Recruitment & Selection Process Flashcards

Question

why is Assessment Centers good?

Answer 1

Often done in large companies, as expensive & time consuming ▪ Found to be most valid and reliable of methods as a variety of assessment methods. ▪ “Triangulation” of data (Searle, 2003) ▪ Applicants are usually positive about ACs - evident how the assessments link together, to the job. Process provides many ways to demonstrate performance. (Doyle, 2003)

Answer 2

▪ Assessors are meant to rate each person on dimensions (e.g., skills, competencies, etc.) ▪ If they do this, we should see correlations between ratings of the same dimension in different exercises (e.g., stress tolerance ratings should be similar across personality inventory, presentation, & role play) ▪ Should be no correlation between ratings of different dimensions within the same exercise (e.g., for Role play – stress tolerance, interpersonal skills, customer focus and problem solving should not be correlated)

Answer 3

Share three characteristics: ▪ Valid ▪ Content validity ▪ Criterion validity ▪ Construct validity ▪ Reduce the chance of legal challenge ▪ Face validity ▪ Privacy ▪ Adverse impact ▪ Cost-effective

Answer 4

Reliability: personnel selection is concerned with... ▪ Internal Consistency – how well the items in the assessment instrument relate to each other (Cronbach’s Alpha, α) ▪ Inter-Rater Reliability – the degree to which different assessors agree on their assessments of a job candidate

Answer 5

A. Does it measure the attribute it is supposed to measure B. Does it look relevant to job experts C. Does correlate with other job measures D. Does it look relevant to the job candidate E. Does it correlate with job performance F. Is it uncorrelated with non-relevant measures

Answer 6

Acceptability to candidate: Methods are considered acceptable by applicants when: * reasons are given for the method * the method is seen to be job-related * non-invasion of privacy Acceptability to management of company Cost/benefit analysis: What does it cost? How long will it take? * labor costs * set-up * equipment * applicant * advertising

Answer 7

Popularity * Interviews 97% * References 96% * Application forms 93% * Cognitive Ability Tests 91% * Personality tests 80% * Assessment centers 59% * Biodata 19% * Graphology 2.6% * Astrology 0.5% Criterion Validity * Interviews (Struct. 0.51, not 0.31) * References 0.26 * Application forms – no data * Cognitive Ability Tests 0.51 * Personality tests 0.31 * Assessment centres 0.38 * Biodata 0.38 * Graphology 0.0 * Astrology 0.0 For more details: Robertson & Smith (2001) and Arnold (2005). Cognitive Ability Test + Structured Interview = .63 Cognitive Ability Test + Work Sample= .63

Answer 8

Most common selection method ▪ Interviewees and employers like it ▪ Can be as valid and reliable as other methods if done well (structures and common FORs) and can be more cost effective.

Answer 9

▪ Structure ▪ Unstructured ▪ Structured ▪ Style ▪ One-on-one ▪ Serial ▪ Return ▪ Panel ▪ Group ▪ Medium ▪ Face-to-face ▪ Telephone ▪ Videoconference ▪ Written

Answer 10

Structured ▪ Include standard questions, often critical incident technique (CIT)Critical Incident Technique) , trained interviewers (FOR) (Focus on Results), systematic assessment and procedures to target key skills and attributes. ▪ If too structured which can lead to artificial interactions ▪ For example - Doyle’s experience being asked questions designed for graduates while he had 20 years of experience.

Answer 11

Job-relatedness ensures fairness and legal defensibility: Standardized Scoring: Promotes consistency and reduces bias. Incremental Validity: Improves prediction of job performance. Court Favorability: Structured methods are better accepted than unstructured ones

Answer 12

▪ They are: ▪ Unreliable ▪ Not valid ▪ Legally problematic Because they: ▪ Are not job related ▪ Rely on intuition, “amateur psychology,” and talk show methods ▪ Suffer from common rating problems

Answer 13

Why should I hire you? ▪ Where do you see yourself five years from now? ▪ What are your greatest strengths? ▪ What are your greatest weaknesses? ▪ What subject did you most enjoy in college? ▪ How would you describe yourself? ▪ Why are you interested in this job?

Answer 14

▪ They are: ▪ Reliable ▪ Valid ▪ Not as prone to legal challenge ▪ Because they: ▪ Are based on a job analysis ▪ Ask the same questions of each applicant ▪ Have a standardized scoring procedure

Answer 15

Determine the KSAOs to tap in the interview ▪ Create interview questions ▪ Create a scoring key for interview answers

Answer 16

Six types of interview questions: ▪ Clarifiers ▪ Disqualifiers ▪ Skill-level determiners ▪ Future-focused questions/situational questions ▪ Past-focused questions/patterned-behavior description interviews (PBDIs) ▪ Organizational-fit questions

Answer 17

▪ I noticed that you do not have an education section on your resume, could you tell me about your educational background? ▪ I noticed a three-year gap between two of your jobs, could you tell me a little about that? ▪ You were a bench hand at AT&T. What is that? ▪ Why did you leave your job at McDonald’s?

Answer 18

Can you work at least one weekend a month? ▪ Can you work overtime without notice? ▪ Would you be willing to treat a patient with AIDS? ▪ Do you have a valid driver’s license?

Answer 19

▪ When dealing with customers, it is inevitable that you will encounter an angry customer. Tell us about a time when a customer was angry at you. What did you do in that situation? ▪ The job of network engineer requires a good deal of customer service. Tell us about your customer service experience. ▪ This job involves persuading employees to follow our safety rules. Tell us about a time in the past when you had to persuade an employee to do something.

Answer 20

Suppose that you were scheduled to work on Saturday. A friend calls on Thursday and says that you get to use a condo at the beach for free—but it has to be this weekend. What would you do? ▪ Imagine that you told a client that you would be there at 10:00 a.m. It is now 10:30 and there is no way you will be finished with your current job until 11:30. You are scheduled to meet another client for lunch at 12:00 and then be at another job at 1:15. How would you handle the situation?

Answer 21

▪ A customer brings you their checkbook and says that they cannot get it to balance. What are they probably doing wrong? How would you explain the error to them? ▪ A client calls and tells you that they have 10 computers in a 30’ by 100’ room and that they want to network the computers. What questions would you ask? What parts would you need to compile to complete the task? ▪ Several months after installing the above network, the client calls and says that nothing will print on the printer. What could be going on?

Answer 22

▪ Under what type of supervisor do you work best? Is there a type of supervisor for which you have trouble working? ▪ What type of work pace is best for you? ▪ Describe your sense of humor. ▪ Describe your experience working with a culturally diverse group of people.

Answer 23

▪ Intention predicts future behavior. ▪ Based on hypothetical situations and may be evaluated by predetermined answers one would expect from good, average and poor candidates. Example question ▪ Ex: You and your friends go camping in the Lake District for the weekend. As you are setting up you realize that the tent poles and pegs were left behind. What would you do.? ▪ Problems: * May be verbal reasoning tests rather than tests of what the person would do. * May be seen as offensive or illegal. * May disadvantage new graduates without experience

Answer 24

o Past behavior predicts future behavior (PBDI). o Focus on what you did in past situations. o Ex: Describe a time in a job when you dealt with a particularly difficult co-worker. How did you handle it? o Issue(s): ▪ May be a verbal reasoning test rather than an indication of what the person would do. Structured v. Unstructured interviews Panel: A panel interview is a job interview that involves two or more members of a hiring team vs. 1-1

Answer 25

▪ Assessment – As one of a battery of techniques used to identify the best candidate. ▪ Mutual Preview – Can I work with this person? Can this person fit into the team/organizational culture? May be as important as can this person do the job.

Answer 26

* Halo: see a person as positive and then only seeing their positive characteristics or aspects of their responses * Horn: see a person as negative and then only seeing their negative characteristics or aspects of their responses * Similar–to–me: 1. holding ourselves up as the gold standard for the position; 2. we like people who are similar to ourselves

Answer 27

Stereotyping: making prejudiced assumptions based on the applicants personal or demographic background * Self-Delusion: Believe that you are unaffected / immune by / from subjective bias * Cognitive Overload Biases

Answer 28

Right/Wrong Approach: Evaluate if the answer is correct based on clear rules or criteria. Typical Answer Approach: Provide a standard, commonly accepted response. Benchmark Answers: Compare your answer to best examples or high standards. Key Issues Approach: Focus on solving the most critical parts of the problem.

Answer 29

▪ Build rapport ▪ Explain the process and the agenda ▪ Ask the questions ▪ Score the answer and take notes after each question ▪ Provide information about the job and the organization (e.g., salary,benefits, climate) ▪ Answer interviewee’s questions ▪ End the interview on a pleasant note

Answer 30

Scheduling the interview ▪ Before the interview ▪ During the interview ▪ After the interview

Answer 31

in job applications refers to assessments that evaluate candidates' cognitive abilities or personality trait.

Recruitment & Selection Process Flashcards

(55 cards)