?
Unstructured interviews allow more flexibility and fewer constraints, but they increase the chance of missing relevant questions and there is little consistency between interviews. Also, they are a weak predictor of job performance.
Structured interviews are consistent, reliable, and valid. It also increases the ability to ask competency-relevant questions.
What is the difference between a single interviewer and a panel?
A single interviewer is less intimidating, cheaper, more flexible, and no negative/positive group effects, increase accountability for poor decisions, fewer people feel they had input, bigger impacts from interviewers biases, perceived bias/error harder to disprove (legal issues)
What is involved in multiple mini interviews
Multiple interview stations with one interviewer
Each station assess one competency
Candidates visit each station
What are the strengths of MMI’s?
Competency specific evaluation Less halo effect Reduced memory/context effects Eliminates interviewer group effects Efficient use of resources
What are the 5 types of interview questions?
General situational behavioural contrary/challenge knock out/problematic
What is the purpose of the selection process?
To fairly and effectively evaluate each candidate, to predetermined competencies.
What are general questions used for?
A starting point for discussion, that are easy and build candidates confidence. Remind the interviewer of background and context.
How are situational questions different from behavioural?
Situational are future-focused, while behaviour are past focused.
What is an issue with situational questions?
It assumes that intentions predict behaviour, but this isn’t true.
What are the 3 components of behavioural questions?
Antecedent (tell me about a situation in which)
Behaviour (What did you do)
Consequence (What was the result?)
What is another acronym for ABC?
ST (situation/task)
A (action)
R (result)
What makes behavioural questions so good?
They are derived from a list of key competencies
Appropriate answers determined by SME’s
Past behaviour are the best predictor of future behaviour
Hard to lie/fake good.
What is the difference between and contrary question and a challenge question?
A challenge question is used when a candidate has misunderstood your question. Use it to clarify what you are asking. (this suggests there may be an issue with your question)
A contrary question is used to assess our forming negative beliefs of the candidate. We would ask a question in the opposite to try and get them to disprove this belief.
Are K.O q’s good or bad?
They are bad. They don’t clearly measure competencies we are interested in, they are hard to interpret/evaluate.
They should be avoided at all costs.
What are the two meanings of K.O. q’s?
Unexpected hard to answer questions.
questions to eliminate inappropriate people (how much travel are you willing to do for this job?)
How do we know what answers should be given?
We use JA to decide what competencies best fit the job.
What do we need to be careful of in interviews?
Covering competencies that are better covered in other ways.
What are the strengths and weaknesses of resumes?
Strengths: wide applicability, cheap to obtain and process, minimal training to interpret, moderate validity.
Weaknesses: no standard formatting, can be hard to find relevant information, irrelevant info distraction, style influences perception of content.
What are the strengths and limitations of application forms?
Strengths are similar to resumes, except they are more standardised, and relevant info easy to find.
Limitatiions are to do with restrictions of freedom and technical aspects of online application. Also, that it is usually done alongside a resume.
What are the strengths and weaknesses of biodata?
Can create a data base of previous applicants and assess performance to that. Compare new applicants to this.
Not great for legal basis
What are two types of individual-administered GMA tests?
Stanford-Binet, WAIS
What are four type of group-administered GMA tests?
ASVAB, GATB, Raven’s progressive matrices, wonderlic.
What are the strengths of using GMA testing?
GMA may allow people to learn faster, use existing knowledge better, apply principles to solve novel problems. It is also cheap and easy.
What are some limitations of using GMA testing?
Specific abilities not measured, may overemphasise g.
Fairness and adverse impacts (cultural)
What is the difference between an aptitude and a ability test?
Aptitude measures potential to do something new.
Ability measures things you can already do.
Why would you use an aptitude test over an ability test?
If the person is inexperienced we need to use an aptitude test.
What is a work sample test?
sample of work similar to real world situation.
What are the benefits and limitations of assessment centres?
Uses multiple methods to assess competencies. Popular with manager selection
It is expensive and time consuming.
What do integrity tests aim to do and what are two types?
identify the potential for engaging in incivility.
Covert and Overt
What is a problem with integrity tests?
Content validity problems (what is being measured?)
Predictive validity problems (what’s the criterion)
What are resumes, psychometric tests and assessment and work sample tests good for? Think which stage of selection.
Resumes and application are good for shortlisting.
Psychometric tests are good for preliminary selection phase.
Assessments centres and work sample tests are good for showing competencies.
