Ch 6: Selection Flashcards
Define Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Define Job Analysis
The process of analyzing jobs to develop job descriptions and specifications
Define job specifications
Identifies the individual competencies employees need for success—the knowledge, skills, abilities, and other factors (KSAOs) that lead to superior performance
What are the selection process steps?
-Completion of application
-Initial interview in HR department
-Employment texting (aptitude, achievement)
-Background investigation
-Preliminary selection in HR department
-Supervisor/team interview
-Hiring decision
Define reliability (info)
The degree to which interviews, tests, and other selection procedures yield comparable data over time
Define Interrater reliability
Agreement among two or more raters—is one measure of a method’s consistency
Define validity (info)
The degree to which a test or selection procedure measures a person’s attributes
ex. Should be able to predict how well someone does
What is initial screening
The initial pieces of information for screening candidates include cover letters, résumés, applications, and social media.
How do companies speed up evaluation process for applications?
Use software to scan resumes
What is a video resume?
Short video clips that highlight applicants’ qualifications beyond what they can communicate on their résumé
What are the purposes of an application form
-Provide information for deciding whether an applicant meets the minimum requirements for experience, education, and so on
-Provide a basis for questions the interviewer will ask about the applicant’s background
-Offer sources for reference checks
Things to put on an application form:
Application date
Educational background
Experience
Arrests and criminal convictions
Country of citizenship
References
Disabilities
What is a WAB?
-Weighted application blank
- Involves the use of a common standardized employment application that is designed to distinguish between successful and unsuccessful employees.
Why are interviews helpful?
-Practical when there are only a small number of applicants;
-Public relations
-Interviewers maintain great faith and confidence in their judgments.
Variables of the applicant in an interview
-KSAOs
-Education
-Experience
-Interests
-Perceptions
-Nonverbal cues
-Age, sex race
Variable of “context” in an interview
-Purpose of the interview
-Laws and regulations
-Economic issues
-Physical settings
_interview structure
Variables of the interviewer in an interview
-Experience/training
-Age, sex, race
-Perceptions
-Non-verval cues
-Goals
What are non-directive interviews
-An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks
-Interviewer asks broad, open-ended questions (tell me about yourself, your experiences in the last job and such)
-Reliability and validity low
-Most likely used for high level positions
Define structured interviews
-An interview in which a set of standardized questions with an established set of answers is used
-Can predict job performance
Define situational interviews
An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
Define Behavioural Description Interview (BDI)
An interview in which an applicant is asked questions about what he or she did in a given situation
Define Panel Interviews
-An interview in which a board of interviewers questions and observes a single candidate
-High reliability
Define sequential interview
A format in which a candidate is interviewed by multiple people, one right after another
Qualities of a good interviewer
-Humility
-Ability to think objectively
-Maturity
-Poise
