Exam 10: Decision Making

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

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

According to the textbook, which of the following is NOT a predictor score for a sales applicant

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

In which approach to collecting and combining applicant information are a number of judgmental ratings made based on various sources of information

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

Describe one of the statistical or judgmental approaches used for the collection and combination of information.

What are two common types of errors made in selection decision making

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

In the multiple hurdle model, applicants must pass the minimum cutoff for each predictor, in turn, before being assessed on the next predictor.

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 process 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.would like to use a decision-making model in which applicants' scores on each predictor (i.e., tests, interviews, reference checks) are weighted and summed to yield a total score (i.e., predicted job performance).What is this model called

Many employers believe they have a knack for making good selection decisions.Comment, defining the impact of implicit theories on the selection process.

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 process 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 of the following statistical and judgmental approaches to collecting and combining applicant information would TS Inc.NOT choose to use

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

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 process 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.has made costly selection errors in the past when the company underestimated the potential of an aircraft maintenance engineer, which resulted in a no-hire decision.The applicant accepted a position with a competing aviation company, and the quality of his work led to an industry safety award, resulting in increased contracts for the competing company.What is this error called

What is the term for the threshold at which those scoring at or above the score will pass, and those scoring below will fail

Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions

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 process 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.has often selected the first applicant who met the minimum qualifications.What is this constraint

Which concept refers to the process in which statistical data are combined in a judgmental manner

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 process 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.In the past, TS Inc.used subjective sources such as unstructured interviews to collect applicant information.What is this approach called