Exam 10: Decision Making

What best defines an approach to collecting and combining applicant information in which data are collected from objective sources such as tests or biographical inventories, and the decision maker examines these data to form an overall, subjective impression of the applicant's suitability for the job?

What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process?

Refer to an organization and job position you are familiar with. Describe the elements you would use in making a final selection decision.

Which concept refers to an approach in which statistical data are combined in a judgmental manner?

Which of the following is NOT required by organizations that select candidates for the organization as opposed to specific jobs?

The following is a decision-making model in which applicants must pass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor. As soon as an applicant fails to meet the cut-off on a given predictor, which of the following will the applicant NOT be assessed with given the remaining predictors?

The belief that unswerving eye contact reveals honesty, directness, and confidence is an example of an implicit theory.

Cut-off scores ensure that applicants meet some minimum level of ability or qualification to be considered for a job.

The purpose of selection is to discriminate.

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. TS Inc. wants the relationship between the actual number of people hired and the number who applied for a position to yield 0.8. What is this proportion of applicants called?

Which concept refers to the value in terms of increased validity of adding a particular predictor to an existing selection system?

Top-down selection is the proportion of applicants for one or more positions who are hired.

A false negative error occurs when an applicant who is assessed positively turns out to be a poor choice.

How are implicit theories defined?

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?

Describe three selection decision-making models. What are the advantages of each?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Currently, TS Inc. is using objective sources such as test scores to collect applicant information. What is this approach?

Which of the following is NOT related to the statistical composite approach?

Scenario 10-1 For four months you have been employed as the part-time HRM for TS Inc., a small Canadian aviation company. In the past, recruitment and selection rested on the shoulders of the president and, like most small companies, TS Inc. used employee referrals and an informal interview processes in selecting employees. Since you have been hired, you have guided management through several stages of the recruitment and selection process to hire an aircraft maintenance engineer. TS Inc. has used proper selection methods such as screening, testing, and structured interviews but is not sure about how to integrate the data from these various sources. In the past, the president relied on his gut feeling about applicants and made poor hiring decisions. -Refer to Scenario 10-1. Which term defines TS Inc.'s president's selection decision making in which he bases his decision on whether he likes the applicant and how he feels about the applicant?

What are some of the constraints facing managers during the selection process?