What concept refers to the proportion of applicants for one or more positions who are hired?

Quiz 10 Chapter 10Recruitment and selection1/53Previous←Next→FlipSpaceIntuitive Decision MakingDecision MakingMultiple Regression ModelTerms in this set (53)Which of the following is NOT a constraint or a competing demand employers mustcontend with when making selection decisions?

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In organizations that select candidates for the organization rather than for specific jobs,which of the following is NOT required?

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Some organizations collect and combine applicant information from objective sources,such as tests or biographical inventories, and the decision maker examines these datato form an overall, subjective impression of the applicant's suitability for the job. Whichof the following terms refers to this approach?

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What type of theories are personal beliefs that are held about how people or thingsfunction, without objective evidence and often without conscious awareness?

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What type of error occurs when an applicant who is assessed favourably turns out to bea poor choice?

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Which concept refers to making an acceptable or adequate choice rather than the bestor optimal choice?

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Employment rates are defined as a measure of the extent to which available labour resources (people available to work) are being used. They are calculated as the ratio of the employed to the working age population. Employment rates are sensitive to the economic cycle, but in the longer term they are significantly affected by governments' higher education and income support policies and by policies that facilitate employment of women and disadvantaged groups. Employed people are those aged 15 or over who report that they have worked in gainful employment for at least one hour in the previous week or who had a job but were absent from work during the reference week. The working age population refers to people aged 15 to 64. This indicator is seasonally adjusted and it is measured in terms of thousand persons aged 15 and over; and in numbers of employed persons aged 15 to 64 as a percentage of working age population.

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Definition of Employment rate

Employment rates are defined as a measure of the extent to which available labour resources (people available to work) are being used. They are calculated as the ratio of the employed to the working age population. Employment rates are sensitive to the economic cycle, but in the longer term they are significantly affected by governments' higher education and income support policies and by policies that facilitate employment of women and disadvantaged groups. Employed people are those aged 15 or over who report that they have worked in gainful employment for at least one hour in the previous week or who had a job but were absent from work during the reference week. The working age population refers to people aged 15 to 64. This indicator is seasonally adjusted and it is measured in terms of thousand persons aged 15 and over; and in numbers of employed persons aged 15 to 64 as a percentage of working age population.

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The first step of the selection process; involves identifying individuals from the applicant pool who lack the minimum qualifications for the target position(s). Candidates “passing” this first hurdle then undergo more extensive assessment

Minimum qualifications (MQ) 

Knowledge, skills, abilities, and experience, deemed necessary for minimally acceptable performance in one or more positions; designed for making the “first cut” in screening applicants, and sometimes referred to as selection criteria. 

Designated targeted groups 

The four groups (women, visible minorities, Aboriginal peoples, and people with disabilities) designated in the federal government’s Employment Equity Act that receive legal “protection” in employment policies and practices because of their underrepresentation in the workforce. 

The proportion of applicants for one or more positions who are hired. 

Individuals who, based on their screening outcomes, are expected to perform well in the target job, but who do not.

Individuals who, based on their screening outcomes, are expected to be unsuccessful in the job, but who nonetheless would have performed satisfactorily if given the chance.

A form completed by job candidates that provides a prospective employer with basic information concerning such things as applicant knowledge, skills, education, and previous work experience.

Weighted application blank (WAB) 

A formal method for quantitatively combining information from application blank items by assigning weights that reflect the value of each item in the prediction of job success.

Measures of employee job-related outcomes important to the employer (e.g., absenteeism, turnover, supervisory ratings of performance) used to establish the validity (i.e., the appropriateness and meaningfulness) of screening and selection tools.

Biographical information blank (BIB) 

A pre-selection questionnaire that requires applicants to provide detailed jobrelated information concerning their personal background and life experiences.

Biographical data gathered from applicant BIBs, application blanks, or other sources.

The correlation between assessment scores and job performance measures.

Biodata has been used within and across a variety of contexts (e.g., work, education) and fields (clinical, developmental, and social psychology).90 As with WABs, BIBs are especially appropriate for organizations hiring large numbers of employees for similar kinds of jobs, where relatively few will ultimately be hired (i.e., when there is a low selection ratio)

Information gathered about a job candidate from supervisors, coworkers, clients, or other people named as references by the candidate. The information is usually collected from the written references and/or from contacts over the phone.

Designated targeted groups

the four groups (women, visible minorities, Aboriginal peoples, and people with disabilities) designated in the federal government’s Employment Equity Act that receive legal “protection” in employment policies and practices because of their underrepresentation in the workplace

the proportion of applicants for one or more positions who are hired

Application Forms (Blank), Weighted Application Blanks, Biographical Data, Biodata, Biographical Information Blank (BIB,) Résumés, Reference Checks, Background Checks

a form completed by job candidates to provide an employer with basic information about their knowledge, skills, education, or other job-related information

Weighted application blanks

a method for quantitatively combining information from application blank items by assigning weights that reflect each item’s value in predicting job success

Weighted Appliction Blanks: Benefits, Concerns and When to Use

Benefits: Good predictors for many types of work behaviour Concerns: May not adequately represent a job’s complex performance domain When to Use: Often used for rapid screening and may be combined with other predictors

Biographical information blank (BIB

a pre-selection questionnaire that asks applicants to provide job-related information on their personal background and life experiences

biographical data for job applicants that have been gathered from BIBs, application blanks, or other sources

based on the view that past behaviour is the best predictor of future behaviour Dimensions appear relatively stable Explain why certain applicants are more successful than others

Concerns Over the Use of Biodata

Questions of legality, invasiveness, affability, and generalizability. Many BIB items may request personally sensitive information on family background and experiences that borders on violating human rights legislation

Appropriate for organizations hiring large number of employees For similar kinds of jobs Where large numbers of applicants are competing for few positions (e.g., when there is a low selection ratio)

Five Steps to Writing an Effective Business Résumé

Complete a self-assessment and create a skills inventory Define your accomplishments: use the STAR method (situation, time, action, result) Use résumé sections/headings to emphasize your value  Ensure your résumé is easy to read and error-free; review the packaging, positioning, power information, personality, and professionalism Ensure your résumé reflects exactly what you want to represent to the employer.

What to Look for When Examining a Résumé

Unexplained gaps in work or education chronology Conflicting details or overlapping dates Career regression, or a “downward” trend Use of qualifiers such as “knowledge of” and “assisted in” to describe work experience Listing of schools attended without indicating receipt of a degree or diploma Failure to provide names of previous supervisors or references Substantial periods in a candidate’s work history listed as “self-employed” or “consultant”

information gathered about a job candidate from supervisors, coworkers, clients, or other people named as references by the candidate The information is usually collected from the references through telephone interviews

Guidelines for Avoiding Negligent Hiring

Train staff on selection and hiring Implement a hiring and reference check policy Require applicants to sign an authorization form Conduct reference checks in keeping with employment and human rights legislation Ask about past job performance Ask questions on recent job performance Verify all licences (e.g., driving records) Verify degrees/certificates Check references by telephone Verify gaps in résumé (e.g., work experience) Use qualified professionals or trained staff to check references Avoid invasive/discriminatory questions

Which of the following defines selection ratio?

Which method is used to determine whether an applicant meets the minimum requirements for the job?

What concept refers to the proportion of applicants who are hired for one or more positions compared to the number of applicants?

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?