{ "@context": "https://schema.org", "@type": "Organization", "name": "Brainscape", "url": "https://www.brainscape.com/", "logo": "https://www.brainscape.com/pks/images/cms/public-views/shared/Brainscape-logo-c4e172b280b4616f7fda.svg", "sameAs": [ "https://www.facebook.com/Brainscape", "https://x.com/brainscape", "https://www.linkedin.com/company/brainscape", "https://www.instagram.com/brainscape/", "https://www.tiktok.com/@brainscapeu", "https://www.pinterest.com/brainscape/", "https://www.youtube.com/@BrainscapeNY" ], "contactPoint": { "@type": "ContactPoint", "telephone": "(929) 334-4005", "contactType": "customer service", "availableLanguage": ["English"] }, "founder": { "@type": "Person", "name": "Andrew Cohen" }, "description": "Brainscape’s spaced repetition system is proven to DOUBLE learning results! Find, make, and study flashcards online or in our mobile app. Serious learners only.", "address": { "@type": "PostalAddress", "streetAddress": "159 W 25th St, Ste 517", "addressLocality": "New York", "addressRegion": "NY", "postalCode": "10001", "addressCountry": "USA" } }

Lecture 7: Selection Flashcards

(32 cards)

1
Q

Why is selection important?

A

Because it’s expensive to replace workers

Unfair selection can also result in lawsuits, bad publicity and loss of revenue

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

What is job analysis?

A

A job analysis produces systematic information about jobs,
including the nature of work performed, position within the
organisation, and relations the job holder may have with others

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What are the 4 most common ways to perform a job analysis?

A

◦ Written material
◦ E.g., contracts, manuals
◦ Rarer these days

◦ Job holders’ reports
◦ Current employees interviewed, describe main tasks in detail
◦ Very common

◦ Colleagues’ reports
◦ Interview peers for information similar to the above

◦ Direct observation
◦ Watch employees and note down behaviours/tasks

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

What are the two different types of task analysis?

A

Hierarchial task analysis:
* Divide jobs or job components into
tasks and subtasks, forming a hierarchy
* Best suited for tasks with stable, clear,
and observable components
* Less suited for capturing cognitive tasks

Cognitive task analysis:
* Examine mental activities necessary to
perform a role
* Use methods including interviews, focus
groups, and simulations where the subjectmatter expert details how they analyse
information, make decisions, and cope
with unexpected problems
* Best suited for jobs with predominantly
cognitive tasks

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

What is a competency analysis?

A

“A cluster or specific characteristics and behaviour patterns a
job holder is required to demonstrate in order to perform the
relevant job’s tasks with competence”

  • Used to identify knowledge, skills, and behaviours, which
    forms a competency model

“A comprehensive list of all the relevant competencies
associated with a job role”

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

What is a job analysis?

A

✓Provides clear idea of what is expected of employees

✓Outlines skills, traits, characteristics necessary for job success

✓Documents other important things:
✓Work hours
✓Title
✓Hierarchy
✓Pay

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

What is a person specificaation?

A

With information from job analysis, a person
specification can be written.

  • A person specification is a statement in which job demands are translated into human terms
  • Lists essential and desirable characteristics
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

How to ensure reliability in selection assessment?

A

Internal consistency reliability
* Whether tests and assessments are
consistently or accurately measuring the
attribute of interest

  • Interrater reliability
  • The extent to which different assessors
    agree in their assessments of a particular job
    candidate
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What is graphology?

A

The study of personality via handwriting analysis

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

How reliable, valid and fair is graphology?

A

◦ Reliability: Very low (Keinan, Barak, & Tramati, 1984)
◦Validity: Horrible, r = 0.02 (Hunter & Schmidt, 1998; Rafaeli
& Klimoski, 1983)
◦ Fairness: No real research, but probably not fair at all

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are the classic trio in selection and recruitment?

A

1) Applications/CVs (94%)
2) References (88%)
3) Interviews (72%)

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

What are the benefits and disadvantages of applicaions and cvs?

A

Benefits: Ease of use,
ease of comparison, can
be used again and again
(CVs)

Disadvantages: Timely,
biased, may not be
accurate, may not
predict job success

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What are the benefits and disadvantages of references?

A

Usually obtained from current or past employers

Benefits: Participants react positively to them, very popular method

Disadvantages: full of bias, creates expectations of
candidate if read before meeting

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What is the reliability, validity and fairness of references?

A

◦ Reliability: Poor (Mosel & Goheen, 1959)
◦ People rarely say the same thing or agree!
◦Validity: Poor (Hunter & Hunter, 1984)
◦ Fairness: Very poor!

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What are the two main types of interviews?

A

1) Unstructured interviews
2) Structured interviews
◦ Situational
◦ Behavioural

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What are the benefits and disadvantages of interviews?

A

Benefits: Widely accepted by candidates, able to extract large
amounts of information, can possibly be good predictor of
performance/success

Disadvantages: Prone bias, participants can lie, may induce
stress (especially if it is a panel interview), costly

17
Q

What is the reliability, validity and fairness or unstructured interviews?

A

◦ Reliability: Rather poor (Dipboye, 1994)
◦Validity: Middling (Schmidt & Hunter, 1998)
◦ Fairness: Poor!

18
Q

What are structured interviews?

A

Interviews with standardised questions, trained interviewers, evaluation

Two types:
* Situational: “Verbal work samples”
* Applicant given work situation. Asked what they would do.
* Behavioural: Describing past behaviours
* “Think of a time when you successfully handled an angry client” etc.

19
Q

How to improve structured interviews?

A
  • Use multiple interviewers
  • Improves reliability
  • May reduce bias
  • Same interviewer for all candidates
  • Increases standardisation
  • Train interviewers
  • Increases standardisation, awareness of biases & tricks
  • Take notes during interview
  • Increase memory retention?
  • Increase inter-rater reliability
20
Q

What is the reliability, reliability and validity of structured interviews?

A

◦Reliability: Standardisation improves reliability

◦Validity: Much better!! (Dipboye, 1994)
◦ 0.62 vs. 0.20!!

◦Fairness: Better
◦ Standardisation evens out playing field somewhat

21
Q

What is psychometric testing?

A

Standardised tests, designed to ensure reliability
and validity, aimed to measure underlying cognitive abilities or
personality traits in a quantifiable, fair, and consistent manner

In the UK, psychometric testing requires certification (BPS or test
maker)

Usually measures personality and/or intelligence (cognitive ability)

Cognitive ability tests is the strongest predictor of future job
performance across almost all occupations and organisations

22
Q

What is personality assessment?

A

Self-report Questionnaires:
I see myself as someone who

23
Q

What are issues in using personlity for personnel selection?

A

Reducing faking in personality assessment:

  • Build in social desirability scales
  • Warning candidates that faking will be detected
  • Ipsative measures (forced-choice response format)
24
Q

What are the benefits and disadvantages of psychometric tests?

A

Benefits: Standardised, easy to access, flexible, easy data generation

Disadvantages: Costly, negative candidate reaction, issues
inherent in process
◦ Candidates may not like being tested
◦ Self-awareness or social desirability may lead to inaccurate results

25
What are situational judgement tests?
* Designed to assess an applicant’s judgements in hypothetical, work-related situations * Typically have four options that ranked from most to least preferred response * SJT questions have predefined right and wrong answers * Cost effective for large scale selection processes * Consistently demonstrate strong criterion validity
26
What is work samples?
* Ask candidates to do a simplified version of the job * One of the most valid methods, especially when combined with other tests
27
What are assessment centres?
Multifaceted assessment process where applicants are assessed on multiple competencies using multiple job-related exercises + If the exercises are well designed, with high psychometric properties (reliability + validity), can be very effective - If not, can be very expensive, time consuming, and inaccurately include or exclude the wrong candidates
28
What are assessment centres?
Not a place! A term used to denote use of multiple assessments and methods on individual, being observed by assessors
29
What is The Equality Act 2010
Consistency in what employers and employees need to do to make their workplace a fair environment and comply the law
30
What are the protected characteristics?
Age Disability Gender Gender reassignment Marriage and civil partnership Pregnancy and maternity Race and ethnicity Religion or belief Sex Sexual orientation
31
When is discrimination lawful?
must be crucial to the post, and not just one of several important factors and * Relate to the nature of the job and * Be ‘a proportionate means of achieving a legitimate aim’. If there is any reasonable and less discriminatory way of achieving the same aim, it is unlikely that the employer could claim an occupational requirement.
32
What are reasonable adjustments?
An employer must consider making ‘reasonable adjustments’, involving the disabled employee or job applicant if: * The employer becomes aware of their disability * A disabled employee or job applicant asks for adjustments to be made * A disabled employee is having difficult with any part of their job * Either an employee’s sickness record, or delay in returning to work, is linked to their disability