ch 7: selection Flashcards

Question

what are the different subgroups for differential validity?

Answer 1

* males * women * vicible minorities * persons with disabilities * aboriginal people

Answer 2

1. intelligence (IQ) tests 2. emotional intelligenct (EI) tests

Answer 3

* general intellectual abilities * verbal * comprehension * inductive reasoning * memory * numerical ability * perception * spatial visualization * word fluency * a derived score, reflecting the extent to which the person is above or below the “average” adult’s intelligence score

Answer 4

* measure a person's ability to monitor own emotions and those of others * use that knowledge to guide thoughts and actions * self-awareness, motivation, empathy, social awareness * **limited** evidence to support the validity * Someone with a high emotional quotient (EQ) is self-aware, can control his or her impulses, is self-motivated, and demonstrates empathy and social awareness

Answer 5

Tests that measure an individual’s aptitude or potential to perform a job, provided he or she is given proper training

Answer 6

* tests of **motor** and **physical** abilities * work sampling * **achievement** tests * **micro**-assessments

Answer 7

* ensure tests do not violate human rights legislation

Answer 8

* measures **job performance directly** where the applicant performs key tasks

Answer 9

* list all the possible tasks that jobholders would be required to perform * key tasks are identified * the applicant then performs the key tasks, and his or her work is monitored by the test administrator, who records the approach taken * the work-sampling test is validated by determining the relationship between the applicant's scores on the work samples and their actual performance on the job * the employer can begin using it for selection

Answer 10

* measure what a person had learned through education, training, or experience * widely used in selection

Answer 11

* verbal, paper-based, or computer-based questions and exercises that cover a range of activities required on the job * Exercises are simple to develop because they are taken directly from the job.

Answer 12

1. personality tests 2. interest inventories

Answer 13

* measure basic aspects of personality * can help companies hire more effective workers * The use of such tests for selection assumes that it is possible to find a relationship between a measurable personality trait and success on the job * ex: Myers-Briggs Type Indicator, The Big Five

Answer 14

* compare candidate's interests with those of people already in various occupations * A good fit may lead to success on the job * If the firm can select people whose interests are roughly the same as those of high-performing incumbents in the jobs for which it is hiring, the new employees are more likely to be successful.

Answer 15

* medical examinations * substance abuse tests * polygraph tests

Answer 16

* determine that the applicant meets the **physical** requirements of the job * establish a **baseline of health** for future * reduce **absenteeism and accidents** by identifying health issues

Answer 17

1. To determine that the applicant qualifies for the physical requirements of the position and, if not, to document any accommodation requirements 2. To establish a record and baseline of the applicant’s health for future insurance or compensation claims 3. To reduce absenteeism and accidents by identifying any health issues or concerns that need to be addressed, including communicable diseases that the applicant may have been unaware

Answer 18

substance abuse tests

Answer 19

* involves using a series of controlled questions while simultaneously assessing physiological conditions of individuals such as blood pressure, pulse, respiration, and skin conductivity, with the assumption that deceptive responses produce different physiological responses than truthful responses * widely rejected as not being able to provide valid and reliable results

Answer 20

* a comprehensive and systematic procedure * assess candidate's management potential * use realistic exercises, group discussions, games, objective testing, presentations, and interviews

Answer 21

* an in-basket exercise * a leaderless group discussion * management games * individual presentations * objective tests * an interview

Answer 22

Each candidate is faced with an accumulation of reports, memos, messages from incoming phone calls, letters, and other materials collected in the in-basket of the simulated job that he or she is to take over and is required to take appropriate action

Answer 23

* A leaderless group is given a discussion question and told to arrive at a group decision. * The raters evaluate each candidate’s interpersonal skills, acceptance by the group, leadership ability, and individual influence.

Answer 24

* Participants engage in realistic problem solving, usually as members of two or more simulated companies that are competing in the marketplace.

Answer 25

oral presentations on an assigned topic, each participant’s communication skills and persuasiveness are evaluated.

Answer 26

Candidates may be asked to complete paper-and-pencil or computer-based personality, aptitude, interest, or achievement tests.

Answer 27

* designed to predict future job performance * assesses applicant's responses to questions * may reveal gaps in the information provided on application forms and resumes * supplements results of any tests

Answer 28

* assessing applicants’ **qualifications** and observing relevant aspects of applicants’ **behavior** * ex: verbal **communication skills**, degree of **self-confidence**, and **interpersonal** skills * providing candidates with information about the job and **expected duties** and **responsibilities** * **promoting** the organization and highlighting its attractiveness * determining how well the applicants would fit into the organization

Answer 29

* present positive image * market positive attributes * gather information about the job * explore career opportunities * learn about the work environment

Answer 30

* unstructured interview * structured interview * mixed (semi-structured) interview

Answer 31

conversational style that pursues points of interest as they come up * Unstructured interviews generally have low reliability and validity

Answer 32

* questions and acceptable responses are specified in advance * responses are rated for appropriateness of content * takes away flexibility to pursue points of interest * generally high in validity and reliability * does not provide the flexibility to pursue points of interest as they develop, which may result in an interview that seems quite mechanical to all concerned.

Answer 33

* combination of unstructured and structured interviews * popular and realistic approach that yields comparable answers and in-depth insights

Answer 34

* **situational** interview * **behavioural** interview

Answer 35

asks a series of job-related questions that focus on how the candidate would behave in a given situation

Answer 36

asks a series of job-related questions that focus on relevant past-job related behaviours * AKA behaviour description interview (BDI)

Answer 37

* unstructured sequential interview * structured sequential interview * virtural interview * panel interview * mass interview The majority of interviews are sequential, face to face, and one on one.

Answer 38

applicant is inteviewed by several people in sequence * each interviewer may look at the applicant from his or her own point of view, ask different questions, and form an independent opinion of the candidate.

Answer 39

uses standard evaluation for all interviewers and ratings are compared before the hiring decision is made * AKA serialized interview

Answer 40

technology based; reduces costs * the use of videoconferencing can have an impact on how interviewers rate or perceive interviewees.

Answer 41

several people from various positions in the organization at the same time * An interview in which a group of interviewers questions the applicant. * including an HR representative, the hiring manager, and potential co-workers, superiors, or reporting employees

Answer 42

a panel of interviewers simultaneously interviews several candidates * The panel poses a problem to be solved and then sits back and watches which candidate takes the lead in formulating an answer.

Answer 43

* poor planning * snap judgements * negative emphasis * halo effect * poor knowledge of job by interviewers * contrast error * influence of non-verbal behaviour * too much or too little talking * similar-to-me bias

Answer 44

* Lack of planning often leads to a relatively unstructured interview, in which whatever comes up is discussed * end result may be little or no cross-candidate job-related information * the less structured the interview is, the less reliable and valid the evaluation of each candidate will be.

Answer 45

* interviewers tend to jump to conclusions * the interview begins based on the candidates’ test scores or résumé data * snap judgments are not accurate or reliable in the selection process and should be avoided.

Answer 46

* interviewers seem to have a consistent negative bias * more influenced by unfavourable than favourable information about the candidate

Answer 47

* A positive initial impression that distorts an interviewer’s rating of a candidate because subsequent information is judged with a positive bias. * the interviewer may not seek contradictory information when listening to the candidate’s answers to the questions posed or may interpret/frame all responses positively.

Answer 48

* Interviewers who do not know precisely what the job entails and what sort of candidate is best suited for it * Interviewers who have a clear understanding of what the job entails conduct more effective interviews

Answer 49

* An error of judgment on the part of the interviewer because of interviewing one or more very good or very bad candidates just before the interview in question. * rating influenced by previous candidate

Answer 50

* Interviewers are influenced by the applicant’s nonverbal behaviour, and the more eye contact, head moving, smiling, and other similar nonverbal behaviours, the higher the ratings. * often tied to ethnicity

Answer 51

* asking leading questions or guiding the candidate to the expected answer * Leading questions are not always so obvious. Subtle cues regarding the preferred response, such as a smile or nod, are also forms of leading

Answer 52

* If the applicant is permitted to dominate the interview, the interviewer may not have a chance to ask his or her prepared questions and often learns very little about the candidate’s job-related skills. * use the 30/70 rule * encourage the candidate to speak 70 percent of the time, and restrict the interviewer speaking to just 30 percent of the time

Answer 53

* Interviewers tend to provide more favourable ratings to candi-dates who possess demographic, personality, and attitudinal characteristics similar to their own, regardless of the value of those characteristics to the job * can cause a lack of diversity in the organization

Answer 54

* planning * establishing rapport * asking **right** questions * asking **appropriate** questions

Answer 55

* **who** will be involved, **where**, what **questions** * Before the first interview, agreement should be reached on the procedure that will be followed. * special planning is required when assessing candidates with disabilities

Answer 56

* defuse **tension** * The candidate should be greeted in a friendly manner and put at ease

Answer 57

* develop in **advance** * should be asked in order. * Interviewers should listen carefully, encourage the candidate to express his or her thoughts and ideas fully, and record the candidate’s answers briefly but thoroughly

Answer 58

* knowledge and experience - problem solving * intellectual factors - education, test results, complexity of tasks in previous jobs * motivational factors - likes and dislikes, energy levels * personality factors - interpersonal relationships

Answer 59

* allow candidate to ask questions, promote firm and position, outline next steps and timelines

Answer 60

* rate interview performance by each interviewer immediately

Answer 61

* criminal record check * independent verification of educational qualifications * verification of previous employment * performance related references from past supervisors * credit check for financially sensitive positions * verify accuracy of information provided by candidate on resume and application form

Answer 62

* **qualified privilege** protects the reference giver if they provide negative information as long as it is **honest and fair** * the doctrine of qualified privilege generally protects the reference giver, even if negative information is imparted about the candidate * **negligent misrepresentation** may be present in overly positive references * ex: an overly positive reference describing an employee dismissed for theft as “trustworthy” can be considered negligent misrepresentation * **no reference** policy confirms only position held and date of employment * due to concerns about the possibility of civil litigation * applicant give **written** permission for reference checking * information in **public** domain does not need permission

Answer 63

* usually conducted after pre-screening * supervisor knows technical aspects of job * can provide more realistic job previews * has to work closely with an feel comfortable with the person * tends to increase commitment and responsibility for the new hire * increases chances of success on the job

Answer 64

* A strategy used to provide applicants with realistic information—both positive and negative—about the job demands, the organization’s expectations, and the work environment. * purpose is to create **appropriate expectations** about the job demands * details the organization's **expectations** about the job * familiarizes the work environment * leads to **improved job satisfaction, reduced turnover, and enhanced communication**

Answer 65

* HR combines information from all selection techniques and sources * **immediate supervisor** makes the final decision * statistical strategy is an objective technique used to determine who gets the job offer * job offer is made **in writing** an clearly specifies **important terms and** conditions of employment * give reasonable time for applicant to respond

Answer 66

A more objective technique used to determine whom the job should be offered to; involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression

ch 7: selection Flashcards

(90 cards)