Chapter 5 Flashcards
(142 cards)
1
Q
What is selection?
A
The process by which recruited
applicants are screened,
evaluated, and assessed until a
final hire decision is made out
of the applicant pool secured
in the recruitment phase.
2
Q
Why is the selection process important for an organization?
A
The selection process is crucial because the quality of a company’s human resources significantly influences its ability to survive and achieve its strategic objectives. The individuals selected will implement and sometimes create strategic plans, making their fit with the organization’s direction essential.
3
Q
How does the strategic direction of an organization influence the selection criteria for candidates?
A
The strategic direction of an organization directly impacts the selection criteria. For instance, if a company plans to expand internationally, it may prioritize candidates with language skills and international experience to align with its goals.
4
Q
What begins the selection process for hiring new employees?
A
The selection process begins when a pool of applicants submits their résumés or completes application forms as part of the recruiting process.
5
Q
What is negligent hiring?
A
Hiring workers with
questionable backgrounds,
ignoring concerns that indicate
a higher likelihood for issues
or workplace accidents.
6
Q
Why is selecting the right employee crucial for an organization?
A
Selecting the right employee is vital because individuals with the appropriate skills perform better, contributing positively to the company’s success. Conversely, mismatched employees can hinder performance and negatively impact workplace morale and engagement.
7
Q
What are the financial implications of hiring the wrong employee?
A
The cost of hiring an employee who does not work out can be significant, with estimates averaging around $50,000 per failed hire. Implementing effective selection processes, such as testing, can greatly reduce employee attrition and associated costs.
8
Q
What legal consequences can arise from ineffective hiring practices?
A
Inept hiring can lead to legal issues, particularly if an organization fails to follow non-discriminatory selection procedures. For example, a company was held liable for negligent hiring after failing to investigate a candidate’s problematic background, resulting in financial loss for a client.
9
Q
What are the consequences of making a poor selection decision for a job?
A
Poor selection can lead to unmet strategic objectives, necessitating the termination of the unsuccessful employee. This triggers a costly cycle of re-recruitment and re-training, alongside “hidden” costs like internal disruption and potential customer alienation.
10
Q
Why is a clear selection process important in recruitment?
A
A clear selection process is crucial for minimizing hiring mistakes. When organizations fail to adopt an appropriate selection process, they may encounter issues that result in poor hiring decisions, leading to the cycle of costs associated with terminations and re-hiring.
11
Q
What are some hidden costs associated with poor hiring decisions?
A
Hidden costs can include internal disorganization, disruption of team dynamics, and damage to customer relationships, all of which can arise from the fallout of hiring an unsuitable candidate.
12
Q
What is a multi-hurdle strategy?
A
An approach to selection
involving a series of successive
steps or hurdles. Only
candidates clearing the hurdle
are permitted to move on to
the next step.
13
Q
What are the six typical hurdles in the selection process?
A
- Preliminary applicant screening
- Selection testing
- Selection interview
- Background investigation/reference checking
- Supervisory interview and realistic job preview
- Hiring decision and candidate notification
14
Q
What is a sequential selection system in recruitment?
A
A sequential selection system is a hiring process involving multiple steps, known as a multiple-hurdle strategy. Candidates must clear each hurdle—such as pre-screening, testing, interviewing, and background checks—to progress to the next step. Only those who meet or exceed the minimum requirements at each stage remain in contention for the job.
15
Q
Why is it important to use carefully chosen selection criteria in the hiring process?
A
Carefully chosen selection criteria, based on job analysis, ensure that candidates are assessed against the specific duties and responsibilities of the position. This approach creates a legally defensible hiring system and helps organizations identify candidates who are more likely to succeed in the role.
16
Q
How does a multiple-hurdle strategy benefit the hiring process?
A
The multiple-hurdle strategy streamlines the selection process by allowing organizations to systematically eliminate candidates who do not meet the necessary qualifications at each stage. This increases the likelihood of hiring individuals who are well-suited for the job, leading to higher productivity and smoother job adjustments.
17
Q
What factors can influence the number and sequence of steps in the selection process?
A
The number and sequence of selection steps can vary by organization and may depend on the type and level of the job being filled, as well as the source and method of recruitment. Different positions may require different assessment approaches.
18
Q
What are the initial steps involved in designing an effective selection process?
A
Decide who will be involved in the selection process and develop selection criteria: This includes clarifying and weighting the job description and specifications, and discussing with the interview team, particularly those familiar with the role.
Specify must and want criteria: Classify the selection criteria into ‘musts’ (essential qualifications) and ‘wants’ (desirable but not critical skills), ensuring they are clear and measurable.
19
Q
How should must and want criteria be differentiated in the selection process?
A
Must criteria are essential qualifications that include measurable standards (e.g., education level, specific experience, or certifications). Want criteria encompass skills that cannot be easily assessed on paper (like verbal skills) or desirable qualifications that enhance job performance but are not critical.
20
Q
What is the purpose of developing assessment strategies in the selection process?
A
Developing assessment strategies helps determine how to evaluate each must and want criterion effectively. For critical qualifications, multiple strategies may be used, such as behavioural and situational questions, tests, and assessment centres, ensuring a comprehensive evaluation of candidates.
21
Q
Why is it important to create standardized interview questions for all candidates?
A
Standardized interview questions ensure a consistent evaluation process across all candidates, allowing for fair comparison based on the knowledge, skills, and abilities (KSA) required for the position. This helps to reduce bias and improves the reliability of the assessment.
22
Q
What role do candidate-specific questions play in the selection process?
A
Candidate-specific questions are tailored to each individual based on their résumé and application form. These open-ended, job-related questions provide deeper insights into the candidate’s experiences and fit for the role, enhancing the overall assessment.
23
Q
What is the role of selection testing in the employee recruitment process?
A
Selection testing is used by approximately two-thirds of Canadian organizations to assess job-related skills, general intelligence, personality traits, mental abilities, interests, and preferences. It provides a standardized and efficient method for screening large numbers of applicants.
24
Q
What types of tests are commonly used in selection processes?
A
Common types of tests include:
- Cognitive ability tests (intelligence tests, emotional intelligence tests, and specific cognitive skills).
- Job-specific tests (motor/physical abilities, work sampling, achievement tests, and micro-assessments).
- Personality and interest tests.
- Physical examination tests (substance abuse tests and polygraph tests).
25
How do cognitive ability tests contribute to the selection process?
Cognitive ability tests measure an applicant's general intelligence, problem-solving skills, and specific cognitive abilities relevant to the job. This helps employers identify candidates with the mental capacity to perform effectively in various roles.
26
What are job-specific tests, and why are they important?
Job-specific tests assess skills and abilities directly related to the job, such as physical abilities, work sampling, or achievement in relevant tasks. They ensure that candidates possess the necessary competencies to perform the job successfully from the start.
27
What is the purpose of personality and interest tests in selection?
Personality and interest tests help assess a candidate's fit with the company culture and the specific job role. Understanding an applicant's personality traits and interests can provide insights into their potential performance and compatibility with the team.
28
How do assessment centers enhance the selection testing process?
Assessment centers utilize expert appraisers to evaluate candidates using various selection tests and activities. This comprehensive approach allows for a more nuanced assessment of candidates' skills, behaviors, and potential in a real-world context.
29
What is reliability?
The degree to which
interviews, tests, and other
selection procedures yield
comparable data over time;
in other words, the degree of
dependability, consistency, or
stability of the measures used.
30
What is inter-rater reliability?
The extent to which there is
agreement between two or
more raters.
31
Why are reliability and validity important in selection testing?
Reliability and validity are crucial because they ensure that tests and selection techniques provide consistent and accurate measures. Reliable tests yield comparable results over time, while valid tests accurately assess what they are intended to measure, helping employers make informed hiring decisions.
32
What is reliability in the context of selection tests?
Reliability refers to the degree of dependability, consistency, or stability of a test's measures. It indicates how well a test produces consistent results over time or across different evaluators. For instance, if a candidate receives significantly different scores on the same test over multiple attempts, the test is deemed unreliable.
33
How is inter-rater reliability relevant to selection processes?
Inter-rater reliability assesses the agreement between two or more raters when evaluating candidates. It's important in selection decisions to ensure that different evaluators arrive at similar conclusions about a candidate's qualifications, which helps reduce bias and improve the selection process.
34
What is internal consistency, and how does it relate to reliability?
Internal consistency measures how well the items on a test correlate with each other to assess the same construct. For example, in a vocational interest test designed to measure interest in outdoor work, all items should reflect that theme. High internal consistency indicates that the test items are reliably measuring the same underlying trait.
35
What factors can diminish the reliability of selection tests?
Reliability can be affected by several factors, including random answering of questions, a noisy or uncomfortable testing environment, and the applicant's state (e.g., fatigue or illness) during the assessment. Ensuring a conducive testing environment can help improve reliability.
36
What is the difference between reliability and validity in selection testing?
Reliability refers to the consistency of a test's results over time or across different raters, while validity assesses whether a test accurately measures what it is intended to measure. A test can be reliable without being valid, but a valid test must also be reliable.
37
What is validity?
The accuracy with which a
predictor measures what it is
intended to measure
38
What is differential validity?
Confirmation that the
selection tool accurately
predicts the performance of all
possible employee subgroups,
including women, visible
minorities, persons with
disabilities, and Indigenous
Peoples
39
What is validity in the context of selection processes?
Validity refers to the extent to which data from a selection technique, such as a test or interview, accurately predict job performance. It indicates whether the selection method is effective in identifying candidates who will succeed in their roles.
40
Why is it important to conduct validation studies for different subgroups?
Conducting validation studies for different subgroups, such as visible minorities and women, is essential to ensure that selection techniques do not favor one group over another. This helps identify any potential biases and prevents systemic discrimination, ensuring fairness in the hiring process.
41
What are the three different types of validity relevant to selection?
Criterion-related, content, and construct validity
42
What is criterion-related validity?
The extent to which a selection
tool predicts or significantly
correlates with important
elements of work behaviour.
43
What is content validity?
The extent to which a selection
instrument, such as a test,
adequately samples the
knowledge and skills needed
to perform the job.
44
What is construct validity?
The extent to which a selection
tool accurately measures a
theoretical construct or trait
deemed necessary to perform
the job successfully.
45
How is criterion-related validity demonstrated in a selection process?
Criterion-related validity is demonstrated by showing a strong correlation between candidates' performance on a selection test (e.g., sales ability) and their actual job performance (e.g., high sales results). If those who perform well on the test also excel in their job, this supports the validity of the selection method.
46
What factors contribute to high content validity in a selection instrument?
High content validity is achieved when the selection instrument closely reflects the actual work tasks and behaviors required for the job. For example, requiring a secretarial candidate to demonstrate word processing skills directly related to job responsibilities indicates strong content validity.
47
What is construct validity, and why is it important in selection processes?
Construct validity involves translating abstract concepts (like intelligence or leadership skills) into measurable terms and evaluating how well a test measures those constructs. It is important because it ensures that the selection method accurately assesses the traits necessary for job performance.
48
How can organizations ensure that their selection tests are valid?
Organizations can ensure validity by using tests as supplements to other selection techniques (like interviews and background checks), validating tests within the specific organizational context, employing certified psychologists for test administration, and providing suitable testing environments for applicants.
49
Why are professional standards important when using selection tests?
Professional standards are crucial because they ensure that selection tests are used appropriately and effectively. This includes validating tests for the specific organization, ensuring proper administration and interpretation, and providing conducive testing conditions, which all contribute to fair and accurate assessment.
50
What is an intelligence (IQ) test?
Tests that measure general
intellectual abilities, such
as verbal comprehension,
inductive reasoning,
memory, numerical ability,
speed of perception, spatial
visualization, and word fluency.
51
What is an emotional intelligence test?
Tests that measure a person’s
ability to monitor their own
emotions and the emotions
of others and to use that
knowledge to guide thoughts
and actions
52
How can organizations ensure the validity of selection tools for candidates with disabilities?
To ensure validity for candidates with disabilities, organizations may need to provide accommodations tailored to the individual's disability. This might include adjustments in testing environments or formats to allow fair assessment of their abilities without discrimination.
53
What are intelligence tests, and why are they significant in the selection process?
Intelligence tests, often referred to as IQ tests, assess general mental abilities, including memory, vocabulary, verbal fluency, and numerical skills. They are significant because research shows that general mental ability is a strong predictor of job performance across various occupations.
54
What are some common types of intelligence tests used in assessments?
Common intelligence tests include the Stanford-Binet test, the Wechsler test, and the Wonderlic Personnel Test. These can be administered individually or to groups, with some tests available online or as pen-and-paper formats for ease of access.
55
What is emotional intelligence (EQ), and how does it differ from IQ?
Emotional intelligence (EQ) refers to the ability to understand and manage one's emotions and the emotions of others. Unlike IQ, which measures cognitive abilities, EQ is thought to play a crucial role in personal and professional success, emphasizing social awareness and self-regulation.
56
What tools are used to assess emotional intelligence, and how do they work?
Tools for assessing emotional intelligence include the Emotional Quotient Inventory (EQ-i), the Mayer-Salovey-Caruso Emotional Intelligence Test, and 360-degree assessments like the Emotional Competence Inventory. These tests often involve self-assessments or evaluations by peers and supervisors to provide a comprehensive view of an individual's emotional competencies.
57
What is the current evidence regarding the importance of emotional intelligence (EQ) in the workplace?
The empirical evidence supporting the importance of emotional intelligence (EQ) in the workplace is extremely limited and highly controversial. While some studies suggest that EQ contributes to job performance and leadership effectiveness, critics argue that the correlation is weak and that other factors, such as general intelligence (IQ) and technical skills, may be more significant predictors of workplace success. The debate continues, with ongoing research needed to clarify the role of EQ in various work contexts
58
What are specific cognitive abilities, and why are they important in the workplace?
Specific cognitive abilities refer to individual thinking skills such as inductive and deductive reasoning, verbal comprehension, memory, and numerical ability. These abilities are essential in the workplace as they help determine an individual's potential to perform specific job functions effectively, especially when given the right training.
59
What are aptitude tests?
Tests that measure an
individual’s aptitude or
potential to perform a job once
given proper training.
Designed to measure an applicant's specific thinking skills and their potential to perform a job. By evaluating cognitive abilities relevant to the job, such as mechanical comprehension, these tests help predict how well an individual can learn and execute job-related tasks after training.
60
Can you give an example of an aptitude test and its application?
An example of an aptitude test is the test of mechanical comprehension. This test assesses an individual's understanding of basic mechanical principles, making it particularly relevant for jobs like machinists or engineers, where mechanical understanding is crucial for success.
61
What are personality tests?
Instruments used to measure
basic aspects of personality,
such as introversion, stability,
conscientiousness, neurotic
tendency, self-confidence, self-sufficiency, and sociability.
62
Are mental and physical abilities enough to predict job performance?
No, factors like motivation and interpersonal skills also play key roles in predicting job success, which is why personality tests are sometimes used.
63
What do personality tests measure in the workplace?
Personality tests aim to find a link between measurable traits, like conscientiousness, and job success. They predict behaviors that impact job performance.
64
What are some widely used personality tests?
The Myers-Briggs Type Indicator (MBTI) and Minnesota Multiphasic Personality Inventory (MMPI) are common tests used to assess personality traits for job selection.
65
What are the "Big Five" personality dimensions in employment testing?
The "Big Five" include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. These traits are often measured to predict job performance.
OCEAN
66
How does conscientiousness relate to job performance?
Research shows that conscientiousness consistently predicts performance across various occupations, while extroversion is particularly relevant for roles involving social interaction, like sales and management.
67
What is the Dark Triad of personality traits?
The Dark Triad includes Machiavellianism (manipulative attitude), narcissism (excessive self-love), and psychopathy (lack of empathy).
68
How is emotional intelligence (EI) related to the Dark Triad?
EI is negatively correlated with Machiavellianism and narcissism, meaning individuals with higher EI tend to have lower levels of manipulation and excessive self-love.
69
Can personality tests be faked?
Yes, research shows that people can fake personality inventories, especially if motivated, and individual differences exist in the ability to fake responses.
70
How can companies reduce the risk of faking in personality tests?
To reduce faking, companies should avoid making the desired personality traits obvious and combine personality tests with other forms of assessment.
71
What are invest inventories?
Tests that compare a
candidate’s interests with
those of people in various
occupations.
72
What is the purpose of the Strong Interest Inventory?
t compares a person’s interests with those in various occupations, helping in career planning and selection by identifying roles where they are likely to succeed based on their interests.
73
Why might firms include medical examinations in the selection process?
Firms use medical exams to check if applicants meet physical job requirements, establish health baselines for future claims, and reduce absenteeism or accidents by identifying health issues. These exams can only occur after a job offer, except for roles requiring specific health conditions, like food handling.
74
What are the three main reasons for conducting medical examinations in the selection process?
The three main reasons are: 1) To confirm if the applicant meets physical job requirements and document accommodations, 2) To establish a health baseline for future claims, and 3) To identify health concerns that could affect absenteeism or workplace safety.
75
When are medical examinations allowed during the selection process?
Medical examinations are allowed only after a written offer of employment has been extended, except in cases where the role has bona fide occupational requirements, such as for food handlers.
76
Why is pre-employment substance abuse testing not permitted in Canada?
Substance abuse testing is not allowed because alcohol and drug addictions are considered disabilities under Canadian human rights codes. Employers cannot discriminate against a candidate based on a known disability.
77
What responsibility does a candidate have regarding substance abuse during the selection process in Canada?
The candidate is responsible for disclosing their addiction during the selection process, although this rarely occurs.
78
What does a polygraph test measure during pre-employment screening?
A polygraph test measures physiological responses like blood pressure, pulse, respiration, and skin conductivity, assuming that deceptive answers trigger different responses than truthful ones.
79
Why are polygraph tests not widely accepted in the scientific community?
Polygraph tests are not accepted because they have failed to consistently provide valid or reliable results.
80
Are polygraph tests allowed in pre-employment selection in Ontario?
No, the Ontario Employment Standards Act prohibits the use of polygraphs in pre-employment selection.
81
What is a more reliable alternative to polygraph tests in the selection process?
Validated honesty or integrity tests are more reliable and useful alternatives to polygraph tests in the selection process.
82
What is a selection interview?
A procedure designed to
predict future job performance
on the basis of applicants’ oral
responses to oral inquiries.
83
What is a selection interview?
A selection interview is a two-way communication process where future job performance is predicted based on applicants' oral responses to inquiries.
84
How can selection interviews be classified?
Selection interviews can be classified by the degree of structure, their content, and how they are administered.
85
Why are selection interviews important?
Interviews are crucial as they fill in gaps from application forms or résumés, supplement test results, and provide new information.
86
What objectives do interviewers have during the selection interview?
Interviewers aim to assess qualifications, observe behavior, provide job information, promote the organization, and assess organizational fit.
87
What objectives do applicants have during the selection interview?
Applicants aim to present a positive image, sell their skills, and gather information about the job and company to make an informed decision.
88
What is an unstructured interview?
An unstructured,
conversational-style interview.
The interviewer pursues points
of interest as they come up in
response to questions
89
What are structured interviews?
An interview following a set
sequence of questions.
90
What is a mixed (semi-structured) interview?
An interview format that
combines the structured and
unstructured techniques.
91
How do interview structure levels affect applicant evaluation?
Studies show that highly structured interviews lead to less favorable evaluations, while semi-structured interviews result in slightly higher ratings than unstructured ones.
92
What are the key objectives of interviewers in the selection interview?
Interviewers aim to assess applicants' qualifications, observe their communication and interpersonal skills, provide job information, promote the organization, and evaluate the candidate’s fit with the company.
93
What are the key objectives of applicants in the selection interview?
Applicants aim to present themselves positively, highlight their skills, and gather information about the job, career opportunities, and the work environment to make an informed decision.
94
What are the benefits of using selection interviews in the hiring process?
Selection interviews provide an opportunity to clarify application information, supplement test results, gather new insights, and influence candidates' perceptions of the job and organization.
95
Why do structured interviews have high reliability and validity?
Structured interviews use predetermined, job-related questions and evaluate responses systematically, which ensures consistent and objective comparisons across candidates.
96
What is a major downside of a fully structured interview?
fully structured interview may feel rigid and lacks flexibility to explore interesting points that arise during the conversation.
97
What is a benefit of using a mixed (semi-structured) interview format?
Mixed interviews balance structured comparison with conversational flow, allowing for deeper insights while maintaining fairness in candidate evaluation.
98
What is a situational interview?
A series of job-related
questions that focus on the
individual’s ability to project or
hypothesize what their future
behaviour would be in a given
situation
99
Can a situational interview be structured?
Yes, a structured situational interview uses predetermined questions to assess how candidates would handle specific situations, allowing for more consistent evaluation.
100
What is a behavioural interview (BDI)?
A series of job-related
questions that focus on
relevant past job-related
behaviours, based on the
assumption that past
behaviour is a good predictor
of future behaviour.
101
What is the main difference between situational and behavioural interviews?
Situational interviews focus on future hypothetical behavior, while behavioural interviews focus on past behavior in similar situations.
102
What are some common interviewing errors that can undermine the usefulness of interviews?
Common errors include poor planning, snap judgments, negative emphasis, halo effect, poor job knowledge, contrast error, influence of nonverbal behavior, leading questions, excessive interviewer talking, similar-to-me bias, and stereotyping.
103
Why is poor planning a mistake in the interview process?
Poor planning can lead to unstructured interviews without prepared questions, resulting in inconsistent and unreliable evaluations across candidates.
104
What are snap judgments, and why are they problematic?
Snap judgments are quick conclusions made about candidates based on initial impressions. They can bias evaluations and lead interviewers to disregard important information during the interview.
105
What is negative emphasis in interviews?
Negative emphasis refers to interviewers being more influenced by unfavorable information than favorable information, often leading to a biased assessment of candidates.
106
What is the halo effect?
The halo effect occurs when a positive impression of a candidate in one area influences the evaluation of their other traits, potentially leading to an overly favorable rating.
107
How does poor knowledge of the job affect the interview process?
Interviewers lacking a clear understanding of the job may rely on stereotypes, leading to incorrect assessments and matching candidates based on inaccurate criteria.
108
What is contrast (candidate-order) error?
Contrast error occurs when the order in which candidates are interviewed affects their ratings. A candidate might be rated more favorably simply because they follow less favorable candidates.
109
How can nonverbal behavior influence interview ratings?
Nonverbal behaviors, such as eye contact and energy level, significantly affect ratings. Interviewers may infer personality traits based on a candidate’s nonverbal cues, impacting their evaluation.
110
What are leading questions, and why should they be avoided?
Leading questions suggest a desired response and can bias the candidate's answers. Interviewers should maintain impartiality in both verbal and nonverbal cues.
111
What is the 30/70 rule in interviews?
The 30/70 rule suggests that candidates should speak 70% of the time, while interviewers should restrict their talking to 30%, allowing candidates to fully demonstrate their qualifications.
112
What is similar-to-me bias?
Similar-to-me bias occurs when interviewers favor candidates who share demographic or personality traits with themselves, potentially leading to a lack of diversity in hiring.
113
How can stereotyping affect the interview process?
Stereotyping can cause interviewers to make judgments based on assumptions related to a candidate's group identity, rather than on job-related skills and attributes.
114
What percentage of Canadian workers admitted knowing someone who provided false information on their résumé?
In a survey, 37 percent of Canadian workers admitted knowing at least one person who provided false information on their résumé.
115
What are the most common types of information that are misstated on résumés?
The most commonly misstated information includes job experience and duties, followed by education levels or success, and employment dates.
116
What percentage of senior managers expressed concern about inflated or dishonest résumés?
40 percent of senior managers identified that they were concerned with inflated or dishonest résumés.
117
Why are background checks important in the selection process?
Background checks help verify the accuracy of the information provided by candidates, assess person–job fit and person–organization fit, and avoid negligent hiring lawsuits.
118
What does a basic background check typically include?
A basic background check includes independent verification of educational qualifications, verification of at least five years of employment, and checks of three performance-related references from past supervisors.
119
What percentage of applicants are estimated to provide false information on their applications?
At least one-third of applicants lie, overstating qualifications or achievements, attempting to hide negative information, or being deliberately evasive or untruthful.
120
What are the potential consequences of not checking references?
Failing to check references can lead to negligent hiring lawsuits and can result in hiring individuals who pose risks to others, as seen in various cases of misconduct.
121
How did Loblaw address its disappearing goods problem?
Loblaw reduced its $1 billion disappearing goods problem by making criminal record checks mandatory for all prospective employees, eliminating 7.5 percent of prospective hires due to criminal records.
122
What percentage of Canadian organizations conduct background checks?
Surveys indicate that at least 90 percent of Canadian organizations conduct background checks.
123
Why might firms use reference-checking services or consultants?
Firms may use reference-checking services or consultants to ensure thorough background checks, avoiding the time and legal costs associated with failing to conduct adequate checks.
124
What is a realistic job preview (RJP)?
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 by providing
the potential employee with
a chance to work the actual
job in a real or simulated
environment for a relatively
short time
125
What is the concept of qualified privilege in providing reference information?
Qualified privilege protects individuals who give honest, fair, and candid references in confidence for a public purpose, without malice, even if negative information is shared about a candidate.
126
Can an overly positive reference lead to legal issues?
Yes, an overly positive reference, such as describing a dismissed employee for theft as "trustworthy," can be considered negligent misrepresentation if the former employee commits theft at a new job.
127
What is a "no reference" policy, and why do some companies adopt it?
A "no reference" policy means that companies will not provide any references for previous employees, often only confirming the position held and dates of employment, primarily to avoid civil litigation risks.
128
Why should applicants provide written permission for reference checks?
Written permission protects all parties involved, ensuring that employers can legally check references, and many employers will not give any reference information without this authorization.
129
When might employers conduct background checks?
Some employers may wait to conduct background checks until a conditional offer of employment is extended, while others may seek information in the public domain at any time.
130
What percentage of employers use social networking sites to gather information on job applicants?
Almost one-quarter of employers use social networking sites for this purpose, with a third finding negative information that can lead to a candidate's elimination from consideration.
131
What is the purpose of a supervisory interview in the hiring process?
The supervisory interview allows the immediate supervisor, who knows the job's technical aspects and requirements, to assess applicants' job knowledge and skills and answer job-specific questions.
132
What are the benefits of providing realistic job previews to candidates?
RJPs lead to improved job satisfaction, reduced voluntary turnover, and enhanced communication, as they help candidates understand the job's demands and organizational expectations.
133
How can realistic job previews affect candidate decisions?
Candidates who receive an RJP may choose not to accept a job offer, but those individuals likely would not have remained with the firm long-term had they accepted.
134
What is a statistical strategy?
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
135
What role do HR staff members play in the hiring decision?
HR department staff members compile all data from the selection techniques used, helping to evaluate candidates based on their fit with the selection criteria.
136
Who is typically responsible for making the final hiring decision?
The immediate supervisor is usually responsible for making the final hiring decision, despite the HR department's role in data compilation.
137
How can the validity and reliability of hiring judgments be improved?
Validity and reliability can be improved by using objectively scored tests, creating a candidate-rating sheet based on weighted criteria, and combining information through statistical methods.
138
What is the statistical strategy in candidate selection?
The statistical strategy involves combining all candidate information, identifying the most valid predictors, and weighting them statistically to give the job to the candidate with the highest score, resulting in more reliable and valid evaluations.
139
Why is it important to keep all selection-related information in a file?
Keeping all selection-related information, such as interview notes and test results, is critical for addressing any future human rights challenges, negligent hiring charges, or union grievances regarding the selection decision.
140
What should be included in a written employment offer?
A written employment offer should clearly specify important terms and conditions, including the starting date, salary, probation period, and any other relevant information for the candidate's job duties.
141
How much time should candidates be given to consider a job offer?
Candidates should be given a reasonable length of time to think about the offer without feeling pressured to make an immediate decision.
142
What happens if the first-choice candidate declines the job offer?
If the first-choice candidate declines, the runner-up can be offered the job, ensuring that the firm still secures a qualified candidate.
