Exam 6: Employee Selection

Human rights legislation severely limits the types of medical inquiries and examinations that employers may use.

The situational interview is a variation of the unstructured interview.

In large organizations, supervisors are usually responsible for making job offers and notifying applicants of selection decisions.

Person-organization fit has become more of a focus in firms that need teamwork and flexibility.

Applicants who "whiten" their names in their resumes stand a better chance to get called for interviews.

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Which of the following best describes drug testing in the selection process?

Organization B is using an interview format that requires a panel of three interviewers. The company has found that about half of the time, the interviewers disagree in their ratings such that some members of the panel give the candidate a high rating, while others give the same candidate a low rating. What is the best way to describe the interview format that Organization B is using?

What do we call the degree to which inferences drawn from interviews, test scores, and other selection procedures are supported by evidence (such as good job performance)?

Which of the following types of tests measure dispositional characteristics such as extroversion, inquisitiveness, and dependability?

In the "Big Five" personality tests, what is the dimension captured by the degree to which someone is dependable and organized, and perseveres?

Behavioural description interviews are based on hypothetical situations.

Six months ago, Organization A used a new selection system to hire 100 front-line staff members. With six months of performance data in hand, Organization A is interested in determining if its new selection system predicts performance on the job. What is the best way to describe this process?

Scenario 6.1 Canadian Fasteners is an Ottawa-based packing firm that packages nuts, bolts, and screws for various Canadian furniture companies. The firm started operations in 2003 with 13 employees and has grown to over 150 employees today. Employees are paid hourly rates with benefits similar to other packing firms across Ontario. The work does not need previous experience. Canadian Fasteners has been struggling to recruit and hire the right employees to take the company into the new millennium. Part of the problem is that workers, especially floor workers, are hired by word of mouth with no formal application process or even an interview. As a result, the company faces a high turnover rate and spends valuable time training new employees who may not have the prerequisite skills to effectively do the job in the first place. -Refer to Scenario 6.1. Canadian Fasteners is trying to implement a process to recruit and hire workers. Which of the following would work best in this type of organization?

Scenario 6.2 Computer Direct Inc. is a mid-sized technology firm that specializes in designing, manufacturing, and selling computers. The organization staff complement is very diverse, and most of the company's employees are in the development and design, sales, and marketing departments. Computer Direct has been using only one method to make recruitment decisions for all of its employees, from managerial to technical to clerical. Data is gathered on each candidate, and a committee assigns scores to candidates based on its understanding of the job. Candidates, however, are not given the opportunity to be tested and hired based on their respective scores. Essentially, decisions are made based on personal judgments. -Refer to Scenario 6.2. Which approach is considered superior and would best serve the needs of Computer Direct?

Which of the following best describes credit reports?

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

Reliability refers to the extent to which two methods yield similar results, but not to the agreement between two or more raters.

When an organization hires a person who is described as high in predicted success and high in job performance, what do we call that situation?

"Tell me about the last time you disciplined an employee" could be a behavioural description interview question.