HR Chapter 6: Selection

How do structured and unstructured interviews differ? What is a behavioral interview? What problems are associated with unstructured interviews?

An unstructured interview is one in which the interviewer asks probing, open-ended questions. It is comprehensive, and the interviewer encourages the applicant to do much of the talking. The unstructured interview is often more time consuming than the structured interview and reveals different information about candidates.

Are higher or lower selection ratios preferred by employers?

Lower as it shows that an employer is selective about who they hire

How is information collected by the job application used in the selection process?

Managers compare the information contained in a completed application to the job description to determine whether a potential match exists between the firm's requirements and the applicant's qualifications

What specific personality tests are mentioned in the text?

Minnesota Multiphasic Personality Inventory (MMPI)

What is a realistic job preview? When should it be given?

Provide both positive and negative job information to applicant in unbiased manner -in certain fields that have high turn-over rates

How is the selection ratio calculated?

Selection Ratio = (Number of people hired) / Number of qualified applicants (applicant pool).

What is a board interview?

Several firm representatives interview candidate at same time

What is an applicant tracking system (ATS)?

Software application designed to help an enterprise select employees more efficiently.

What is an applicant pool?

The number of qualified applicants recruited for a particular job.

How does a traditional résumé differ from a keyword résumé?

Traditional resume is a goal-directed summary of a person's experience, education, and training developed for use in the selection process and is not always able to accommodate computer searches. However, keyword resume contains an adequate description of the job seeker's characteristics and industry-specific experience presented in a keyword terms to accommodate the computer search process

What is organizational fit?

compatibility between employees and their organization

What is an assessment center?

consists of a standardized evaluation of behavior based on multiple evaluations including: job-related simulations, interviews, and/or psychological tests.

What do the terms standardization, objectivity, norm, reliability and validity mean in the context of selection testing? Why are these characteristics desirable?

-Standardization: uniformity of the procedures and conditions related to administering tests. -Objectivity: occurs when everyone scoring a test obtains the same results. Ex. Multiple-choice, true-false -Norms: frame of reference for comparing an applicant's performance with that of others. -Reliability: Extent to which a selection test provides consistent results. -Validity: extent to which a test measures what it claims to measure.

What is negligent hiring?

the liability an employer incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm, such as fraud, assault, battery, or interference with contractual relations

What is selection?

the process of choosing the individual best suited for a particular position and the organization

At what point can a medical examination take place in the selection process?

until the applicant is offered employment

What types of pre-employment screening and background checks may be used?

- Employment Eligibility Verification (Form I-9) - E-Verify - Background Investigation with Social Networking

What potential interviewing problems exist?

-Inappropriate questions -Permitting non-job-related information -Interviewer bias -Interviewer domination -Lack of training -Nonverbal communication

What are the advantages and disadvantages of selection tests?

-Advantages: low-cost, reliable & accurate way to predict on-the-job performance, Identify attitudes and job-related skills that interviews cannot recognize -Disadvantages: Test anxiety, Legal liabilities

What are the different types of employment tests? When are each appropriate to use?

-Cognitive ability -Psychomotor abilities -Personality -Job knowledge -Work-sample Unique types --genetic --graphoanalysis --polygraphs

What are the three types of validity?

-Criterion-related validity: Comparing scores on selection tests to some aspect of job performance -Content validity: Includes certain tasks actually required by job -Construct validity: Measures certain traits or qualities important in performing job

Which preprinted statements are usually included on the application form? Why is each included?

-First, by signing the form, the applicant certifies that all the information provided on the form is accurate and true. -Second, when not prohibited by state law, the form should also indicate that the position is employment at will and that either the employer or the employee can terminate employment at any time for any reason. -Finally, the form should contain a statement whereby the candidate gives permission to have his or her background and references checked.

A good selection decision results in either one of which two outcomes?

1) Best suited individual for a particular position. 2) Improved productivity

What are the two basic forms of criterion-related validity?

1) Concurrent validity- test scores measured against criterion criterion data at the same time 2) Predictive validity- when test scores are put away for a while and later company takes a look at how people are doing in the company that took those tests.

What is the sequence of steps in the selection process (see figure 6-1 on page 134)?

1) Recruited individual 2) Preliminary screening 3) Review of applications & resumes 4) Selection tests 5) Employment interviews 6) Pre-employment screening: Background & Reference Checks 7) Selection decision 8) Offer of employment

Which law limited the use of polygraph tests in the private sector?

Employee Polygraph Protection Act of 1988

What is candidate relationship management (CRM)?

Helps manage potential and actual applicants in an organized manner. It can be used to send job postings and job descriptions to job boards and other sites.

How is turnover rate calculated?

If a company has 200 employees and 200 workers had been hired during the year, equals 100% turnover rate

When is an employer required to validate a selection test?

If using the test results in an adverse impact on certain members of protected groups.

What is a stress interview? When is it appropriate?

Interviewer intentionally creates anxiety -

What types of interview bias exist?

Stereotyping bias- when interviewer assumes that the applicant has certain traits because they are member of a certain class. Positive halo bias- when the interviewer generalizes one positive first impression feature of the candidate Contrast errors- when interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate. Premature judgment bias- suggests that interviewers often make a judgment about candidates in the first few minutes of the interview. Interviewer illusion bias- when managers say something to the effect "Give me just five minutes with an applicant and I can tell if they will be successful with our company

What are the reasons to conduct a drug test?

Use of illegal drugs, which impairs judgement and psychomotor coordination, may create workplace hazards.

When is a keyword résumé beneficial?

When companies use applicant-tracking systems that scan or save résumés into databases, search the databases, and rank the résumés according to the number of resulting "hits" they receive