Recruitment Fundementals
List the common recruitment methods
Advertisements, recruitment programs, referrals, online platforms
Measures of success on the job
Criteria
Used to screen for potential past criminal history
Background Checks
Stability and consistency of a measurement over time
Reliability
A company uses a physical agility test during screening that disqualifies a large percentage of female applicants. The job primarily involves clerical and customer service tasks, and the physical demands are minimal. What kind of impact is the physical ability test?
Adverse Impact
What does effective recruitment start with?
Job Analysis
Non-compensatory strategy that sets a minimum score for each predictor. Applicant must score above the cutoff at each predictor to be hired.
Multiple Cutoff Model
Test format that is administered simultaneously to more than on person
Group test
Does the test measure or assess what it is intended to?
Validity
A manufacturing company needs to hire hundreds of workers. To save money, they design a process where all applicants first take a cheap online aptitude test. Only those who pass this test are invited to an in-person interview. Finally, only those who pass the interview undergo a background check. What employee selection process is the company using?
Multiple Hurdle Model
Picking people based on job criteria
Elements of Job Effectiveness
Real and valid occupational needs required for a particular job
Bona Fide Occupational Qualifications (BFOQs)
Type of test in which their is a fixed time limit to complete the test
Speed test
Establishing the reliability of a measurement by correlating scores on two different but equivalent versions of the test
Parallel Forms
A recruiter for a high-intensity logistics firm makes a point of showing potential applicants’ videos of the loud noise, heavy lifting, and mandatory overtime required by the role, rather than just highlighting the pay and benefits. What kind of recruitment technique is being used?
Realistic Job Preview (RJP)
Provide applicants with an accurate presentation of the prospective job through videos or “job shadowing”
Realistic Job Previews (RJP)
Combining information in an objective predetermined function (best method)
Statistical decision-making model
Forms that assign different weights to the various pieces of information provided on a job application
Weighted Application Forms
Arriving at a premature, early overall evaluation of an applicant in a hiring interview
Snap Judgement
An HR manager wants to determine if a new leadership test is valid. Instead of waiting for new hires to work for a year, she administers the test to her current managers and immediately compares their scores to their most recent performance reviews. Which specific type of criterion-related validity is the manager utilizing?
Present-employee (Concurrent) validity
What kind of process is recruitment and selection?
Cyclical
The two types of selection most sought after in the selection process
True Negative & True Positive
Background information and personal characteristics that can be used in employee selection
Biodata
Content, construct, and criterion-related
Two hiring managers are debating how to interview candidates. Manager A prefers to have a casual conversation to "get a feel" for the person. Manager B insists on asking every candidate the exact same questions and scoring them on a pre-determined scale. What method is each manager using?
Manager A - unstructured interview
Manager B - structured interview