Exam 10: Decision Making

Describe some of the major challenges facing HR professionals with respect to decision making in the recruitment and selection process.

What concept refers to grouping applicants based on ranges of scores

An approach in which data are combined statistically is referred to as a judgmental composite.

A false negative error occurs when an applicant who is rejected would have been a good choice.

In the multiple cutoff model, applicants are rejected if their scores on any of the predictors fall below the cutoff scores.

How are implicit theories defined

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

The purpose of selection is to discriminate.

What are some of the advantages of group decision making in selection

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.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

For employers who tend to have a holistic, intuitive decision-making style, what might convince them to use statistical approaches in 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.Based on an applicant's unswerving eye contact, the president commented that the applicant was honest and confident.What is this an example of

What 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

Employers welcome statistical approaches to selection decision making and use them widely.

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.Why would TS Inc.management be concerned about false positive errors

What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness

Why do most employers resist using statistical decision-making approaches

In organizations that select candidates for the organization rather than for specific jobs, which of the following is NOT required

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

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 an approach to collecting and combining applicant information in which judgmental and statistical data are combined statistically.The applicants' scores would be given, and selection decisions would be based on each component, such as the structured interview and test.Which approach is this