The selection process

Question 1

Guidelines for Avoiding Legal Problems

Answer 1

Selection criteria based on the job.
o Adequate assessment of applicant ability through employment testing
and interviews (standardized process).
o Scrutiny of applicant-provided information (i.e., resumes, specific
interview questions, reference checks).
o Conduct reliable and valid job tests.
o Save all records and information to ensure credibility with the
recruitment selection process.
o Reject applicants who make false statements.
o Provide an employment contract for the new hire.
o Notify unsuccessful candidate

Question 2

Benefits of Virtual Interviews

Answer 2

1. Company saves on costs
   (accommodation/transportation)
2. Employer has a wider
   geographical reach and access to a larger candidate pool
3. Access to a larger interviewer pool so that we are involving people who have a relationship to
   a job rather than their location or
   availability

Question 3

Six typical Hurdles in the Selection Process

Answer 3

1. Preliminary applicant screening.
2. Selection testing
3. Selection interview.
4. Background investigation/ reference checking
5. Supervisory interview and realistic job preview
6. Hiring decision and candidate notification

Question 4

Step 1: Preliminary Applicant Screening

Answer 4

Screening and reviewal of application forms and résumés are done by HR department.

Candidates not meeting essential selection criteria are eliminated
first.

Question 5

Step 2: Selection Testing

Answer 5

o Used to assess specific job-related skills, general intelligence, personality
characteristics, mental abilities, interests, and preferences.

o Testing techniques provide efficient, standardized procedures for screening large numbers of applicants  avoiding intentional and systemic discrimination.

Question 6

Reliability:

Answer 6

The degree to which interviews, tests, and other
selection procedures yield comparable data over time.

Question 7

Validity:

Answer 7

The accuracy with which a predictor measures what it is
intended to measure.

o Is the test or interview predictive of subsequent performance on
the job.

Question 8

Selection Ratio:

Answer 8

Ratio of the number of applicants hired to
the total number of applicants available as follows:

Number of Applicants Hired/Total Number of Applicants =
Selection Ratio

Question 9

Multiple-Hurdle Strategy:

Answer 9

Used for the selection process. Only candidates clearing the hurdle are permitted to move onto the next step.

Question 10

Must Criteria:

Answer 10

Requirements that are absolutely essential for the job, include a measurable standard of acceptability, or are absolute and can be screened initially on Paper.

2 Musts: Education and Experience (Resume is evidence of this)

Question 11

Want Criteria:

Answer 11

Includes skills and abilities that cannot be screened on paper.
o Verbal Skills, leadership, teamwork, enthusiasm etc.

Question 12

Criterion-related validity

Answer 12

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behaviour

Question 13

Content validity

Answer 13

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job.

Question 14

Construct validity

Answer 14

The extent to which a selection tool measures a theoretical construct or trait deemed as necessary to perform the job successfully.

Question 15

Work-sample Tests

Answer 15

Prioritisation or ‘in-tray’ exercises which ask candidates to prioritise a list of tasks (which
would be actual/similar tasks required for the post) and explain why they would carryout
tasks in a specific order.

Question 16

Computer based tests

Answer 16

Which could range from
technical tests for IT staff to tests for administrative
staff in using specific computer packages required by the role.

Question 17

Personality Test –

Answer 17

Measure basic aspects of applicant’s personality such
as introversion, stability, and conscientiousness.

Question 18

Personality Traits -

Answer 18

Enduring characteristics that
describe an individual’s
behaviour.

Question 19

The Myers-Briggs Test

Answer 19

Self-report questionnaire that describes
how people make decisions and perceive the world.

Depending on their score in each grouping, test-takers receive a result of
one of the 16 personality types.

Groups include:

Extraverted/introverted

Sensing/intuitive

Thinking/feeling

Judging/ perceiving

Question 20

ENFJ

Answer 20

Idealist organizers, driven
to implement their vision
of what is best for
humanity. They often act
as catalysts for human
growth because of their
ability to see potential in
other people and their
charisma in persuading
others to their ideas.

Question 21

INTJs are visionaries.

Answer 21

Visionaries. They usually have original minds and great drive. They are
skeptical, critical, independent,
determined, and often stubborn

Question 22

ESTJs are

Answer 22

Organizers. They are realistic,
logical, analytical, decisive, and have a
natural head for business or mechanics.
They like to organize and run activities.

Question 23

ENTPs are

Answer 23

Conceptualizers. They are
innovative, individualistic, versatile, and attracted to entrepreneurial ideas. They tend to be resourceful in solving challenging problems, but may neglect routine assignments

Question 24

Big Five Model

Answer 24

The model proposes that five
basic personality dimensions
underlie all others and
encompass most of the
significant variation in human
personality. Includes: extraversion, agreeableness, conscientiousness, emotional stability, and openness to experience

Question 25

Achievement Tests

Answer 25

used to measure knowledge or proficiency acquired through education, training, or experience

Question 26

IQ tests

Answer 26

that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization and word fluency

Question 27

Emotional intelligence tests

Answer 27

Measure a person's ability to monitor his or her own emotions and the emotions of others and to use that knowledge to guide thoughts and actions

Question 28

Aptitude tests

Answer 28

Measure an individual's aptitude or potential to perform a job, provided he or she is given proper training

Question 29

Micro-assessments

Answer 29

A series of verbal, paper-based, or computer -based questions and excercies that a candidate is required to complete, covering the range of activities required on the job for which he or she is applying.

Question 30

Work sampling

Answer 30

Individual conducts the job and is measured.

Question 31

Situational Testing

Answer 31

Hypothetical situations posed, candidates respond (best course of action for a problem)

Question 32

Management Assessment Centers

Answer 32

Used to asses candidates' management potential that uses a combination of realistic exercises, management games, objective testing, presentations, and interviews

Question 33

Interest inventories

Answer 33

Tests that compare a candidates interest's with those of people in various occupations

Question 34

Step 3: The Selection Interview

Answer 34

Interviewer Objectives o assess applicant’s qualifications o observe applicant’s behaviour o gather information to predict future performance o communicate information about the job o promote the organization (branding) o determine how well the applicant would fit in (culture) Applicant objectives - Present positive image - Sell their skills and attributes - gather information about job and organization

Question 35

Unstructured interview

Answer 35

An unstructured conversionational-style interview. The interviewer pursues points of interest as they come up in response to questions

Question 36

Structured

Answer 36

An interview following a set sequence of questions

Question 37

Mixed (semi-structured) interview

Answer 37

An interview format that combines the structured and unstructured techniques

Question 38

Situational interview

Answer 38

A series of job-related questions that focus on how the candidate would behave in a given situation

Question 39

Nondirective interview

Answer 39

- Minimum of questions, not planned in advance. - Open-ended questions; interviewer follows the candidate's lead.

Question 40

Behaviour interview or Behavioural description interview (BDI)

Answer 40

a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past

Question 41

Panel interviewer

Answer 41

an interview in which a group of interviewers question the applicant

Question 42

mass interview

Answer 42

An interview in which a panel of interviewers simultaneously interviews several candidates

Question 43

Step 4: Background Investigation/ Reference Checking

Answer 43

References Checks are conducted to verify applicant / candidate information.

Question 44

Step 5: Supervisory Interview and Realistic Job Preview

Answer 44

 Supervisor is best qualified to assess job knowledge and skills.  Supervisor can answer job-specific questions.  Supervisor must feel comfortable with new hire. -Are they a good culture add? -What value will they bring to this role? -What will they contribute to the team dynamics?  Supervisor can assess fit with current team members.

Question 45

Step 6: Hiring Decision and Candidate Notification

Answer 45

Often, the initial offer is made by telephone, but it should be followed up with a written employment offer that clearly specifies important terms and conditions of employment, such as starting date, starting salary, probation period, and so on Candidates should be given a reasonable length of time in which to think about the offer without being pressured into making an immediate decision. All finalists not selected should be notified as a courtesy