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Chapter 6 - Selection. Human Resource Management - 13th Edition Wayne Mondy Terms in this set (80)Selection Process of choosing from a group of applicants the individual best suited for a particular position and the organization. Properly matching people with jobs and the organization is the goal of the selection process. If individuals are overqualified, under qualified, or for any reason do not fit either the job or the organization's culture, they will be ineffective and probably leave the firm, voluntarily or otherwise. Applicant pool Number of qualified applicants recruited for a particular job. Selection ratio Number of people hired for a particular job compared to the number of qualified individuals in the applicant pool. Organizational fit Management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system. Resume Goal-directed summary of a person's experience, education, and training developed for use in the selection process. Keywords Words or phrases that are used to search databases for résumés that match. Keyword Resume Resume that contains an adequate description of the job seeker's characteristics and industry-specific experience presented in keyword terms in order to accommodate the computer search process. Standardization Uniformity of the procedures and conditions related to administering tests. Objectivity Condition that is achieved when everyone scoring a given test obtains the same results. Norm Frame of reference for comparing an applicant's performance with that of others. Reliability Extent to which a selection test provides consistent results. Validity Extent to which a test measures what it claims to measure. Criterion-related validity Test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal. Content validity Test validation method whereby a person performs certain tasks that are actual samples of the kind of work a job requires or completes a paper-and-pencil test that measures relevant job knowledge. Construct validity Test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job. Cognitive aptitude tests Tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Psychomotor abilities tests Tests that measure strength, coordination, and dexterity. Job-knowledge tests Tests designed to measure a candidate's knowledge of the duties of the job for which he or she is applying. Work-sample tests Tests that require an applicant to perform a task or set of tasks representative of the job. Vocational interest tests Tests that indicate the occupation a person is most interested in and the one likely to provide satisfaction. Personality tests Self-reported measures of traits, temperaments, or dispositions. Assessment center Selection approach that requires individuals to perform activities similar to those they might encounter in an actual job. Genetic testing Tests given to identify predisposition to inherited diseases, including cancer, heart disease, neurological disorders, and congenital diseases. Graph analysis Use of handwriting analysis as a selection factor. Employment interview Goal-oriented conversation in which the interviewer and applicant exchange information. Unstructured interview Interview in which the job applicant is asked probing, open-ended questions. Structured interview Interview in which the interviewer asks each applicant for a particular job the same series of job-related questions. Behavioral interview Structured interview in which applicants are asked to relate actual incidents from their past relevant to the target job. Situational interview Gives interviewers better insight into how candidates would perform in the work environment by creating hypothetical situations candidates would be likely to encounter on the job and asking them how they would handle them. Group interview Meeting in which several job applicants interact in the presence of one or more company representatives. Board interview Interview approach in which several of the firm's representatives interview a candidate at the same time. Stress interview Form of interview in which the interviewer intentionally creates anxiety. Realistic job preview (RJP) Method of conveying both positive and negative job information to an applicant in an unbiased manner. Reference checks Information from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy. Negligent hiring Liability a company incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm. Human capital metrics Measures of HR performance. Other HR Functions Selection process affects, and is affected by, virtually every other HR function. Speed Of Decision making Time available to make the selection decision can have major effect on the selection process. Organizational Hierarchy Different approaches to selection are generally taken for filling positions at different levels in the organization. Type of organization Sector of the economy in which individuals are to be employed- private, governmental, or not for profit - can also affect the selection process. Probationary Period Many firms use a probationary period that permits evaluating an employee's ability based on performance. Selection Process Recruited individual, Preliminary screening, Review of applications and resumes, Selection tests, Employment interviews, Reference and background checks, selection decision, Physical Examination, New employee. Preliminary screening Selection process often begins with an initial screening of applicants to remove individuals who obviously do not meet the position requirements. Review of applications & resumes Application form must reflect not only the firm's informational needs but also EEO requirements. Advantages and Disadvantages of selection tests Selection testing can be a reliable and accurate means of selecting qualified candidates from a pool of applicants if they are job related. Properly designed selection tests are standardized, objective, based on sound norms, reliable and—of utmost importance—valid. Concurrent validity Determined when the firm obtains test scores and the criterion data at essentially the same time. Predictive validity Involves administering a test and later obtaining the criterion information. Online Assessment Organizations are increasingly using the Internet to assess various skills required by applicants. Firms may design and have their own tests available online or use an external source. Polygraph Tests Employee Polygraph Protection Act of 1988 severely limited the use of polygraph tests in the private sector. Occupational experience Exploring an individual's occupational experience requires determining the applicant's skills, abilities, and willingness to handle responsibility. Academic achievement In the absence of significant work experience, a person's academic background takes on greater importance. Interpersonal skills If an individual cannot work well with other employees, chances for success are slim. Personal qualities Personal qualities normally observed during the interview include physical appearance, speaking ability, vocabulary, poise, adaptability, and assertiveness. One-On-One Interview Applicant meets one-on-one with an interviewer. Inappropriate Questions Although no questions are illegal, many are clearly inappropriate. When they are asked, the responses generated create a legal liability for the employer. The most basic interviewing rule is this: Ask only job-related questions. Permitting Non-Job Related Information If a candidate begins volunteering personal information that is not job related, the interviewer should steer the conversation back on course. Stereotyping bias Occurs when the interviewer assumes that the applicant has certain traits because they are members of a certain class. Halo error bias Occurs when the interviewer generalizes one positive first impression feature of the candidate.
Horn error bias Occurs where the interviewer's first impression of the candidate creates a negative first impression that exists throughout the interview. Contrast bias Occur when, for example, an interviewer meets with several poorly qualified applicants and then confronts a mediocre candidate. Premature judgment bias Suggests that interviewers often make judgment about candidates in the first few minutes of the interview. Interview illusion bias Closely related to premature judgment but not the same. Interviewer's belief in their interview ability is exaggerated. Interviewer Domination In successful interviews, relevant information must flow both ways. Sometimes, interviewers begin the interview by telling candidates what they are looking for, and then are excited to hear candidates parrot back their own words. Other interviewers are delighted to talk through virtually the entire interview, either to take pride in their organization's accomplishments or to express frustrations over their own difficulties. Lack of Training Anyone who has ever conducted an interview realizes that it is much more than carrying on a conversation with another person. Nonverbal Communication Body language is the nonverbal communication method in which physical actions such as motions, gestures, and facial expressions convey thoughts and emotions. The interviewer is attempting to view the nonverbal signals from the applicant. Applicants are also reading the nonverbal signals of the interviewer. Employment Eligibility Verification (I-9) The I-9 form must be filled out by American job applicants but it allows any number of documents to be provided to an employer to demonstrate his or her legal right to work in the United States. Continuous Background investigation Employee background investigations are not just for pre-employment any more. In certain industries, such as banking and health care, employers are required by regulation to routinely research the criminal records of employees. Background investigation with Social networking An increasing number of employers are using social networking to conduct background investigations since recruiters have found that they can discover a lot about job applicants by conducting such a search. Employers use an applicant's Facebook, LinkedIn, and postings made on an industry blog to find out about individuals they are considering hiring. Remembering Hiring Standards to Avoid Some of the standards used in the background investigation have the potential to violate a hiring standard to avoid. A word of caution is advised in situations where an applicant acknowledges that he or she has been convicted of a crime or the use of a credit check. Human Capital Metrics Measures of HR performance. Quality of hire, Time required to hire, New hire retention, Hiring manager overall satisfaction, Turnover rate, Cost per hire, Selection rate, Acceptance rate, Yield rate. Quality of hire The question of how to measure quality of hire and set standards for new-hire performance is difficult to determine. Time required to hire The shorter the time to hire, the more efficient the HR department is in finding the replacement for the job. New hire retention New hire retention is determined by determining the percent of the new hires that remain with the company at selected intervals, typically one or two years. Hiring manager overall satisfaction The manager is largely responsible for the success of his of her department. It is the quality of his or her employees in the work group that have a major impact on success of the department. Turnover rate The number of times on average employees have to be replaced during a year. Cost per hire In determining the recruiting cost per hire, the total recruiting expense must first be calculated. Then, the cost per hire may be determined by dividing the recruiting expenses (calculation of advertising, agency fees, employee referrals, relocation, recruiter pay and benefits costs) by the number of recruits hired. Selection rate Number of applicants hired from a group of candidates expressed as a percentage is the selection rate. Acceptance rate Number of applicants who accepted the job divided by the number who were offered the job. Yield rate Percentage of applicants from a particular source and method that makes it to the next stage of the selection process. Leadership styles in the global environment When determining which leadership style will be more appropriate for a company, a country's culture plays a major role in determining whether an executive will be successful or not. Regardless of how far-flung their markets and operations, multinational leaders typically retain and reflect the cultural mores of their home countries. Since the vast majority of firms are deeply rooted in the culture of their home countries, leaders who adhere to the cultural norms have a better chance of success. Sets with similar termschapter 6 human resource management36 terms stepharosenie HR Exam 284 terms annaelipscomb Employee Planning and Recruiting48 terms Wyatt_French95 HR Test 296 terms AveryReppel Sets found in the same folderChapter 4 - Job analysis, strategic planning, and…65 terms marcuscamero Chapter 5 - Recruitment42 terms marcuscamero Service Industry Supervision Chapter 1210 terms Shauna_Ryan8 HR Final103 terms gherrera5 Other sets by this creatorVMware Test109 terms marcuscamero Mastering vSphere 6.53 terms marcuscamero VMware Cert 6.569 terms marcuscamero 2V0-602 Cert40 terms marcuscamero Verified questions
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PSYCHOLOGY How would having a photographic memory make your life different? Verified answer QUESTION What do we call the specialized neurons in the occipital lobe's visual cortex that respond to particular edges, lines, angles, and movements? a. Rods. b. Cones. c. Bipolar cells. d. Feature detectors. e. Ganglion cells. Verified answer Other Quizlet setsChapter 725 terms Tyler_Ellison3 ACCT 4300 Test 259 terms jack_young48 ICDC College_HRA-150_Unit 636 terms ZipEdTech Chapter 7 Exam 2 HR Management49 terms Mitchp98 Related questionsQUESTION Which of these play a central role in the expectancy theory of motivation? 7 answers QUESTION True or False. The total person approach realizes that an organization employs the whole person, not just his or her job skills. 2 answers QUESTION This approach generally tries to improve reliability, safety, and user reactions by designing jobs in a way that reduces the information processing requirements of the job. 3 answers QUESTION It is appropriate to use the interview to question applicants about incomplete or contradictory statements presented on the application blank or other similar instruments. 10 answers What is the process of choosing from a group of applicants the individual best suited for a particular position?Selection is the process of choosing from a group of applicants those individuals best suited for a particular position. Most managers recognize that employee selection is one of their most difficult, and most important, business decisions.
What are the process of selecting applicants?Selection Process. Step 1: Job Design. ... . Step 2: Position Description. ... . Step 3: Forming a Selection Committee. ... . Step 4: Recruiting. ... . Step 5: Initial Screening of Candidates. ... . Step 6: Phone, Video or other Pre-Interview Options. ... . Step 7: Campus Visits and In-Person Interviews. ... . Step 8: Recommendation for Hire.. What is the process of choosing the best individual from a pool of qualified applicants to be offered a job?Selection means choosing the best candidate from the pool of applicants and offering them the job. Recruitment is a positive process aimed at attracting more and more job seekers to apply.
What is the process through which the organization chooses from a group of applicants?Selection: Process through which the organization chooses, from a group of applicants, those individuals best suited both for open positions and the company.
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Which of the following is the process of choosing from a group of applicants the individual best suited for a particular position and the organization *?
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