HURE 4030 Exam #3 (Final): Chapter 9

Situational Judgement Tests

measures of non cognitive skills; short scenarios are presented verbally, in writing, or in videos, and candidates are asked what they believe is the most effective response, or to choose the best response from a list of alternatives

Evaluative Assessment Methods

methods that evaluate the pool of job candidates to determine who should receive job offers (ex: cognitive and noncognitive ability tests; values assessments; personality assessments; integrity tests, polygraph tests; job knowledge tests; behavioral, situational, and case interviews; situational judgement tests, graphology, job simulations, work samples, reference checks)

Contingent Methods

methods whereby a job offer is made contingent upon passing the assessment (ex: medical and drug tests, background checks)

Unstructured Interview

questions that vary from candidate to candidate and that differ across interviewers

Aptitude Tests

tests designed to predict a person's future performance (aptitude is the capacity to learn)

Cognitive Ability Tests

tests that assess a person's general mental abilities, including their verbal and mathematical reasoning, logic, and perceptual abilities

Integrity Tests

tests that measure people's trustworthiness, honesty, moral character, and reliability

Behavioral Interview Questions

use information about what the applicants have done in the past to predict their future behaviors

Possible Assessment Outcomes

False Positive: hired poor performer True Positive: hired good performer True Negative: didn't hire poor performer False Negative: didn't hire good performer

Factors Involved in Evaluating a Method's Effectiveness

Validity Applicant Reactions Return on Investment Selection Ratio Adverse Impact Usability

Behavioral Interview: STAR Technique

When answering behavioral interview questions it can be useful to follow the STAR response format: - Situational or Task: describe a specific event or situation, giving enough detail for the interviewer to understand the situation and your goals - Action that you took - Results that you achieved and what you learned

Job Applicants v . Job Candidates

When people first apply for a job, they are considered *job applicants* and are evaluated against the minimum acceptable criteria for the job, such as relevant education and skills. Those applicants passing the initial screen are considered *job candidates* and are assessed in more depth to evaluate their characteristics and qualifications as defined by the job specification as well as on dimensions relevant to person-organization and even person-group and person-supervisor fit.

Semi-Structured Interview

combines a pre-determined set of open-ended questions with the opportunity for the interviewer to explore some responses or themes further

Person-Organization Fit

fit between an individual's values, beliefs, attitudes, and personality and the values, norms, and culture of the organization

Case Interview

give the candidate a situation, problem, or challenge and ask him or her to address and resolve it What if? or What would you do if? = Not good questions (People will portray themselves in a positive light) - Give me an example of a time is a better ask

Selection Ratio

having a low selection ratio means hiring only a few applicants, which allows an assessment method to have maximum impact on improving the performance of the people hired

Staffing Effectivness

how well the staffing process meets the needs of a firm's stakeholders and contributes to the organization's strategy execution and performance

Biodata

information about candidates' interests, work experiences, training, and education

Structured Interviews

interviews in which candidates are asked a series of standardized, job-related questions with predetermined scores for different answers

Complementary Fit

when a person adds something that is missing in the organization or work group by being different from the others

Supplementary Fit

when a person has characteristics that are similar to those that already exist in the organization

Return on Investment

whether the assessment method generates a financial return that exceeds the cost associated with using it

Selection Ratio Calculation

# hired / # of applicants

Person-Group Fit

(or person team-fit) the match between an individual and his or her work group, including the supervisor

External Assessment Goals

- Maximize fit - Accurate assessment - Maximize return on investment - Generate positive stakeholder reactions - Support talent philosophy and HR strategy - Establish and reinforce employer image - Identify new hires' development needs - Assess ethically - Ensure legal compliance

(AI Article): There's a New Obstacle to Landing a job after College: Getting Approved by AI

- This shift in preparations comes as more businesses interested in filling internships and entry-level positions that may see a glut of applicants turn to outside companies such as HireVue to help them quickly conduct vast numbers of video interviews Problems: - AI defines people as male or female - Can't tell the heart of a person and the drive a person has - There is little in the way of regulations or industry standards surrounding disclosure of technology usage (So interviewees may not know when (or how) AI is analyzing their interview, and when it isn't) - There is a sense of uncertainty for those trying to guide college students and new graduates through the interview process Sarah Ali, a Duke undergraduate student, has gone through about eight HireVue interviews "Once I understood the AI interview process, I definitely started thinking about it as a game and how I could optimize for certain qualities or gestures," Ali said. - She might have used key words or phrases that would be picked up by AI and also kept direct eye contact with the camera *HireVue may be the most well-known video interview company with nearly 800 companies as clients* (A way to help companies sort through video interviews) - HireVue believes it can be helpful for ushering a massive number of people through the interview process quickly and reviewing them in a fair, consistent way - These AI assessments are often used for filling entry-level jobs because candidates don't have a lot of work history - The client gets a report scoring the candidate on the attributes deemed key to the job (A report can also be generated for the job candidate to give them feedback, but it's up to the employer to share that) Meredith McCook, assistant director at the Duke career center mentioned that the rise of this kind of interview has meant some changes to how she works with students *Interview prep platform Big Interview, which is used by more than 500 colleges and universities including Purdue and UNC Charlotte, is building its own AI system for scoring mock video interviews and giving would-be interviewees feedback*

Which of these helps to reduce the effect of unconscious biases? Select one: A. Blind assessment B. Letting hiring managers do the interviewing C. Random hiring D. Banding

A. Blind assessment

Which of the following is true of person-organization fit? Select one: A. It is positively related to job satisfaction. B. It is the same as person-job fit. C. It is not related to the intent to stay with the company. D. It is unrelated to organizational commitment.

A. It is positively related to job satisfaction.

________ is/are beginning to be applied to job seeker credentials, speeding up background checks. Select one: A. blockchain B. artificial intelligence C. chatbots D. online applications

A. blockchain

Graphology includes any practice that involves determining personality traits or abilities from a person's ________. Select one: A. handwriting B. palm C. face D. biodata

A. handwriting

If a decision an HR manager knows is best conflicts with what is best for another stakeholder the HR manager is likely to feel _______. Select one: A. moral distress B. moral efficacy C. moral disengagement D. moral exhaustion

A. moral distress

Which of the following is a type of cognitive ability test? Select one: A. sensory skills B. integrity C. mathematical reasoning D. psychomotor skills

C. mathematical reasoning

The Uniform Guidelines on Employee Selection Procedures were created to ________. Select one: A. validate employee selection methods B. outline the enforcement of the Americans with Disabilities Act C. assist organizations with fewer than 10 employees comply with Title VII D. assist organizations in complying with federal law prohibiting discrimination in hiring

D. assist organizations in complying with federal law prohibiting discrimination in hiring

Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method? Select one: A. behavioral interview B. unstructured interview C. situational interview D. situational judgment test

D. situational judgment test

External Assessment Methods

Screening Assessment Methods - narrow down the pool Evaluative Assessment Methods - evaluate the pool to determine who should receive offers Contingent Assessment Methods - contingent upon passing an assessment

Situational Interview v. Case Interview

Situational Interview (type of structured interview) - asks people how they might react to hypothetical SITUATIONS (appropriate if not all candidates can be expected to have had a certain experience Case Interview - interviewer gives the candidate a situation, problem, or challenge and asks him or her to address and resolve it

Job Simulation

a means of measuring a candidate's job skills by having them perform tasks similar to those performed on the job

Personality Test

a psychological test that measures personality characteristics (The Big Five factors are: extraversion, conscientiousness, emotional stability, agreeableness, openness to experience)

face validity

a subjective assessment of how well items SEEM to be related to the requirements of the job

Situational Interview Questions

asking how someone might react to a hypothetical situation

What can banding do?

banding can reduce adverse impact - Use banding to assign the same score to applicants who score in a range on the assessment *Only the banded score is used to compare applicants* (This technique can reduce an assessment's adverse impact but will also reduce the validity of the test.)

Derailers

characteristics related to poor fit or performance that should be screened out

Screening Assessment Methods

narrow a pool of job applicants down to a smaller group of job candidates (ex: resumes & cover letters, job applications and weighted application blanks, biographical information, telephone screens)

The Holland Wheel Activity was an example of what?

person-vocation fit

Person-Job Fit

the fit between a person's abilities and the demands of the job & the fit between a person's desires and motivations and the attributes and rewards of a job

Person-Vocation Fit

the fit between a person's interests, abilities, values, and personality and his or her chosen occupation, regardless of the employer