Week 6

Question 1

Selection Process 5 Steps

Answer 1

1. Primary Applicant Screening
2. Selection Testing
3. Selection Interview
4. Background Investigation/reference check
5. Supervisory Interview and realistic job preview

Question 2

Selection

Answer 2

Choosing individuals to fill job openings

Question 3

Recruitment

Answer 3

searching out job applicants

Question 4

Strategic Importance of Selection 3

Answer 4

Quality of HR, Ethical and appropriate selection, Legal Implications

Question 5

Selection Ratio

Answer 5

of applicants hired / total # of applicants

Question 6

Small Selection Ratio Indications (3) (1:4)

Answer 6

low # of applicants, low quality recruits, redo process

Question 7

Large Indications (3) (1:400)

Answer 7

Vague job description, more resources for selection, automate process

Question 8

Multiple Hurdle Selection Strategy

Answer 8

Selection involving series of successive steps/hurdles (phasing)

Question 9

2 Criteria for selection

Answer 9

Determining Individual most qualified for the job
1. Must/Need 2. Want

Question 10

Must

Answer 10

essential requirements for job, measurable standard of acceptability, screened initially on paper

Question 11

Want

Answer 11

Desirable quality but not crucial, cannot be screened on paper etc verbal, communication, passion

Question 12

Preliminary Applicant Screening

Answer 12

• initial screening performed by HR by reviewing resumes and applications, candidates removed that don’t meet selection and rest move on to interview

Question 13

Selection Testing
- what is it
- what type of tests
-the tests are designed to be(2)

Answer 13

Efficient method to screen large number of applicants
pre-made tests or develop in-house tests
reliable and valid

Question 14

Reliability and it is the degree to (3)

Answer 14

yield comparable data over time
degree to dependability, consistency, stability

Question 15

Validity and degree

Answer 15

predictor measures what it is intended to measure (accuracy)

separate validation studies for different subgroups

Question 16

3 types of validity

Answer 16

criterion, content, construct

Question 17

Types of Screening Selection Tests (9)

Answer 17

Cognitive Abilities
Physical Abilities
Personality
Interests
Achievement Tests
Management Assessment Centres
Situational Testing
Micro-Assessment, Physical Examination, Drug Testing, Polygraphs, Work Sampling

Question 18

Cognitive Abilities (2) and how used in job selection

Answer 18

Intelligence: Predictor of Job Performance at chosen occupation
Emotional: Person’s ability to monitor emotions, knowledge and guide thoughts and actions.

Question 19

Personality 2 tests - validity and reliability

Answer 19

Myers Briggs - lacks validity and reliability
Big 5 Personality - is valid and reliable

Question 20

Interests Test for Job

Answer 20

Compare candidates interests with those of people already in various occupations

Question 21

Achievement tests for jobs

Answer 21

knowledge (know about) and proficiency (know how)

Question 22

Management Assessment Centres

Answer 22

Comprehensive procedures to assess management of potential groups of candidates

Question 23

Management Assessment combine and are not

Answer 23

combine realistic experience, objective testings, presentations and are not a real place you go to

Question 24

Selection Interview Components (3)

Answer 24

Degree of Structure
Content
Administering Interview

Question 25

Degree of Structure (3)

Answer 25

Unstructured Structured Mixed/semi-structured

Question 26

Unstructured Interview (3)

Answer 26

Questions asked as they come to mind Flexible low reliability and validity

Question 27

Structured Interview (3)

Answer 27

Question are prepped or sent out high reliability and validity no flexibility, cannot pursue points of interest

Question 28

Content Components (2)

Answer 28

Situational Behavioural

Question 29

Situational Content and Premise

Answer 29

individuals ability to project future behaviour in each situation Premise: intentions predict behaviour

Question 30

Behavioural Content and Premise

Answer 30

asking interviewees how they behaved in the past to various situations Premise: future performance is best predicted by past performance in similar situations

Question 31

Administering Interview 4 ways

Answer 31

one-on-one, sequentially or all at once (multiple interviewers, Face-to-face, technology

Question 32

Sequential

Answer 32

applicant interviewed by several persons in sequence

Question 33

Sequential Interview Unstructured Sequential Interview Structured

Answer 33

Unstructured: interviewer provides their own input Structured: standard evaluation form

Question 34

Panel Interview and etc

Answer 34

Simultaneously interviewed by group of interviewers, example Mass Interview

Question 35

Phone benefits

Answer 35

no appearance bias, spontaneous call

Question 36

Virtual Interview 2 types

Answer 36

Synchronistic or Asynchronistic

Question 37

Virtual Benefits (3)

Answer 37

Technology, reduced costs, biased reduced through training and administration

Question 38

Common Interview Mistake: Poor Planning

Answer 38

Questions not written in advance, no structure or admin

Question 39

Common Interview Mistake: Leading

Answer 39

Guiding Candidate directly or indirectly to right answer

Question 40

Common Interview Mistake: Too Much or Too Little Talk

Answer 40

Time is 70/30, 70% for applicant and 30% for interviewer

Question 41

Common Interview Mistake: Poor Knowledge of Job

Answer 41

Interviewers without accurate picture will rely on incorrect standards

Question 42

Common Interview Mistake: Gut Feeling

Answer 42

Interviewer prefers Gut feeling over quality and qualifications

Question 43

Common Interview Mistake: Influence of Non-Verbal Behaviour

Answer 43

eye contact, head moving, smiling

Question 44

Common Interview Mistake: Snap Judgements

Answer 44

Decisions based on first impressions

Question 45

Common Interview Mistake: Negative Emphases

Answer 45

more weight given to unfavourable characteristics

Question 46

Common Interview Mistake: Halo Effect

Answer 46

Subsequent ratings distorted by first impression

Question 47

Common Interview Mistake: Contrast/Rank Error

Answer 47

Distortion due to rating of prior candidate

Question 48

Common Interview Mistake: Similar-to-me

Answer 48

Distortion due to similarity in demographics, personality, attitudinal

Question 49

Common Interview Mistake: Stereotyping

Answer 49

being influenced by assumptions about an individual based on specific group

Question 50

Step 4: Background Investigation and Reference Check (2)

Answer 50

Verify Accuracy of information provided Research to find applicant lies that lead to elimination

Question 51

Verify Accuracy of information provided (4)

Answer 51

criminal record check credit check past employment and education check performance related references from past supervisors

Question 52

Research or Applicant lies that lead to elimination

Answer 52

overstating qualifications attempting to hide negative information Being Deliberately evasive or untruthful

Question 53

Step 5: Supervisory interview and realistic job preview (2)

Answer 53

Supervisory interview Realistic Job Preview

Question 54

Supervisory interview

Answer 54

assess job, knowledge/skills, answer job questions, comfortable with new hire, assesses team fit

Question 55

Realistic Job Preview

Answer 55

provided applicants with realistic information, positive and negative

Question 56

Step 6: Hiring Decision and Candidate Notification - what are the 6 steps of step 6

Answer 56

- Compile info from techniques - evaluate info about each candidate - supervisor make hiring decision - offer specifies terms and conditions of employment - candidates have time to think and accept - notify candidate not selected