2 selective selection

Question 1

what is job analysis

Answer 1

is job analysis procedures are designed to describe a job and what is needed in order to perform it well.

• describes the tasks and responsibilities of the job
• includes info what particular behavioral characteristics the job holder should have
• tech/equipment used
• working conditions
• the position within the organization
• the analysis also looks at previous work experience, technical qualifications, level of general intelligence and specific cognitive abilities
  e.g.
• questionnaire
• survey
• work records

Question 2

what is criterion validity + what are the two types of validity within it?

Answer 2

criterion validity:

predictive and concurrent validity

Question 3

what is construct validity + what are the two types of validity within it?

Answer 3

construct validity

convergent and divergent (discriminant) validity

Question 4

impression management

Question 5

how does adverse impact relate to fairness

Question 6

name 5 of the most important selection methods

Answer 6

• job interviews
• psychological tests
• biodata
• work samples
• assessment centers

Question 7

user acceptance

Question 8

unstructured vs unstructured interviews

Question 9

behavioral vs situational interviews

Question 10

intelligence tests

Question 11

personality tests

Question 12

impression management

Question 13

biodata

Question 14

work samples

Question 15

assessment centers

Question 16

What is the main difference between predictive and concurrent validity?

Question 17

What is the difference between a behavioral and a situational job interview?

Question 18

what are the two main principles of selection procedures?

Answer 18

1. There are individual differences between people in skill & personal qualities. so the purpose of the selection process is to match the most compatible person for the job.
2. it is believed that Future behavior is predictable
   Goal of selection procedures = match people to jobs & estimate future job performance

Question 19

what are 2 theories that influence the personnel selection assessment (PSA)

Answer 19

the predictivist perspective and the constructivist perspective

Question 20

predictivist perspective
- person job fit
- predictors

Answer 20

• person job fit is the maximum priority (the most suitable candidate gets the job)
• candidates do not get a say in selection, only the recruiting organization
• predictors: pieces of evidence that show how the candidate has acted currently or in the past

Question 21

constructivist perspective

Answer 21

the attributes of employees are the most relevant factors
-emphasizes that the organization and the candidates have a say in the selection procedure.
viable psychological contract:
- these are made by both employers and employees together in meetings
- people expect to give and receive specific things from each other
the selection process is usually social interactions that make an opportunity for both parties to see if theyre a good fit for each other

Question 22

prediction by SPA