Term
| Name some guidelines for avoiding negative legal consequences when hiring (6) |
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Definition
1. Ensuring all selection criteria and strategies are based on the job description
2. Adequately assessing the applicant's ability to meet performance standards or expectations
3. Carefully scrutinizing all information supplied on application forms and resumes
4. Obtaining written authorization for reference checking from prospective employees
5. Saving all records and information obtained about the applicant
6. Rejecting applicants who make false statements on their application forms or resumes |
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Term
| Define and know equation for: selection ratio |
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Definition
The ratio of the number of applicants hired to the total number of applicants
Number of applicants hired/Total number of applicants = selection ratio
Small selection ratio (1:2) means there is a limited number of applicants from which to select |
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Term
| Name the steps in the Selection Process |
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Definition
1. Preliminary applicant screening
2. Selection testing
3. Selection interview
4. Background investigation/Reference checking
5. Supervisory interview and realistic job preview
6. Hiring decision and candidate notification |
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Term
Define: Reliability
Define: Validity |
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Definition
The degree to which interviews, tests, and other selection procedures yield comparable data over time
The accuracy with which a predictor measures what it is intended to measure |
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Term
| Describe (3) types of validity |
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Definition
Criterion-related validity: The extent to which a selection tool predicts or significantly correlates with important elements of work behavior
Content validity: The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job
Construct validity: The extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully |
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Term
| Name the types of tests firms perform during the selection testing step (9): |
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Definition
- Tests of cognitive abilities (intelligence tests, emotional intelligence tests, specific cognitive abilities)
- Tests of motor and physical abilities
- Measuring personality and interests
- Achievement tests
- Work sampling
- Management assessment centers
- Situational testing
- Micro-assessments
- Physical examination and substance abuse testing |
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Term
| Name (3) ways interviews can be classified |
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Definition
Through:
1. Structure (unstructured vs. structured vs. mixed/semistructured)
2. Content (situational vs. behavioral description)
3. The way it is administrated (one on one vs. sequentially vs. videoconferencing) |
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Term
| Name some common interviewing mistakes (10) |
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Definition
1. Poor planning
2. Snap judgements
3. Negative emphasis (negative bias)
4. Halo effect (positive initial impression altering remaining interview)
5. Pool knowledge of the job
6. Contrast (candidate-order) error
7. Influence of nonverbal behavior
8. Telegraphing (asking questions that telegraph an answer)
9. Too much/too little talking (30/70 rule)
10. Similar to me bias |
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Term
| Steps to designing an effective interview (5) |
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Definition
1. Develop selection criteria
2. Specify musts and wants and weigh the wants
3. Develop an evaluation form
4. Develop interview questions
5. Develop candidate-specific questions |
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Term
| Name the steps to conducting an effective interview (5): |
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Definition
1. Plan for the interview
2. Establish rapport by greeting the candidate in a friendly manner
3. Questions should be written in advance and asked in order
4. Time should be allocated when closing the interview in order to ask questions
5. Immediately following the interview, the applicant's interview performance should be rated by each panel member independently |
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