Chapter 6 HRM
Sequential interview
A format in which a candidate is interviewed by multiple people, one right after another
Assessment center
A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job
Job knowledge tests
A type of achievement test designed to measure a person's level of understanding about a particular job
Panel interview
An interview in which a board of interviewers questions and observes a single candidate
Structured interview
An interview in which a set of standardized questions having an established set of answers is used
Behavioral description interview or BDI
An interview in which an applicant is asked questions about what he or she actually did in a given situation
Situational interview
An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
Nondirective interview
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks
Preemployment test
An objective and standardized measure of a sample of behavior that is used to gauge a person's knowledge, skills, abilities, amd other characteristics (KSAOs) relative to other individuals
Biodata tests
Collect biographical information about candidates that has shown to correlate with on-the-job success.
Virtual interviews
Interviews conducted via videoconferencing or over the web
Cognitive Ability Tests
Measure mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning ability.
Work sample tests
Or job sample tests, require the applicant to perform tasks that are actually a part of the work required on the job
Personality and interest inventories
Predicts motivation, such as their leadership efforts and propensity to adhere to rules.
Application Forms
Provide a fairly quick and systematic means of obtaining a variety of information about the applicant, such as whether the applicant meets the minimum requirements for experience, education, and so on.
Video résumés
Short video clips that highlight applicants' qualifications beyond what they can communicate on their résumés
Steps in the Selection Process
Submission of resume, Completion of application, Interviews, Reference and background checks, Pre-employment tests, Medical exam/drug test, Hiring decision
Validity
The degree to which a test or selection procedure measures a person's attributes
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
Negligent hiring
The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
Selection
The process of choosing individuals who have relevang qualifications to fill existing or projected job openings
Cover letters and Résumés
They have been used for decades to assess the suitability of applicants, especially for salaried positions. They are reviewed first with an eye towards who can be eliminated because they do not have the skills, abilities, education, or experience outlined in the job description for the application.
