Test 2 Flashcards
(107 cards)
1
Q
What are the aspects of the recruiting process?
A
Locating individuals with right qualifications
Obtaining sufficient numbers of them
Apply for jobs
2
Q
What are the considerations of strategic recruiting considerations?
A
diversity
regular vs. flex staffing
internal vs. external
organizational based vs. outsourcing
3
Q
Overtime
Contracting
and temp employees are examples of what?
A
recruiting alternatives
4
Q
define labor markets
A
external supply pool from which employers attract employees
5
Q
define labor force population
A
All individuals available for selection if all
possible recruitment strategies are used
6
Q
Applicant Population
A
A subset of the labor force available for
selection using a particular recruiting
approach.
7
Q
Applicant Pool
A
All persons actually evaluated for selection
8
Q
define active job seekers
A
need a job and actively looking
9
Q
define semi-passive job seekers
A
interested in a new job and only
occasionally looking
10
Q
Passive job seekers
A
not really looking for a job but could be
persuaded if the right opportunity comes along
11
Q
internal recruiting sources
A
succession planning job posting job bidding skill inventory employee referals
12
Q
external recruiting sources
A
job fairs high schools/tech schools employment agencies consulting firms labor unions university competitors professional associations
13
Q
what are the four steps of a planning and recruitment plan?
A
- desirable employee profiling
- analyze recruiting source effectiveness
- prioritize recruiting sources
- develop recruiting strategy
14
Q
What are the aspects of a recruiting strategy?
A
Recruitment Ad
Recruitment Sources
Recruitment Plan—Who, what, where,
when, how
15
Q
what should you include in an effective recruiting ad?
A
- job info and application process
- desired qualifications
- organizational info
16
Q
HR policies can affect the nature of job vacancy characteristics with regard to:
A
Internal vs. External recruiting
opportunity for advancement
Market Leader Pay strategy Employment-at-Will policy Image Advertising-Employment
Branding
17
Q
define employment branding
A
Positions the company as an “employer
of choice” in the minds of potential employees.
Creates an image that makes people
want to work for the organization.
Results in a steady flow of applicants. Uses the tools of marketing research,
PR, and advertising.
18
Q
what are desirable recruiter characteristics?
A
Functional Area HR specialist v. operating area Traits warmth, informative Realism realistic job preview
19
Q
characteristics of good recruiter
A
Self-confidence Extroversion Enthusiasm—job and company Trustworthiness Level in company Job familiarity Listening skills Communication skills Social skills
20
Q
what are the steps to enhance recruiter impact
A
Provide timely feedback Avoid rude behavior Recruit in teams
21
Q
define ethnocentric sourcing
A
Recruiting from home country
22
Q
define regiocentric sourcing
A
Recruiting on a regional basis
23
Q
define polycentric sourcing
A
Each location recruits for own needs
24
Q
define geocentric sourcing
A
Best candidate anywhere in the world
25
what are the aspects of recruiting research?
source
geography
success criteria
26
what are the aspects of evaluating recruiting efforts?
costs vs benefits
time required to fill openings
quality
quantity
27
what are some factors used to evaluate short-term recruiting efforts?
```
Time to recruit
applicants
Selection and
acceptance rates
Cost per applicant
hired
Quantity and quality
of applicants
EEO implication
```
28
what are some factors used to evaluate long-term recruiting efforts?
```
Performance of
hires
Turnover Absenteeism per
hire
Training costs
```
29
define yield ratios
A comparison of the number of applicants at
one stage of the recruiting process to the
number at the next stage.
30
selection rate
The percentage hired from a given group of
| candidates
31
T/F Selecting people for positions is a somewhat important human resource process.
F - It is the most important and valuable
32
What are the factors that affect selection?
```
Organization hierarchy level
The need for speed
Applicant pool size
What kind of organization is this?
Probationary periods
```
33
When assessing job application information, what is the rule of thumb to use?
How job related is the information?
| Can you defend your answer?
34
What are the purposes of job applications?
Record of applicant’s interest in the job
Provides a profile of the applicant
Basic record for applicants who are hired
Research effectiveness of the selection process
35
A candidate for employment submits a resume is informed that she must also complete an application form. Why?
The application
| requires applicants to verify the information
36
Weighted Application Bank
The idea is to determine whether individual questions on the application can distinguish between successful and unsuccessful employees (as defined by some predetermined criterion; for example, in our case, job tenure). Once those application items are identified that can, in fact, differentiate to some degree among applicants, they are weighted to reflect their degree of success in differentiating good and poor performers.
37
Why has the use of tests declined since the 1960's?
```
– Title VII
– Griggs v. Duke Power Company
– Albermarle Paper Company v. Moody
– Uniform Guidelines
• Employer fears
• Societal fears and distrust
```
38
In which type of job is testing most utilized?
office jobs
39
what are the advantages of testing?
* Objectivity
* Cost effectiveness
* Validity
* Legal Defensibility
40
what are the disadvantages of testing?
```
Tests do not measure motivation
• More predictive of failures than successes
• More group predictive than individual
• Dishonesty susceptibility
• Testing anxiety
• Subject to legal challenge
```
41
Test standardization
uniformity of the procedures and conditions involved in administering and scoring tests.
42
Test score objectivity
If all persons scoring a given test obtain the same results, the test is said to be objective.
43
What types of tests are most objective?
multiple choice
| true and false
44
test-retest for reliability
This method of reliability determination requires giving the test twice to the same group of people and correlating the scores from the two testing instances.
45
equivalent forms for test reliability
two tests that are similar but not identical.
| The scores on each test are then correlated to establish the reliability of the first instrument.
46
split halves for test reliability
examines the reliability of a test by dividing it into two parts and then correlating the results from each half.
47
define validity
(test measures what it says it measures)
48
define objective measures
Rules used to assign numbers to attribute are predetermined, communicated, and applied
through a system
49
define subjective measures
Scoring system is more elusive, often involving a rater who assigns the numbers
50
what are the five selection method standards for evaluation purposes?
* Reliability
* Validity
* Generalizability
* Utility
* Legality
51
define scatter diagrams
Used to plot the joint distribution of the two sets of scores
52
define correlation coefficient
Correlation between two variables does not imply causation between them
53
define reliability
The degree to which a measure is consistent over time.
54
define test-retest reliability
How scores on the measure at one time relate to scores on the same measure at another time.
55
inter-rater reliability tests
Two different human judges rate the person on the dimensions of interest, it is then correlated.
56
define validity
The extent to which performance on a measure is related to job performance.
57
define criterion related validity
does it predict performance?
58
define content related validity
does it sample the right competencies
59
define construct related validity
how does it measure a trait?
60
define generalizability
Degree to which one can extend validity to other contexts
61
what are the three contexts of generalizability?
situations
samples of people
time periods
62
define utility
Degree to which information from selection method enhances bottom line effectiveness.
63
identify the big five personality factors
```
conscientiousness
emotional stability
extraversion
agreeableness
openness to new experiences
```
64
What are two of the most effective predictors of job success?
cognitive abilities
| work samples
65
of the big five character traits, which is the most promising?
conscientiousness
66
of the big five character traits, which is the least promising?
agreeableness
67
define ability tests
Measures that assess an individual’s
| capacity to function in a certain way
68
what are the two types of ability tests?
aptitude
| achievement
69
what are the four classes of ability tests?
cognitive
psychomotor
physical
sensory/perception
70
despite the advantages of cognitive ability tests, there are some disadvantages. What are they?
adverse impact
71
what is the purpose of interviews?
Obtain information from applicants
Give applicants information about the job
Create a positive feeling toward the
prospective employer
72
what are the four aspects of interview planning?
Job background
Interview objectives
Review resume or application
Interview logistics
73
what are the three types of interviews?
structured
non-structured
non-directive
74
define structured interview
Uses a set of standardized questions asked of
| all job applicants.
75
what are the advantages of a structured interview?
Obtains consistent information needed for selection
decision
Is more reliable and valid than other interview
formats
Meets EEO guidelines for the selection process
76
which interview style is most effective?
structured
77
Locating sufficient numbers of individuals with appropriate qualifications and
getting them to apply for jobs in an organization
Recruiting
78
The most common alternative to recruiting
overtime
79
Efforts to bring together a large number of applicants by organizations who
need to employ substantial numbers of people relatively quickly
Job fairs or open houses
80
Information regarding where successful employees were recruited, used to
keep recruiting costs down
Recruitment research
81
A comparison of the number of applicants at one stage of the recruiting
process to the number at the next stage.
yield ratio
82
After the applicant pool has been established, the first stage in the selection
process
applicant screening
83
The yield ratio of the number of persons hired for a particular job compared to
the number of applicants interviewed.
selection ratio
84
Legal information concerning a person's involvement with the police; a prima
facie violation of the EEOC standards if it appears on applications
Arrest records
85
The two rules of thumb in considering what type of information to use on
applications
1. Which information is job
related 2. Can you
defend your answer
86
Conveys important job and organizational information to an applicant in an
unbiased manner
Realistic job preview
87
Guidelines that make it clear that any selection device is subject to the same
validation requirements as paper-and-pencil tests.
Uniform Guidelines on
Employee Selection
Procedures
88
The Supreme Court ruled that any test uside in selection or promotion
decisions must be validated
Albemarle Paper v. Moody
89
The efficacy of a test in predicting an individual's performance in specified
situations.
Criterion-related validity
90
Refers to the scoring of test results
objectivity
91
```
Using different cut-off scored for different protected class groups; outlawed by
the Civil Rights Act of 1991 for most protected classes
```
race norming
92
A directed, goal-oriented discussion by two parties to make an intelligent
decision about a job opening; the most basic selection tool
Employment interview
93
Consists of a series of job-related questions with predetermined acceptable
answers; has the highest validity of any type of employment interview
structured interview
94
The major reason for job failure
Inability to work effectively with
| others
95
Type of interviewer bias where the interviewed has a preconceived notion of
the ideal candidate
stereotyping
96
Barriers to upward mobility for minorities and females
Glass ceiling
97
A scale that allowes the rater to indicate an employee's performance on a
continuuman; the most common method of performance appraisal
graphical rating scale
98
Listing all employees from highest to lowest; the simplest method of
performance appraisal
ranking
99
A variation of rating scales where specific behaviors are identified for each
point on the scale
Behaviorally anchored rating
| scales (BARS)
100
Specifying the performance goals an individual and manager agree to attain
within an appropriate period of time
Management by Objectives
| MBO
101
Rater bias resulting from evaluating an employee based on the primary
purpose of the evaluation
use bias
102
Process whereby a new employee is familiarized with the organization, job,
work group, and the terms and conditions of employment
employee orientation
103
A career path containing a number of vertical and horizontal career options
dual career path
104
An executive has a conflict with other executives or the organization, or is not
considered a team player; the primary reason for executive termination
lack of fit
105
The company intentionally forces the employ into a situation where it had good
reason to believe the employee would terminate employment
constructive discharge
106
The consequences of restructuring
```
Increased: productivity,
workloads , risk taking,
competence, customer
service. Decreased: morale,
employee commitment and
job satisfaction
```
107
The number of states affording some protection to the givers of employee
reference information
A Majority of States (37 by my
| last count)
