Kaarten: HRM C4: Selection | Quizlet

Why is a rigorous selection process financially essential for an organization?

Failed hires cost €35,000 (admin) to €150,000 (executives) and lead to decreased productivity, negative colleague morale, and recurring recruitment/training costs.

What is "Predictive Validity" in selection?

The ability of a selection technique to predict future job performance; expressed as a correlation where 0 = no relation, >0.30 = reasonably good, max ~0.60-0.70.

How do selection techniques compare to medical predictions in terms of validity?

High-quality selection techniques often outperform medical predictions (e.g., painkiller 0.14, Viagra 0.38), making them strong predictors.

According to Sackett et al. (2022), which techniques have the highest and lowest predictive validity?

Highest: Structured interviews (~0.42), Knowledge tests (0.40); Lowest: Job experience (0.07), Openness personality (~0.12).

What is "Incremental Validity" and why is it used?

Measures the additional predictive value of a tool; e.g., combining a cognitive ability test with a conscientiousness questionnaire improves prediction.

What factors influence how an applicant experiences the selection process?

Job relevance, process transparency, recruiter behavior, timing of feedback; work samples and interviews are favored, personality tests and CV screening disliked.

How can organizations reduce selection bias for minority groups?

Use less cognitively demanding techniques, prefer work samples over resume screening or cognitive ability tests.

What is the "80% Rule" (Four-Fifths Rule) in selection?

Technique is flagged for bias if a subgroup's selection ratio <80% of the highest-scoring group; triggers further investigation into discrimination.

Define "Stereotype Threat" in selection research.

Candidate performance suffers due to fear of confirming a negative stereotype about their social group.

What is the philosophical difference between "selecting out" and "selecting in"?

"Selecting out" focuses on filtering unsuitable candidates; "selecting in" attempts to find the perfect candidate, which is often impossible.

What is the primary purpose of resume screening?

To determine who moves to the next stage; often overestimated; low agreement between recruiters; CVs poorly predict personality.

What is resume fraud and how can organizations protect themselves?

Falsifying credentials (e.g., Scott Thompson at Yahoo); protection via references, original certificates, cybervetting, and timeline checks.

What questions are considered inappropriate or illegal during screening?

Questions about personal life, clothing size (unless relevant), ID numbers, pregnancy; can lead to legal consequences.

What does research say about spelling errors on a CV?

Spelling errors significantly negatively impact candidate evaluation during screening.

How effective are references as a selection tool?

Limited validity; often overly lenient or negative; should focus on results and collaboration, requiring applicant permission.

What do "Knowledge Tests" measure?

Function-related skills (software, languages, technical skills); help candidates understand job content.

What are the components of the "Big Five" in personality tests?

Extraversion, Openness, Emotional Stability, Agreeableness, Conscientiousness.

What are the primary drawbacks of personality tests?

Moderate prediction, social desirability bias, negative reactions due to unclear job relevance.

What are the pros and cons of Cognitive Ability Tests?

Pros: strong predictor, reliable. Cons: negative applicant reactions, bias vs. minorities, can be trained for.

Give an example of a typical cognitive ability question.

Math-based logic: Two trains depart at 2 PM (80 km/h) and 4 PM (100 km/h); how many hours after the second departs will it catch the first? Answer: 8 hours.

List the six main phases of a professional interview.

Preparation, Welcoming, CV/Motivation discussion, Structured questions, Applicant questions, Closing/Next steps.

What characterizes an "Unstructured Interview"?

Informal, candidate-driven, low comparability, prone to bias, lower validity, halo/contrast effects.

What makes an interview "Structured"?

Same questions in same order for all candidates, trained interviewers, rating scales, competency-based notes.

Why is the structured interview considered a "gold standard"?

Best predictor of performance, fairer comparison, higher reliability, less bias.

What is the purpose of "unexpected" questions?

Assess story-building and motivation under pressure; scientific validity debated.

What is a "Situational" question?

Hypothetical future scenario: "What would you do if...?"

What is a "Behavioral" question?

Past behavior: "What did you do?"; assumes past behavior predicts future behavior.

In STARR, what do S and T stand for?

Situation (context), Task (goal/objective to accomplish).

In STARR, what do A and R (first R) stand for?

Action (steps taken), Result (outcome of actions).

What is the final R (Reflection) in STARR?

Candidate reflects on performance: lessons learned, self-awareness, growth potential.

What are "Work Samples"?

Simulations of real job tasks to test actual ability.

Contrast physical and psychological work samples.

Physical: objective tasks (chef cooking). Psychological: subjective/management tasks (role-plays, group discussions).

Describe an "In-Basket" exercise.

Candidates manage large amounts of info under time pressure; prioritize, schedule, and make decisions.

How is a role-play used to test leadership?

Candidate acts as supervisor in a scenario; assess interpersonal sensitivity, stress tolerance, problem-solving.

What competencies are evaluated in a group discussion?

Teamwork, collaboration, building on ideas, ensuring participation.

What is an "Assessment Center"?

Systematic procedure using group and individual exercises to evaluate essential job qualities objectively.

What is a Behavior Anchored Rating Scale (BARS)?

Rating scale with specific observable behaviors linked to each score (e.g., 1-5).

What are the four steps of objective candidate rating (O-R-C-E)?

Observe behavior, Record notes, Classify behaviors to competencies, Evaluate for final rating.

List Leventhal's 6 criteria for Procedural Justice.

Consistency, Objectivity, Factual info, Correction possibility, No exceptions, Ethical standards.

Explain Distributive Justice (Adams, 1965).

Fairness perceived via input-output ratio; unfairness can reduce effort, prompt raises, or cause turnover.

What are the two components of Interactional Justice?

Informational Justice (explaining rules) and Interrelational Justice (respectful treatment).

Was rejecting an applicant for too much experience age discrimination?

No; rejection was based on experience requirements, not age.

What was the outcome of a pregnancy discrimination case?

Employer paid €37,000; rejection clearly linked to pregnancy.

What is a unique goal of public sector selection?

Representative bureaucracy: workforce reflects diversity of citizens served.

What constraints do public sector recruiters face?

Time-consuming, bureaucratic, strict regulations, standardized procedures with limited flexibility.

What motivates candidates in the public sector?

Public service motivation, long-term stability, and community impact.

How is AI currently used to enhance hiring?

Automates initial screening, matches CV keywords to job analyses, schedules interviews.

What are the risks of AI in selection?

Bias from original data, needs validation, risk of "AI rating AI" (candidates using AI tools to write CVs).

Does using Facebook to screen candidates work?

Ratings of profiles were unrelated to future performance or turnover; lacks predictive validity.

How do we prove a selection tool is "good"?

Significant correlation between recruiter rating and supervisor assessment of performance one year later.