Kaarten: HRM C4: Selection | Quizlet

Cost of failed hire

The financial and operational expenses incurred when a new employee does not perform well or leaves shortly after joining, including direct costs ranging from 35,000 to 150,000. Example: A finance manager leaves after 18 months, costing €120,000 in recruitment, training, and lost productivity.

Employee turnover

The rate at which employees leave an organization, leading to recruitment and training costs. Example: A call center with 30% annual turnover constantly hires and trains new staff.

Productivity loss

Reduced output and efficiency caused by poor performance or new employees. Example: A weak software developer slows projects and causes rework.

Impact on colleagues

Negative effects on team morale, workload, and collaboration. Example: Team members take on extra work after a leader resigns.

Recruitment costs

Expenses for attracting candidates, such as advertising and agency fees. Example: €8,000 in job ads and €15,000 agency fee for a marketing role.

Training costs

Investments in teaching employees to perform their jobs. Example: A 6-week training program costs €10,000.

Onboarding costs

Costs of integrating new hires into the organization. Example: IT setup, HR sessions, and mentoring cost several thousand euros.

Predictive validity

The extent to which a selection method predicts future job performance. Example: A cognitive test with validity 0.45 predicts performance better than CV screening.

Correlation coefficient

A statistical measure of the relationship between two variables, from -1 to +1. Example: A 0.50 correlation shows strong linkage between test scores and performance.

Incremental validity

Additional predictive value gained by adding a selection tool. Example: Combining cognitive tests with conscientiousness improves prediction.

Construct validity

The degree to which a test measures its intended construct. Example: A leadership test measures leadership rather than intelligence.

Convergent validity

When related measures show strong positive correlations. Example: Two leadership questionnaires correlate highly.

Discriminant validity

When unrelated measures show low correlations. Example: Leadership scores do not correlate with physical fitness.

Reliability

The consistency of results across time or raters. Example: Interviewers give similar ratings to the same candidate.

Standardization

Uniform administration and scoring of selection methods. Example: All candidates receive the same interview questions.

Candidate experience

Applicants' perceptions of the selection process. Example: Timely feedback improves employer branding.

Technique cost

The financial resources required to use a selection method. Example: Assessment centers cost €2,000 per candidate.

Technique duration

Time required to complete a selection method. Example: A 10-minute online screening test saves time.

Job complexity

The difficulty and skill level of a role. Example: Senior roles require case analyses; warehouse jobs use work samples.

Bias against minority groups

Systematic disadvantages for underrepresented groups in selection. Example: Verbal tests disadvantage non-native speakers.

Ease of use

How user-friendly a selection technique is. Example: Auto-scored online tests are easier than manual interviews.

Legal standards

Laws regulating fair and non-discriminatory hiring. Example: Rejecting a pregnant candidate is illegal.

Ethical standards

Moral principles such as fairness and privacy in selection. Example: Informing candidates how data will be used.

Social desirability

Candidates answering in socially acceptable ways rather than truthfully. Example: Exaggerating teamwork on personality tests.

Job relevance

The degree to which selection methods relate to job tasks. Example: Writing tasks for copywriters.

Transparency

Clear communication about selection procedures. Example: Explaining steps on a career website.

Recruiter behavior

How recruiters act toward candidates. Example: Respectful interviewers create positive impressions.

Timing and feedback

Process speed and quality of candidate feedback. Example: Feedback within one week improves experience.

Work samples

Simulations of real job tasks with high validity. Example: Coding tasks for programmers.

Situational judgment tests (SJTs)

Hypothetical job scenarios assessing responses. Example: Choosing how to handle coworker conflict.

Structured interviews

Standardized, competency-based interviews. Example: Identical questions scored with BARS.

Personality questionnaires

Tools measuring traits like the Big Five. Example: Conscientiousness predicts job reliability.

Resumes/CVs

Summaries of qualifications with low predictive validity. Example: Claimed Excel skills fail testing.

80% rule

Guideline for detecting adverse impact in selection. Example: Female pass rate below 80% of male rate.

Selection ratio

Proportion of applicants hired. Example: Hiring 10 out of 200 applicants equals 0.05.

Stereotype threat

Performance impairment due to fear of confirming stereotypes. Example: Older workers underperform on cognitive tests.

Modular approach

Flexible combination of selection methods. Example: CV screening, testing, and interviews.

Select out strategy

Eliminating unsuitable candidates early. Example: Removing candidates who fail safety standards.

Select in strategy

Aiming to find the perfect candidate. Example: Delaying hiring while searching for ideal fit.

Online assessment

Digital testing tools for efficiency. Example: Hudson assessments used remotely.

Resume screening

Initial CV review with low validity. Example: Used only to check minimum qualifications.

Privacy concerns

Issues with collecting unnecessary personal data. Example: Requesting marital status on resumes.

Resume fraud

Falsifying information on CVs. Example: Fake degrees discovered in background checks.

Cybervetting

Reviewing online presence for hiring insights. Example: Checking LinkedIn but avoiding Facebook.

Spelling errors impact

Errors negatively influence competence perceptions. Example: Recruiters doubt attention to detail.

References checking

Feedback from previous employers. Example: Supervisor confirms project leadership.

Knowledge tests

Tests measuring job-specific knowledge. Example: Language tests for translators.

Big Five personality model

Five traits predicting work behavior. Example: Used to assess teamwork and reliability.

Extraversion

Sociable and energetic personality trait. Example: Useful for sales roles.

Openness to experience

Creativity and curiosity trait. Example: Valuable in innovation roles.

Emotional stability

Confidence and stress resilience trait. Example: Important for emergency services.

Agreeableness

Cooperative and helpful trait. Example: Predicts teamwork success.

Conscientiousness

Organized and disciplined trait. Example: Strong predictor of job performance.

Cognitive ability tests

Measures of mental ability with high validity. Example: Numerical reasoning for analysts.

Unstructured interview

Informal interviews with low validity. Example: Casual chats about hobbies.

Halo effect

Bias where one positive trait influences overall judgment. Example: Well-dressed candidates rated higher.

Contrast effect

Ratings influenced by comparison with prior candidates. Example: Average looks strong after poor candidates.

Situational interview

Hypothetical future-focused questions. Example: Handling an angry customer.

Behavioral interview

Past-focused questions using STARR. Example: Handling difficult customers previously.

STARR technique

Situation, Task, Action, Result, Reflection method. Example: Explaining actions and lessons learned.

Competency analysis

Identifying key job-related skills. Example: Communication and problem-solving for managers.

Brain teasers

Puzzle questions with low predictive validity. Example: Estimating windows in a city.

Physical work samples

Objective hands-on task simulations. Example: Mechanics assembling parts.

Psychological work samples

Subjective simulations like role-plays. Example: In-basket exercises.

In-basket exercise

Task prioritization under time pressure. Example: Managing emails and deadlines.

Case analysis

Job-relevant problem-solving tasks. Example: Market-entry strategy.

Presentation exercise

Assessing communication through presentations. Example: Sales pitch delivery.

Role-play

Simulated interactions to assess behavior. Example: Performance feedback conversation.

Group discussion

Evaluates teamwork through collaboration. Example: Solving a business problem together.

Assessment center

Multiple exercises assessing job competencies. Example: Interviews, cases, and role-plays in one day.

Behavior Anchored Rating Scales (BARS)

Rating scales with behavioral examples. Example: Leadership rated from passive to proactive.

Procedural justice

Fairness of selection procedures. Example: Same steps for all candidates.

Distributive justice

Fairness of outcomes and rewards. Example: Equal pay for equal performance.

Interactional justice

Fair interpersonal treatment. Example: Respectful communication with candidates.

Informational justice

Clear explanations of decisions. Example: Explaining rejection reasons.

Interrelational justice

Respectful and dignified treatment. Example: Avoiding rude communication.

Equity theory

Employees compare effort and rewards. Example: Reduced effort after perceived unfairness.

Input-output ratio

Balance between contributions and rewards. Example: Skills compared to salary.

Discrimination cases

Legal actions for unfair hiring decisions. Example: Pregnancy-based rejection compensation.

AI in selection

Using AI for screening with bias risks. Example: AI reflecting historical gender bias.

Digitalization trends

Increasing use of technology in hiring. Example: Volvo using AI pre-screening.

Public sector selection

Bureaucratic, fairness-focused hiring. Example: Civil service exams.

Private sector selection

Flexible and profit-oriented hiring. Example: Startup using informal interviews.

Representative bureaucracy

Public workforce reflects society's diversity. Example: Diverse public servant hiring.

Public service motivation

Motivation to serve society. Example: Choosing government work for social impact.