Selection Processes in HR Management

This set of flashcards covers key concepts and vocabulary related to the selection process in Human Resource Management, focusing on hiring, testing, and evaluating candidates.

Selection

The process of choosing the best qualified applicant for a job.

Fit

The compatibility of an individual's traits with the job requirements and organizational culture.

UGESP

Uniform Guidelines on Employee Selection Procedures; developed to guide employers in compliance with federal employment laws.

Validity

The extent to which a test measures what it claims to measure.

Reliability

The degree to which a measure is free from random error and yields consistent results.

Generalizability

The extent to which test results can be applied to various contexts and populations.

Cognitive Ability Tests (CAT)

Tests that assess general intelligence through measures of verbal comprehension, quantitative ability, and reasoning ability.

Personality: The Big 5

A model of personality that includes Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

Pre-employment inquiries

Questions asked during job applications and interviews that must be non-discriminatory and job-related.

Multiple-hurdle selection model

A selection process where applicants pass through a series of tests, with unqualified applicants being dropped at each step.

Compensatory selection model

A selection approach that allows poor performance on one test to be offset by excellent performance on others.

Honesty Tests

Assessments designed to identify individuals' propensity for dishonest behavior.

Situational Interview

An interview format that confronts applicants with specific scenarios that may arise on the job.

Perceptual errors

Cognitive biases that can influence hiring decisions negatively, such as stereotyping or similarity bias.

Background Checks

Verification of a candidate's history, including credit, criminal record, and social media presence, to prevent negligent hiring.

Legality

The requirement for selection methods to comply with federal laws to avoid discrimination and lawsuits.

Types of Selection Methods

Includes interviews, tests, references, work samples, and background checks to evaluate candidates.

Person-organization fit

The alignment between an individual's values and the culture of the organization.