Chapter 6

Question 1

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

Answer 1

Selection

Question 2

Environmental Factors Affecting the Selection Process

Answer 2

• Other HR Functions
• Legal considerations
  -Decision-making Speed
• Organizational Hierarchy
• Applicant Pool and Selection Ratio
• Type of Organization
• Probationary Period
• Organizational Fit

Question 3

Number of qualified applicants recruited for a particular job

Answer 3

Applicant Pool

Question 4

Number of people hired for a particular job compared to the number of people in applicant pool

Answer 4

Selection Ratio

Question 5

Types of Organizations

Answer 5

Private Sector
Government Civil Service Systems
Not-for-profit Organizations

Question 6

Type of organization that screen applicants with regard to how they can help achieve profit goals

Answer 6

Private Sector

Question 7

Type of organization that identify qualified applicants through competitive examination

Answer 7

Government civil service systems

Question 8

Period that permits evaluating an employee’s ability based upon performance
May be a substitute for certain phases of the selection process

Answer 8

Probationary Period

Question 9

Management’s perception of the degree to which the prospective employee will fit in with the firm’s culture or value system

Answer 9

Organizational Fit

Question 10

Selection Process

Answer 10

1. Preliminary Screening
2. Review of Applications
3. Review of Resumes
4. Selection Tests

Question 11

Removes obviously unqualified individuals. Benefit: Applicant may be qualified for another position in the firm

Answer 11

Preliminary Screening

Question 12

Goal-directed summary of a person’s experience, education, and training developed for use in the selection process

Answer 12

Resume

Question 13

Professional/managerial applicants often begin the selection process by submitting _______

Answer 13

resume

Question 14

Concept of _______ is crucial in selling the applicant to the company

Answer 14

relevance

Question 15

Adequate description of job-seeker’s characteristics and industry-specific experience using keyword terms.

Answer 15

Keyword Resume

Question 16

Reliable and accurate means of selecting qualified candidates. Cost is small in comparison. Identify attitudes and job-related skills that interviews cannot recognize

Answer 16

Selection Tests

Question 17

Characteristics of Properly Designed Selection Tests

Answer 17

1. Standardization
2. Objectivity
3. Norms
4. Reliability
5. Validity
6. Requirement for job-relatedness

Question 18

uniformity of procedures and conditions of administering test.

Answer 18

Standardization

Question 19

Everyone scoring a test obtains same results

Answer 19

Objectivity

Question 20

Frame of reference for comparing applicant’s performance with that of others

Answer 20

Norms

Question 21

Provided consistent results

Answer 21

Reliability

Question 22

Measures what it is supposed to measure (basic requirement)

Answer 22

Validity

Question 23

Must not have adverse impact on minorities, females, and individuals with background or characteristics protected under law

Answer 23

Requirement for job relatedness

Question 24

Types of Employment Tests

Answer 24

• Cognitive Aptitude Tests
• Psychomotor Ability Tests
• Work-sample
• Vocational Interests
• Personality Tests

Question 25

Measles individuals ability to learn, as well as to perform a job. Form of IQ Test

Answer 25

Cognitive Aptitude Test

Question 26

Strength, coordination, dexterity, miniaturization in assembly operations

Answer 26

Psychomotor Ability Tests

Question 27

perform set of test representative of job

Answer 27

Work-sample

Question 28

Indicate occupation in which person is most interested and that will most likely provide satisfaction

Answer 28

Vocational Interests

Question 29

Self-reported measure of: Traits, Temperaments, Dispositions

Answer 29

Personality Tests

Question 30

Goal-directed conversation where interviewer and applicant exchange information. Continues to be primary method used to evaluate applicants

Answer 30

Employment Interview

Question 31

At this point, candidates are assumed to be qualified

Answer 31

Employment Interview

Question 32

Content of the Interview

Answer 32

- Occupational Experience - Academic Achievement - Interpersonal Skills - Personal Qualities - Company - Job - Expectations

Question 33

Types of Interviews

Answer 33

1. Unstructured Interview 2. Structured Interview 3. Behavioral Interview 4. Situational Interview

Question 34

Asks probing, open-ended questions. Encourages applicant to do much of the talking. Is often time-consuming

Answer 34

Unstructured Interview

Question 35

Series of job-related questions asked of each applicant. Increases reliability and accuracy by reducing subjectivity and inconsistency of unstructured interviews

Answer 35

Structured Interview

Question 36

prompt applicants to relate actual incidents relevant to target job

Answer 36

Behavioral Interview

Question 37

Creates hypothetical situations candidates would be likely to encounter on the job and ask how they would handle them

Answer 37

Siuational Interview

Question 38

Methods of Interviewing

Answer 38

1. One-on-one Interview 2. Group Interview 3. Board Interview 4. Multiple Interviews

Question 39

Provide both positive and negative job information to applicant in unbiased manner

Answer 39

Realistic Job Previews

Question 40

Interviewer makes assumptions about interviewee which may be incorrect and lets these biases influence the selection decision

Answer 40

Interviewer Bias

Question 41

Types of Interviewer Bias

Answer 41

- Stereotyping bias - Halo Error Bias - Horn Error Bias - Contrast Bias - Premature Judgment Bias - Interview Illusion Bias

Question 42

occurs when interviewer assumes that applicant has certain traits because they are members of a certain class

Answer 42

Stereotyping Bias

Question 43

Occurs when interviewer generalizes one positive first impression feature of the candidate

Answer 43

Halo Error Bias

Question 44

occurs when interviewer’s first impression of candidate creates a negative first impression that exists throughout interview

Answer 44

Horn Error Bias

Question 45

occur when, for example, interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate

Answer 45

Contrast Bias

Question 46

Interviewers makes judgment about candidates in first few minutes of interview

Answer 46

Premature Judgment Bias

Question 47

Belief in interview ability was exaggerated

Answer 47

Interview Illusion Bias

Question 48

Test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal.

Answer 48

Criterion-related validity

Question 49

Test Validation Approaches

Answer 49

1. Criterion-Related Validity 2. Content Validity 3. Construct Validity

Question 50

Test validation method whereby a person performs certain tasks that are actually required by the job or completes a paper-and-pencil test that measures relevant job knowledge.

Answer 50

Content Validity

Question 51

Test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job

Answer 51

Construct Validity

Question 52

A test of current knowledge and skills

Answer 52

Achievement Tests

Question 53

It is determined when the firm obtains test scores and the criterion data at essentially the same time

Answer 53

Concurrent Validity

Question 54

It involves administering a test and later obtaining the criterion information.

Answer 54

Predictive validity

Question 55

Validations from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy

Answer 55

Reference Checks

Question 56

Liability a company incurs when it fails to conduct a reasonable investigation of an applicant’s background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm

Answer 56

Negligent Hiring