Chapter 7 Flashcards
(27 cards)
What is employee selection?
The process of choosing individuals to fill job openings from those you have recruited.
Why is selection strategically important?
Quality of human resources determines organizational performance, inappropriate selection decisions are costly, and there are significant legal implications.
What is the selection ratio?
The ratio of the number of applicants hired to the total number of applicants.
What is an example of a selection ratio?
If 250 applied for 6 positions, selection ratio = 6/250 = 2.4%.
What is the multiple-hurdle strategy?
An approach where candidates must clear each hurdle before moving to the next step in the selection process.
What are the five steps in designing the selection process?
- Develop selection criteria
- Specify musts and wants
- Weight the wants
- Develop an evaluation form
- Develop general and candidate-specific interview questions.
What are key legal considerations in acquiring employees?
Use job-based selection criteria, avoid human rights violations, obtain authorization for reference checks, save records, and reject applicants making false statements.
What happens during preliminary applicant screening?
HR screens applications and résumés, eliminates those not meeting minimum KSAs, and shortlists candidates for further consideration.
What is selection testing?
A screening method used by about two-thirds of Canadian organizations to assess job-related skills, intelligence, personality, and mental abilities.
What are key attributes of a reliable selection test?
It must be reliable (produce consistent results) and valid (measure what it is intended to measure).
What is reliability in selection testing?
The degree to which selection procedures yield comparable data over time, indicating consistency and stability.
What is validity in selection testing?
The accuracy with which a predictor measures what it is intended to measure.
What is differential validity?
Confirmation that a selection tool accurately predicts performance across all employee subgroups.
What is criterion-related validity?
Extent to which a selection tool predicts or correlates with important elements of work behavior.
What is content validity?
Extent to which a selection test adequately samples the knowledge and skills needed for the job.
What is construct validity?
Extent to which a selection tool measures a theoretical construct necessary for job success (e.g., leadership skills).
What are interviewer objectives in the selection interview?
Assess qualifications, observe behavior, predict performance, communicate job info, promote organization, and assess fit.
What are applicant objectives in the selection interview?
Present a positive image, sell skills and attributes, and gather job-related information.
What are different types of interview structures?
Unstructured, structured, or mixed/semi-structured.
What are different types of interview content?
Situational (hypothetical scenarios) and behavioral (past experiences).
What are different ways to administer an interview?
One-on-one, panel, sequential, mass, face-to-face, or technology-enabled.
What is background investigation/reference checking?
Verifies accuracy of candidate information, including criminal record, education, employment history, and credit checks.
What is a Realistic Job Preview (RJP)?
A preview that provides applicants with realistic job information, including positives and negatives.
Who makes the final hiring decision?
The immediate supervisor typically makes the final decision and extends the job offer.
