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
