5.7 Selection Instruments Flashcards
Before selecting employees, how does an employer solicit additional information about a candidate?
Through application blanks (resumes and curriculum vitae), reference checks, interviews, and written tests.
What are application blanks?
Resumes, curriculul vitae or biographical information
What should not be requested on an application blank or interview ?
The name of a clergy-person as a reference
Whether one has children and who cares for them
Height and weight, unless specifically job-related
Marital status
Conviction record unless strongly related to the job
Nature of any military discharge
Age, color, sex, religion, national origin, or race
Sexual orientation
What is the procudure called when some information on the application is given more importance as a predictor of performance than is other information.
This procedure is called a weighted application blank (WAB).
How are reference checks done?
By calling, visiting, or writing to individuals whose names are provided by the applicant.
Why are some organizations hesitant about giving references?
because of possible defamation suits resulting from negative information
To prevent being held liable for injurious information the reference must
be true and include objective information and does not include opinion
Why are interviews not great for making assessments?
because they are so subjective
Which cues are most important for interviewers?
nonverbal cues
True or False: To be most effective, the information on an application is weighted to give more importance to some information.
True
To use the information on an application or resume in the most effective job-related way, organizations sometimes weight the information. That is, some information on the application is given more importance as a predictor of performance than is other information. In essence this procedure is called a weighted application blank (WAB). WABs can be extremely effective in predicting things such as turnover, and are often developed using multiple regression analysis.
One way to gather information is through reference verification, but many are hesitant to give references because of possible defamation suits. To avoid having a defamation lawsuit brought against the reference giver, what must they not include in the reference they give?
Opinionated information
Objective information
True information
Negative information that is objective
Opinionated information
True or False: Interviews are a good procedure for making assessments because they are so objective.
False
The interview remains one of the most popular methods of obtaining information. While interviews are a good procedure for gathering factual background information about candidates, they are not great procedures for making assessments because they are so subjective. In other words, a candidate with excellent potential may be a terrible interviewee and vice versa. Many organizations use interviews to help managers get a personal “feel” for a candidate. Another important part of the interview, which is often given more importance than verbal cues, are nonverbal cues. Because of this HR professionals should be sensitive to nonverbal cues.
When deciding not to hire an employee for a job because of a background check, the employer should do all of the following except what?
Tell the applicant they were not hired for the job, but not the reason
Keep a copy of the report and a copy of the applicant’s rights
Provide the applicant the reason for not hiring them
Give the applicant the name and address of the reporting agency
Tell the applicant they were not hired for the job, but not the reason
When tests are given to applicants, they should not…
Be valid
Show personal preferences
Be reliable
Provide the applicant with a sense of fairness
Show personal preferences
