Selection Measures in Hiring Processes

These flashcards cover essential concepts of selection measures, focusing on resumes, references, background checks, drug testing, cognitive ability tests, personality assessments, interviews, work samples, and the implications of artificial intelligence in hiring.

What is a major issue associated with resumes in the hiring process?

85% of applicants lie on their resumes, making them potentially untrustworthy.

What are backgrounds checks used for in the hiring process?

To verify information provided in resumes and references, as well as to assess candidates' criminal records and other relevant histories.

What is the purpose of drug testing in the hiring process?

To ensure a drug-free workplace and to evaluate whether candidates engage in substance use that might affect job performance.

How can references be unreliable?

References tend to only provide positive feedback, which lowers the validity of their comments regarding the candidate's capabilities.

What is the reliability of resumes as a selection measure?

Resumes tend to have high reliability, as they often contain similar information across different applications.

What kind of measures are cognitive abilities tests considered?

They are among the most widely used and valid selection measures.

What are the five categories of cognitive abilities?

Verbal ability, quantitative ability, reasoning ability, spatial ability, and perceptual ability.

What does the Wonderlic Test measure?

General mental ability, assessing various cognitive skills across different tasks within a time limit.

What is the Big Five personality traits model?

It's a model that includes openness, conscientiousness, extroversion, agreeableness, and neuroticism, used for assessing personality in candidates.

What is the relationship between conscientiousness and job performance?

Conscientiousness has a significant correlation with job performance, specifically a coefficient of 0.25.

What are structured interviews?

Interviews that follow predetermined sets of questions in order to reduce variability and increase reliability.

Why are work samples considered valid but not generalizable?

They measure the specific skills necessary for a job but cannot be broadly applied to different positions.

How does the legality aspect affect personality testing?

It can introduce biases and may discriminate against certain groups if not administered properly.

What is the main benefit of using artificial intelligence in interviews?

AI can help streamline the interview process but also raises concerns about biases and fairness.

Name a key takeaway regarding the selection measures discussed?

Organizations must use a variety of valid, reliable, and legally sound measures to ensure they choose the right candidates.