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15 Cards in this Set
- Front
- Back
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What are the objectives of the personnel selection process?
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To match people and jobs; to obtain reliable and valid information.
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What is the point of properly matching people and jobs?
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To maximize hits, avoid misses, and the costs of misses ((in)direct costs of hiring, opportunity costs). Person-Job fit, the KSAOs required from job analysis, and Person-Org fit, the values and culture of organization for teamwork's sake.
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What types of validity concern personnel selection?
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Criterion: the tool predicts important elements of work behaviour; Content: the test samples knowledge and skills needed for the job; Construct: the tool measures theoretical construct like intelligence.
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What types of criterion-related validity are there?
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Concurrent: scores match criterion data obtained at the same time; Predictive: scores match criterion data obtained in future; Cross-validation: results verified in different samples.
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What sources exist for obtaining personnel selection information?
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Application forms, biographical information blanks, background investigations, honesty and integrity tests, graphology, interviews
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What are the benefits of application forms?
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- quick and systematic way to evaluate against min. req.
- basis for interview questions - can get more honest answers |
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What are the pros and cons of online applications?
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Get a large volume of submissions with which to promote employee diversity, but many may be underqualified
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Are background investigations useful?
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References are not usually useful, written are inflated and many employers reluctant to give them for liability concerns. Credit reports useage have become more restricted.
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What are the types of employment tests?
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Aptitude: the capacity to learn skills; includes cognitive ability tests and personality and interest inventories
Achievement tests are the ability or knowledge possessed now; includes physical ability, job knowledge, work sample tests |
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What are the different interviewing methods?
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Nondirective, structured, situational, behavioural, panel, computer, simulation
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What are the components of a structured interview?
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-Based on job duties and requirements
- Situational, job knowledge, job sample, and worker requirements questions - Benchmarked answers - Interview committee - Same procedure for all applicants - Good notes kept |
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What are the ground rules of interviewing?
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- Establish a plan and prepare
- Maintain rapport and be an active listener - Watch body language - Provide information freely and honestly - Question effectively, dont lead to desired answers - Separate facts from inferences - Recognize biases and stereotypes - Control the interview, follow plan - Standardize questions |
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What are common biases in interviews?
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Beautyism, halo/horn error
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How should questions be designed to avoid employment equity problems?
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No questions about race, sex, colour, age, religion, or national origin.
Questions should be job-related, asked of everyone, and not discriminatory against a certain group |
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What are the different decision strategies available?
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Clinical or statistical
Statistical includes compensatory model, multiple cutoff model, and multiple hurdle model. |
