Chapter 6: Selection

Question 1

series of steps used by an employer to decide which recruits should be hired

Answer 1

selection process

Question 2

the ratio of the number of applicants hired to the total number of applicants available

Answer 2

selection ratio

Question 3

selection ratio =

Answer 3

number of applicants hired/ total number of applicants

Question 4

job application form with various items are given differential weights to reflect their relationship to criterion measures

Answer 4

weighted application blank (WAB)

Question 5

approach to collecting and scoring background info from a job applicant in quantitative manner

Answer 5

weighted application blank (WAB)

Question 6

Have been found to be useful in predicting job performance, turnover, absences, accident rates

Answer 6

weight application blank (WAB)

Question 7

uses multiple choice format to measure job candidate’s education, experience, opinions, attitudes, and interests

Answer 7

biographical information blank (BIB)

Question 8

questionnaire that applicants complete relating to their personal history and life experiences

Answer 8

biographical information blank (BIB)

Question 9

the items on BIB are differently weighted according to how well they seperate

Answer 9

high from low performers

Question 10

when using BIB, items must not adversely affect any

Answer 10

protected group

Question 11

when using BIB, make sure your questions are not

Answer 11

invasive

Question 12

responses to BIB questions are not easily _______ and thus can be _______ by applicants

Answer 12

verifiable

faked

Question 13

to ensure that its tests are valid, HR departments should conduct

Answer 13

validation studies

Question 14

compare test results with performance of traits needed to perform the job

Answer 14

validation studies

Question 15

test validation process aimed at discovering the validity of a test for various subgroups

Answer 15

differential validity

Question 16

using validity results from individual validity studies to guide test choices for a current org and job

Answer 16

validity generalization

Question 17

5 common categories of employment tests in Canada

Answer 17

personality tests
ability tests
knowledge tests
performance tests
integrity tests

Question 18

questionnaires designed to reveal aspects of an individual’s character or temperament

Answer 18

personality tests

Question 19

assesses an applicant’s capacity or aptitude to function in a certain way

Answer 19

ability tests

Question 20

measures a person’s info or knowledge

Answer 20

knowledge test

Question 21

measures the ability of the applicant to perform specific components of the job

Answer 21

performance test

Question 22

places applicants in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives

Answer 22

situational judgement test

Question 23

performance tests using computer simulations that can measure skill, comprehension, spatial visualization, judgment etc.

Answer 23

computer-interactive performance test

Question 24

2 types of integrity testing

Answer 24

overt tests

non-overt tests

Question 25

applicants are asked direct questions about past theft

Answer 25

overt test

Question 26

when confronted by _____ questions, many individuals are NOT likely to openly admit theft

Answer 26

direct

Question 27

applicants asked to respond to questions about their risk-taking behaviour and their attitudes towards dishonest behaviours

Answer 27

non-overt test

Question 28

yields consistent results over repeated measures

Answer 28

reliability

Question 29

indicates the accuracy and relationship to job relevant criteria

Answer 29

validity

Question 30

showing candidates the type of work, equipment, and working conditions involving in the job before the hiring decision

Answer 30

realistic job preview

Question 31

physical testing must relate to the

Answer 31

Bona fide occupational requirements of the job

Question 32

are usually only conducted if the job requires a clearly determined level of physical effort or other abilities

Answer 32

medical exam

Question 33

drug dependence is considered a

Answer 33

disability

Question 34

3 hiring decision approaches

Answer 34

subjective approach multiple cut-off approach compensatory approach

Question 35

decision maker looks at scores of applicants on predictors, evaluates all the info and comes to an overall judgement

Answer 35

subjective hiring approach

Question 36

scores are set for each predictor and each applicant is evaluated on a pass-fail basis

Answer 36

multiple cut-off hiring approach

Question 37

where a higher score on a predictor may make up for a low score on another

Answer 37

compensatory hiring approach

Question 38

a formal, in depth, face-to-face or video enforcement between employer and job applicant to assess appropriateness of the applicant for the job under consideration

Answer 38

employment interview

Question 39

5 types of interviews

Answer 39

``` panel interview unstructured interview structure interview behavioural description interviews situational interviews ```

Question 40

a sequential elimination process where applicant has to pass a predictor satisfactorily before proceeding to next predictor

Answer 40

multiple hurdle approach

Question 41

used when some of the predictors used are expensive

Answer 41

multiple hurdle approach

Question 42

interview using several interviewers with one applicant

Answer 42

panel interview

Question 43

panel interview allows all the interviewers to evaluate the individuals on the

Answer 43

same questions and answers

Question 44

interviews using few if any planned questions

Answer 44

unstructured interview

Question 45

allows HR specialists to develop questions as the interview goes on

Answer 45

unstructured interview

Question 46

unstructured interviews lack _______ cuz each applicant is asked different questions

Answer 46

reliability

Question 47

interviews where questions and checklists are pre-determined

Answer 47

structured interview

Question 48

responses are compared to a list of potential responses and scored according to pre-determined scoring guide

Answer 48

structured interview

Question 49

interviews that try to find out how job applicants responded to specific work situations

Answer 49

behavioural description interview

Question 50

interviews that attempt to assess a job applicant's likely future response to specific situations

Answer 50

situational interviews

Question 51

biases and domination that reduce the validity and usefulness of the job interview

Answer 51

interviewer errors

Question 52

boasting, not listening, or being unprepared, that reduce the validity and usefulness of the interview

Answer 52

interviewee errors

Question 53

further reduce the number of job applicants by removing those who don't meet the minimum job standards

Answer 53

employment tests

Question 54

where HR professionals and managers sort through resumes and application forms and weed out applicants that don't have basic qualifications

Answer 54

initial screening

Question 55

system that searches for keywords in resumes that match the broad qualifications for the job

Answer 55

applicant tracking system (ATS)

Question 56

is a better predictor of job performance than personality

Answer 56

cognitive ability

Question 57

keeping multiple interviewers consistent with each other

Answer 57

inter-rater reliability

Question 58

keeping an interview consistent with themselves

Answer 58

intra-rater reliability

Question 59

to ensure higher validity, structured interviews should only include questions that are

Answer 59

job-related

Question 60

ask applicants to provide examples of their past behaviour

Answer 60

behavioural description interview questions

Question 61

this interview format does not involve a conversation with interviewer/org

Answer 61

video-based interview | asynchronous video interview