Human Resources - CHAPTER 7 TEST

situational interview

is a type of interview, growing in popularity, in which the interviewer asks the applicant questions about a specific situation to see how the applicant reacts

utility analysis

is an attempt to determine the extend to which a selection system provides real benefit to the organization

validity

means that scores on a test are related to performance on a job. This must be determined empirically and it is critical to defending against charges of discrimination in hiring

Cognitive ability tests

measure mental skills

Psychomotor ability tests

measure physical abilities such as strength, eye hand coordination and manual dexterity

Personality tests

measure traits or tendencies to act, that are relatively unchanging in a person

Almost all of the 100 best companies to work for in America rely on

multiple predictors when making hiring decisions

The interviewer may be inappropriately influenced by an individual's posture, dress, or appearance. This is an example of the ________. a. nonrelevancy error b. similarity error c. contrast error d. attribution error e. first-impression error

nonrelevancy error

Two important facts about using intelligence tests in selection

1. IQ is related to performance on a wide variety of jobs because more intelligent people will perform better. 2. African Americans tend to score lower so this results in disparate impact

According to the text, in the United States, approximately ________ percent of those with access to the Internet use it to search for jobs. a. 74 b. 92 c. 14 d. 41 e. 28

74

Organization goals in recruiting

Attract a pool of qualified applicants Keep pool as a manageable size Provide realistic job previews

Rowe v. General Motors

GM was found guilty of discrimination because, under a system of supervisory recommendations were needed for promotions, supervisors failed to recommend qualified African Americans as frequently as they recommended white candidates. As a result, almost no African American supervisors were working at most GM facilities at the time of the suit

Individual goals in recruiting

Meet work related goals Meet personal goals Address personal needs

big five personality traits

Neuroticism, extraversion, openness to experience, agreeableness, and conscientiousness - tend to be more behavioral than cognitive or emotional and are likely to be more import for job performance than more traditional personality traits

Steps in the selection process

The recruiting process: Gathers information about pool of qualified applicants, evaluate qualification of each applicant, make decision about employment offers

Supervisory recommendations

a mechanism for internal recruiting, a manager solicits nominations or recommendations for a position that needs to be filled from supervisors in the organization

Disadvantages of external recruiting

may hurt motivation costs more

evaluating recruiting and selection

an effective process is one that results in a reasonable pool of qualified employees who are available in the organization.

Popular selection techniques

applications and background checks weighted application blank

________ involve a combination of on-the-job training and classroom instruction. a. Apprenticeships b. Vestibule training programs c. Development programs d. Internships e. Externships

apprenticeships

false positives

are applicants who are predicted to be successful and are hired but who ultimately fail

false negatives

are applicants who are predicted to fail and are not hired, but if they had been hired would have been successful

In basket exercises

are special forms of work simulations for perspective managers. They consist of collections of hypothetical memos, letters and notes that require responses

Individuals who have been laid off as opposed to terminated

are usually considered first when opening occur in the organization

Employment application

asks individuals for various bits of information pertaining to their personal background

integrity tests

attempt to assess and applicants moral character and honesty

Paul filled out an employment application for a job as a manager at a local grocery store. The application not only asked about his college major, it also asked questions about which courses he enjoyed most and why he chose his field of study. Paul completed a ________ application. a. weighted application blank b. cognitive ability test c. psychomotor ability d. biodata application blank e. character

biodata application blank

Advantages of external recruiting

brings in new ideas avoids the ripple effect

Multiple indicators

by using multiple approaches the organization si able to counterbalance the measurement error in one selection technique against eachother

Microsoft has a staff of twenty-two full-time campus recruiters who visit schools each year. Microsoft is using the ________ method of external recruiting. a. advertisement b. word-of-mouth c. employment agency d. job posting e. college placement office

college placement office

Selection is

concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process

Lucy works as a copy editor for a local magazine. She was chosen for her job based on the fact that she can spot small grammatical errors that others may have missed. In other words, she pays attention to detail. Lucy can be said to have a high degree of the big five personality trait of ________. a. conscientiousness b. agreeableness c. openness to experience d. neuroticism e. extraversion

conscientiousness

The big five personality trait of ________ refers to the tendency to be purposeful and dependable and to pay attention to detail. a. neuroticism b. conscientiousness c. extraversion d. agreeableness e. openness to experience

conscientiousness

________ refers to the extent to which a particular selection technique can accurately predict one or more elements of performance. a. Criterion-related validity b. Internal validity c. External validity d. Construct validity e. Consistency validity

criterion related validity

Basic selection criteria

education and experience skills and abilities personal characteristics hiring for "fit"

Biodata application tests measure physical abilities such as strength, eye-hand coordination, and manual dexterity.

false

In some instances, it is legal for an employment application to ask for a person's gender, age, or marital status.

false

Recruiting is a one-way street; that is, the organization is looking for qualified job applicants, and those applicants are waiting for any job that comes by.

false

Research finds that most organizations tend to use only one selection technique that has been shown to work particularly well for them.

false

The second step of selection is to gather information about the members of the pool of qualified recruits regarding the levels of requisite knowledge, skills, and abilities possessed by each applicant.

false

Prospective employees goals and reason for working include

financial income job security promotion opportunities benefits challenging work assignments

The candidate being interviewed might arrive a minute or two late and have a few awkward moments at the beginning of the interview. Such events, in turn, might cause the interviewer to make a negative judgment about that individual, even though later evidence in the interview may have been more positive. This example demonstrates the ________. a. error of nonrelevancy b. similarity error c. contrast error d. attribution error e. first-impression error

first impression error

Biodata application blank

focus on the same type of information that is found in a regular application but go into more complex and detailed assessments about that background

Recruiting process should

generate a pool of qualified applicants who are interested in working for the organization. Process should give applicants an honest perspective of the kinds of jobs the organization can make available to them

Advantages of internal recruiting

increases motivation sustains knowledge and culture

apprenticeships

involve a combination of on the job training and classroom instruction

work simulations or work samples

involve asking the prospective employee to perform tasks or job related activities that simulate or represent the actual work for which the person is being considered

vestibule training

involves a work simulation situation in which the job is performed under a condition that closely simulates the real work environment

on the job training

involves having employees learn the job while they are actually performing it

semi-structures employment interview

involves relatively little advance preparation. The interviewer may have a general idea about what she or he wants to learn about the job applicant but has few or no advance questions that are formally constructed

Projective technique

involves showing an individual an ambiguous stimulus, such as an ink blot or a fuzzy picture and then asking them what they see

Employment test

is a device for measuring the characteristics of an individual such as personality, intelligence, and aptitude

Job posting

is a mechanism for internal recruiting in which vacancies in the organization are publicized through various media such as company newsletters, bulletin boards, internal memos, and the firm's intranet

Self report inventory

is a paper and pencil measure in which an applicant responds to a series of statements that might or might not apply to him or her

training

is a planned attempt by an organization to facilitate employee learning of job related knowledge, skills and behavior

organizational devlopment

is a system-wide effort, managed from the top of the organization to increase the organization's overall performance through planned interventions

Nonrelevancy

is a type of error that occurs when an interviewer really does not know enough about the job for which he or she is interviewing candidates. As a result, the interviewer bases an assessment of the individual's abilities to perform the job on incomplete or inaccurate assessments of the nature of the job

Realistic job previews (RJP)

is an effective technique for ensuring that job seekers understand the actual nature of the jobs available to them - Disney uses realistic job previews to give prospective employees a clear idea of what their jobs will be

reliability

is the consistency of a particular selection devices - that is, it measures whatever it is supposed to measure without random error; not the same as accuracy

criterion-related validity

is the extent to which a selection technique accurately predicts elements of performance. It is most typically demonstrated by establishing a correlation between a test or measured performance in a simulated work environment and measures of actual on-the-job performance

Recruiting

is the process of developing a pool of qualified applicants who are interested in working for the organization and from which the organization might reasonably select the best individual or individuals to hire.

Internal recruiting

is the process of looking inside the organization for existing qualified employees who might be promoted to higher level positions

External recruiting

is the process of looking to sources outside the organization for prospective employees

Perhaps the most common method that organizations use for internal recruiting is a process called ________. a. job posting b. internship c. job evaluation d. word-of-mouth recruiting e. externship

job posting

Which of the following is NOT a type of external recruiting? a. Advertisements b. Word-of-mouth recruiting c. Employment agencies d. Job posting e. College placement offices

job posting

All of the following are big five personality traits EXCEPT: a. conscientiousness. b. agreeableness. c. machiavellianism. d. neuroticism. e. extraversion.

machiavellianism.

Internships

many students try to obtain internships that will help provide real world experience. Internships are temporary positions and can be an important recruiting tool

Disadvantages of internal recruiting

may foster stagnation may cause a ripple effect

First impression error

occurs when an interviewer makes a decision too early in the interview process. This error may significantly affect a decision even when subsequent information indicates the first impression may have been wrong

contrast error

occurs when the interviewer is unduly influenced by other people who have been interviewed. For example, suppose an interviewer meets with one candidate who is extremely good or bad. The next person interviewed may suffer or benefit by the contrast with this person

similarity error

occurs when the interviewer is unduly influenced by the fact that the interviewee is similar to the interviewer in one or more important ways. As a result of the perception of similarity the interviewer may be more favorably disposed toward the candidate than the candidate's credentials

The big five personality trait of ________ refers to the tendency to be imaginative and intellectually curious. a. neuroticism b. conscientiousness c. extraversion d. agreeableness e. openness to experience

openness to experience

Why organizations recruit?

optimize the size of the pool of qualified applicants in order to have enough candidates to be able to have choices but not so many that processing would be overwhelming

assessing training and development needs

organizations job related needs capabilities of existing workforce setting training and development goals in house programs outsourced programs

________ employment agencies became a formal part of the recruiting process with the passage of the Social Security Act of 1935. a. Executive search b. Realistic c. Public d. Sponsored e. Private

public Public employment agencies became a formal part of the recruiting process with the passage of the Social Security Act of 1935.

Steps in applications and background checks

qualifed employment tests interviews references and recommendations physical exam

Other selection techniques

references and recommendations assessment centers

Development

refers to teaching managers and professionals the skills needed for both present and future jobs

Education

refers to the formal classroom training an individual has received in public or private schools and in a college, university or technical school

organizational learning

refers to the process by which an organization learns from past mistakes and adapts to its environment

________ refers to the consistency of a particular selection device. a. Power b. Soundness c. Stability d. Reliability e. Validity

reliability

A weighted application blank

relies on numerical indexes to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively.

Using intelligence tests as selection criteria will likely

result in a disparate impact - african americans tend to score lower, using intelligence tests will likely result in disparate impact

In the ________ interview, major or key questions are decided in advance, and are provided for each interviewer, but the interviewer is also given the prerogative to ask additional follow-up questions to probe specific answers that the interviewee provides. a. free association employment b. situational employment c. unstructured employment d. structured employment e. semistructured employment

semi structured In the semistructured employment interview, major or key questions are decided in advance, and are provided for each interviewer, but the interviewer is also given the prerogative to ask additional follow-up questions to probe specific answers that the interviewee provides.

Idiosyncratic goals

such emphasis on the location the employee wants to work at (close to home, etc),

Experience

the amount of time the individual has spent working in either a general capacity or a particular filed of study

Legal issues in recruiting and selection

the civil rights act applies to all employment decisions but this legislation is clearly most critical for selection decisions.

structured employment interview

the interviewer either prepares or receives from others a list of standard questions to be asked during the interviews. All interviewers ask the same questions of each candidate to achieve consistency across interviews

Word of mouth recruiting

the organization simply informs current employees that positions are available and encourages them to refer friends, family members or neighbors for the job

Ricci v Stefano

the supreme court reversed a lower court decision and ruled that the city of New Haven could ot throw out a test just because it would lead to decisions that would promote no minority firefighters. The court moved from imposing guidelines about how to validate tests to guidelines about how test scores could be used

work based programs

tie training and development activities directly to performance of the tasks

The third step of the selection process is ________. a. to gather information about the members of the pool of qualified recruits b. to begin training candidates c. to make the actual decision about which candidates(s) will be offered employment d. to call potential recruits for an interview e. to evaluate the qualifications of each applicant from the recruiting pool

to make the actual decision about which candidate will be offered employment

Cognitive ability tests are seen as aptitude tests because they focus on the question of whether the person will be able to perform some specific task in the future.

true

The most basic and fundamental goal of an organization's recruiting effort is essentially to fulfill the definition of recruiting: to develop a pool of qualified applicants.

true

When a firm decides to hire someone on the basis of "fit," it is choosing not to hire someone because he or she is the most qualified for a specific job, but because he or she is a good fit for the larger organization.

true

Whereas training focuses on specific job-related skills, development is aimed at helping managers improve more general skills such as time management, motivating employees, and solving problems.

true

teaching telephone operators to help customers more efficiently, showing machinists the proper way to handle certain kinds of tools, and demonstrating for short-order cooks how to prepare food orders systematically are all examples of training.

true

The combined recruiting approach

uses both internal and external recruiting strategies which allows an organization to match the advantages and disadvantages of each particular recruiting effort. For example, Walmart recruited internally and externally during a dramatic growth period.

The ________ relies on statistical techniques to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively. a. cognitive ability test b. psychomotor ability test c. biodata application blank d. weighted application blank e. employment application

weighted application

Methods of external recruiting

word of mouth advertisements employment agencies college placement offices electronic recruiting