lect 4

Question 1

1. What type of reliability is assessed by checking if different raters give similar scores?
   A. Test-retest reliability
   B. Interrater reliability
   C. Internal consistency
   D. Construct validity

Answer 1

B. Interrater reliability

Question 2

2. Which concept is most concerned with whether test results are stable over time?
   A. Face validity
   B. Test-retest reliability
   C. Incremental validity
   D. Internal validity

Answer 2

B. Test-retest reliability

Question 3

“Will candidates perceive my brainstorming task as a good measure of creativity?” refers to
A. Content validity
B. Face validity
C. Construct validity
D. Criterion validity

Answer 3

B. Face validity

Question 4

what is the most predictive selection procedure

Answer 4

structured interview

Question 5

describe the process of recruitment and screening (i.e. what it is, why it is important, how to do it)

Answer 5

Recruitment is the process of attracting suitable candidates for a job. It starts once the job has been defined through job analysis. The goal is to create a pool of applicants who are both qualified and interested in the position. Effective recruitment focuses on both person-job fit (skills and abilities) and person-organization fit (values and personality).
Screening happens after recruitment and refers to narrowing down the applicant pool to identify who should move to the next step of selection.

Question 5

what is the difference between predictor and criterion

Answer 5

The predictor is a measure collected before making a selection decision, such as a test score, interview rating, or information from a CV. It is used to predict future job performance. In other words, it helps employers estimate whether someone is likely to succeed in the job.

The criterion, on the other hand, is a measure of how someone actually performs on the job. It is collected after the person has been hired and may include things like performance ratings, number of sales, or supervisor evaluations.

In the context of personnel selection, the main goal is to find out how well the predictor (e.g., a cognitive ability test) can forecast the criterion (e.g., job success).

Question 5

identify and explain the advantages and disadvantages of different methods used in screening applicants

Answer 5

1. CVs/Resumes
   Advantages: Easy to collect; gives an overview of education, work experience, and skills; applicants are familiar with the format.

Disadvantages: Often vague; hard to see which KSAOs (knowledge, skills, abilities, other) are relevant; prone to exaggeration or omission; formatting errors can affect impression unfairly.

2. Reference Checks
   Advantages: Provide insights from past employers; can confirm previous roles and responsibilities.

Disadvantages: Often overly positive and lack detail; low predictive validity (~.26); rarely include negative feedback.

3. Recommendations
   Advantages: Useful in academic settings; may highlight specific strengths or examples.

Disadvantages: Very small predictive validity (~.14); people rarely include unfavorable info; quality depends on how well the recommender knows both the candidate and the job.

4. Biodata (Personal History Questionnaires)
   Advantages: Higher predictive validity (~.38); assumes past behavior predicts future behavior; structured format.

Disadvantages: Self-report (prone to faking); privacy concerns; must be job-relevant to avoid legal issues.

5. Honesty/Integrity Tests
   Advantages: Help identify potential for counterproductive behavior (e.g., theft); easy to administer.

Disadvantages: Risk of faking responses; sometimes low face validity; ethical concerns.

6. Social Networking Websites (SNWs)
   Advantages: Provide additional insights into personality (e.g., Big 5 traits, narcissism); especially useful for young applicants.

Disadvantages: Risk of stereotyping; information can be misleading or irrelevant; raises privacy and ethics concerns.

Question 6

what arethe the various factors affecting interviews (e.g. biases, role of structure)

Answer 6

1. Structure of the Interview
   Structured interviews (same questions for all, standardized scoring) lead to higher validity and are more fair.

Unstructured interviews are more informal and flexible but often influenced by personal impressions and harder to compare across candidates.

2. Social/Interpersonal Factors
   These include non-verbal behaviors like eye contact, smiles, and body language.

For example, interviewers may be more positive toward candidates who are friendly or confident, even if that’s unrelated to job performance.

3. Cognitive Factors
   Interviewers make quick judgments (sometimes within the first few minutes) and then selectively seek confirming information (known as confirmation bias).

Memory limitations and fatigue can also affect how interviewers evaluate responses.

4. Individual Differences Factors
   Interviewers’ own personalities, values, and past experiences can affect how they evaluate candidates.

Candidate characteristics like attractiveness, accent, or handshake strength can (unfairly) influence ratings.

Question 7

what are the the potential benefits and drawback/concerns of new
technologies in recruitment and selection (e.g., AI)

Answer 7

✅ Potential Benefits
Speed and Efficiency
AI can quickly screen thousands of applications, saving time and reducing workload for HR staff.

Consistency
Algorithms apply the same criteria to every applicant, reducing the risk of human inconsistency or fatigue.

Improved Reach and Targeting
Platforms like LinkedIn can use data to target job ads to relevant candidates based on their online behavior.

Enhanced Decision-Making
AI can analyze patterns in applicant data to highlight top candidates, improving predictive accuracy when well-designed.

Process Insights
AI and tracking systems can monitor dropout rates and improve the candidate experience (e.g., shortening online applications)​RSW lecture 4_slides_1p….

⚠️ Drawbacks and Concerns
Bias and Discrimination
Despite claims of fairness, AI can replicate or amplify existing biases in historical data. A famous case is Amazon’s AI system that discriminated against women.

Lack of Transparency
It’s often unclear how AI makes decisions, which raises concerns about accountability and explainability.

Privacy Issues
Using data from resumes, social media, or facial recognition can infringe on data privacy and consent.

Dehumanization
Applicants may feel they’re being judged by a machine, leading to negative perceptions of the employer.

Overreliance on Algorithms
There’s a risk of relying too heavily on AI, while ignoring human judgment or context that might be important.

Question 8

how recruitment and screening fits into the entire personnel selection process

Answer 8

Recruitment and screening are the first steps in the personnel selection process. Recruitment focuses on attracting qualified candidates, while screening filters out those who don’t meet basic requirements. This helps narrow down the applicant pool before moving to more detailed selection methods like interviews or tests. Together, they ensure that only suitable candidates continue to the final hiring decision.

Question 9

why is it importaint to attract the right applicants

Answer 9

Attracting the right applicants is important because it increases the chances of hiring people who fit the job and the organization. This leads to better performance, lower turnover, and less time and money wasted on unsuitable candidates. It also improves the overall efficiency and success of the selection process.

Question 10

t or f

negative attitudes increase motivation and perfromance at the interview

Answer 10

FALSE

Question 11

why do aplicants drop out

Answer 11

Applicants often drop out because the application process is too long, confusing, or not mobile-friendly. They may also lose interest if job descriptions are vague or if the company communicates poorly. A negative candidate experience or lack of feedback can also cause them to quit the process.

Question 12

whuch selection procedures do candidates like

Answer 12

work samples, unstructured interviews, positive non-verbal behavior

Question 13

what is screeneing

Answer 13

screening is still a selection procedure just the earlier stages

Question 14

what are the 6 screening methods

Answer 14

1. Social Networking Websites (SNWs)
2. Recommendations
3. Reference checks
4. Biodata
5. CurriculumVitaes/Résumés
6. Honesty/integrity tests

Question 15

how to lower distortion on self reported measures

Answer 15

To lower distortion on self-reported measures, you can:
– Include a lie scale to detect faking
– Warn applicants that their answers may be checked
– Use forced-choice formats, where all options seem equally desirable
– Ask for examples or explanations to support answers
– Cross-check with other data, like references or test results

Question 16

which of the 6 selection methods has the highers criterion validity

Answer 16

Biodata, mean criterion validity = .38

Question 17

what are the 2 major finctions of interviews as a selection procedure

Answer 17

1. Can fill information gaps in other selection devices (e.g., communication skills)
2. Can assess aspects that can only be measured via face-toface interaction (e.g., speech, appearance, interpersonal competence).

Question 18

what is impression management and what are the tactics of IM

Answer 18

Impression management (IM) is when applicants try to control how they are perceived during the selection process to make a good impressio
Self-promotion – à trying to present oneself as highly competent to other people
Image creation – deceptive tactics, intentional misrepresentation to influence interviewers’ perceptions
Ingratiation – Using flattery or showing agreement to appear likable.

Question 19

are interviewers good or bad at detection IM tactics

Answer 19

very bad, experience does not help

Question 20

what are the factors taht influence decision making in interviews

Answer 20

1. cognitive factors
2. social/interperdonal factors
3. individual differences factors
4. structiral factors

Question 21

what are the social/interpersonal factors that iunfluence decision making in interwievs

Answer 21

Social/interpersonal factors that influence decision-making in interviews include:

Interviewer–applicant similarity – Interviewers often rate candidates more positively if they share similar backgrounds, interests, or values.

Verbal and non-verbal cues, such as:
– Eye contact – Signals confidence and attentiveness
– Handshake – A firm handshake creates a positive impression
– Stance/posture – Open and upright posture can signal confidence and engagement

Question 22

how does hanshake inlfuence impressions

Answer 22

A firm and confident handshake is often seen as a sign of extraversion, confidence, and professionalism, leading to more positive evaluations. On the other hand, a weak or awkward handshake may create a negative first impression, even before the interview starts.

Question 23

what are the gender differences in hanshakes

Answer 23

Gender differences in handshakes show that women are often rated as having weaker handshakes than men. However, this does not lead to lower overall interview ratings. Interestingly, a firm handshake may have an even stronger positive impact for women, helping them stand out and be perceived more confidently.

Question 24

what cognktive factors influence descision making in interwievs

Answer 24

Pre-interview impressions and confirmation bias – Interviewers often form opinions from CVs or appearance and then focus on information that confirms those initial views. First impressions – Judgments made in the first few minutes can strongly shape the rest of the interview. Prototypes and stereotypes – Interviewers may compare candidates to an "ideal" type or be influenced by generalizations (e.g., about gender or ethnicity). Contrast effects – A good or bad candidate seen just before can make the next one seem worse or better by comparison. Information recall – Interviewers might forget or misremember important details, especially when interviewing many people or relying on memory instead of notes.

Question 25

what are some advatnages and idisadvantages of using pannels vs individuals in selection

Answer 25

with pannels you can avoid some individual biases but if someone is of higer power in a pannel others might feel the need to confomr to their oppinion

Question 26

what are the individual differences that influence decision making in interviews

Answer 26

Ethnicity – Interviewers may (consciously or unconsciously) be influenced by a candidate’s ethnic background. Personality – Traits like extraversion or agreeableness in applicants can affect how positively they are perceived. Attractiveness – Physically attractive candidates are often rated more favorably, even if it's unrelated to job performance.

Question 27

whjat are the structural differences that influence decision making in interviews

Answer 27

The structural differences that influence decision-making in interviews are features that make the interview more standardized and fair. These include: Questioning consistency – Asking all candidates the same questions improves fairness and makes answers easier to compare. Evaluation standardization – Using a structured scoring system or rating scale helps reduce bias and increases reliability. Question sophistication – Using well-designed questions leads to better assessments. There are two main types: a) Experience-based questions – Ask about past behavior (e.g., “Tell me about a time you...”) b) Situational questions – Ask how a candidate would handle a future scenario (e.g., “What would you do if...”)

Question 28

what are asynchronous video interviews (AVIs) and some pros and cons

Answer 28

Candidates video-record their answers to a predefined set of interview questions, which are later reviewed and rated by the hiring organization - Pros: more flexible, faster, and cheaper to use than face-to-face or videoconference interviews. Recent study shows that performance is similar to traditional interviews. - Cons: often perceived more negatively by applicants, including as less fair, less user-friendly, and less valid, leading to lower organizational attraction than traditional modalities and synchronous video interviews

Question 29

what is AI

Answer 29

Artifical Intelligence = a system’s ability to interpret external data correctly, to learn from such data, and to use those learnings to achieve specific goals and tasks through flexible adaptati

Question 30

how is AI used in recruitment and selection

Answer 30

AI is used in recruitment and selection to automate and improve efficiency throughout the hiring process. It is applied in several ways: Writing job ads – AI helps create clear, inclusive, and tailored job descriptions. Resume screening – Algorithms scan CVs to filter candidates based on keywords, experience, or qualifications. Video interview analysis – AI can evaluate candidates' facial expressions, tone, and word choice. Chatbots – Used to answer applicant questions and guide them through the application process. Predictive analytics – AI predicts which candidates are most likely to succeed based on data patterns.

Question 31

what are the potential benefits and drawbacks of using AI in recruitemnt and selectipn

Answer 31

Potential benefits: } Speed and efficiency } Reduction in human bias and error àAI capable of processing a vast amount of data in a more standardized, consistent, and objective manner } Timely feedback to applicants Potential drawbacks or concerns: } Bias could have been introduced into AI with biased training data or model design (algorithmic bias) } AI-based decisions can be perceived as less fair than human-based decisions } AI often seen as a “black box” with low transparency & explanability } Privacy issues } Accountability issues } Limited validation of AI-tools (or not reported by AI vendors) à accuracy?