Selection

Question 1

Selection

Answer 1

Process of choosing the individual best suited for a position from a group of applicants

Question 2

Selection Goals

Answer 2

• Accurate Prediction
• Positive Applicant Reactions
• No adverse impact
• Low costs

Question 2

Reliability

Answer 2

Provide stable, consistent, and repeatable results

Question 3

Validity

Answer 3

Enable accurate inferences to be drawn

Question 4

Test Validation Approaches

Answer 4

• Criterion-related validity
• Content validity

Question 5

Criterion-related validity

Answer 5

Comparing scores on selection method to criteria like job performance, retention, etc.

Question 6

Concurrent Validity

Answer 6

Comparing a measurement with a measure that is already known to be valid

Question 7

Predictive Validity

Answer 7

The extent to which a score on a scale or test predicts scores on some criterion measure

Question 8

Selection Tests

Answer 8

• Reliable and accurate
• Low cost

Question 9

Interviews

Answer 9

• Can be reliable and accurate means of selecting qualified candidates
• Moderately high costs
• Everyone expects to be interviewed

Question 10

Cognitive Ability Tests

Answer 10

• High validity
• Universal predictor
• Cheap
• Smarter people tend to be better workers

Question 11

Personality Tests

Answer 11

• Self-reported measures of traits,
  temperaments, or dispositions
• Low validity
• No adverse impact

Question 12

Job-Knowledge tests

Answer 12

• Low to mod validity
• low to mod adverse impact
• positive applicant reactions if relation to job is clear

Question 13

Work Sample

Answer 13

• Performs a set of tasks representative of the job
• Mod to high validity, low adverse impact, and positive applicant reactions
• Expensive

Question 14

Situational Judgment Tests

Answer 14

• Given hypothetical questions and asked to choose course of action
• Mod validity

Question 15

Structured Interviews

Answer 15

• Same questions
• Questions based on job analysis
• Detailed notes
• Trained Interviewers

Question 16

Unstructured Interviews

Answer 16

• Unplanned
• Questions based on interviewer hunches
• Subjective questions
• Interview forms opinions quickly
• Untrained Interviewer

Question 17

Two Types of Structured Interviews

Answer 17

Situational: Assesses applicants’ ability to project their behavior to future situations

Experience-based: Assesses past behaviors linked to prospective job performance

Question 18

Methods of Interviewin

Answer 18

• One-on-One Interview
• Group Interview
• Board Interview
• Sequential (multiple interviews)
• Video Interview

Question 19

Interviewer Errors

Answer 19

• Stereotyping Bias
• Halo Bias
• Negative Emphasis (horn error)
• Contrast bias
• Premature judgment bias

Question 20

Halo Bias

Answer 20

Occurs when interviewer has a positive impression of an applicant that it influences them

Question 21

Negative Emphasis

Answer 21

Overweighing negative information that it’s more informative

Question 22

Contrast Bias

Answer 22

When one average applicant looks good because past applicants were terrible

Question 23

Premature judgment bias

Answer 23

Interviewer makes judgment about candidates in the first few minutes of interview

Question 24

Balancing Act

Answer 24

Some standards used in background investigation have the potential to violate equal employment opportunity and affirmative action laws