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Questions and Answers
What is the primary purpose of having a one-way mirror in the assessment center?
What is the primary purpose of having a one-way mirror in the assessment center?
In an in-basket exercise, what is a primary task candidates must perform?
In an in-basket exercise, what is a primary task candidates must perform?
How are candidates evaluated during a leaderless group discussion?
How are candidates evaluated during a leaderless group discussion?
What type of activity do management games typically involve?
What type of activity do management games typically involve?
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Which of the following is NOT a component of an in-basket exercise?
Which of the following is NOT a component of an in-basket exercise?
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What is the main focus during the evaluation of a leaderless group?
What is the main focus during the evaluation of a leaderless group?
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Candidates in management games typically simulate the role of which entities?
Candidates in management games typically simulate the role of which entities?
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What distinguishes an in-basket exercise from other assessments?
What distinguishes an in-basket exercise from other assessments?
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Which personality assessment is more commonly used than any other in the world?
Which personality assessment is more commonly used than any other in the world?
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What is the yearly number of assessments administered in the United States for the Myers-Briggs Type Indicator?
What is the yearly number of assessments administered in the United States for the Myers-Briggs Type Indicator?
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What characteristic does the Minnesota Multiphasic Personality Inventory (MMPI) NOT measure?
What characteristic does the Minnesota Multiphasic Personality Inventory (MMPI) NOT measure?
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How many years has the Myers-Briggs Type Indicator been in use?
How many years has the Myers-Briggs Type Indicator been in use?
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Which of the following best describes the perspective of a security-oriented person?
Which of the following best describes the perspective of a security-oriented person?
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What does the Myers-Briggs Type Indicator assess in individuals?
What does the Myers-Briggs Type Indicator assess in individuals?
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Which statement is false regarding the Minnesota Multiphasic Personality Inventory (MMPI)?
Which statement is false regarding the Minnesota Multiphasic Personality Inventory (MMPI)?
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Why might a security-oriented person have a different perception of reality?
Why might a security-oriented person have a different perception of reality?
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What is construct validity primarily concerned with?
What is construct validity primarily concerned with?
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Which of the following attributes is an example of a construct relevant to job performance?
Which of the following attributes is an example of a construct relevant to job performance?
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What must be demonstrated to establish construct validity?
What must be demonstrated to establish construct validity?
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What is a potential issue with a selection tool that measures high extroversion for a data-intensive job?
What is a potential issue with a selection tool that measures high extroversion for a data-intensive job?
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What does measuring construct validity involve?
What does measuring construct validity involve?
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Why is it important for a selection tool to accurately measure a psychological trait?
Why is it important for a selection tool to accurately measure a psychological trait?
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Which of the following best describes 'construct' in the context of construct validity?
Which of the following best describes 'construct' in the context of construct validity?
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In the context of construct validity, how would high extroversion negatively impact the selection for an auditing position?
In the context of construct validity, how would high extroversion negatively impact the selection for an auditing position?
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Study Notes
Chapter 7: Selection
- This chapter discusses the selection process in organizations.
- Selection is the process of choosing among candidates to fill existing or projected jobs.
- The selection process is strategically important as it affects the organization's success and ability to achieve its objectives.
- Quality human resources are vital to an organization's survival and success.
- Effective selection ensures that candidates are suitable for the strategic direction of the organization.
- Poor selection decisions lead to wasted resources, disruption, and customer dissatisfaction.
- Candidates' résumés and CVs are evaluated, and the selection process begins with a pool of applicants.
- Considerations in preliminary applicant screening involve reviewing applications and résumés to eliminate those who don't meet essential criteria.
- Reliability and validity are crucial in selection techniques. Reliability means the consistency and dependability of the measures, while validity means the accuracy with which the measures reflect what they intend to measure.
- Relevant types of testing in selection include cognitive ability tests, emotional intelligence tests, job-specific tests, personality tests, and physical examinations.
Step 1: Preliminary Applicant Screening
- Preliminary screening is often handled by human resources specialists.
- Applications are reviewed and those not meeting criteria are eliminated.
- Remaining candidates are assessed based on match to job specifications.
- Technology (e.g., applicant tracking systems) helps screen large numbers.
Step 2: Selection Testing
- Testing is used in roughly two-thirds of Canadian organizations to assess job-related skills and general abilities.
- Types of selection tests vary widely, including cognitive abilities, personality, and aptitude tests.
- Legal concerns regarding testing, such as alcohol and drug testing, must be analyzed to avoid discrimination.
Step 3: Selection Interview
- Interviews are crucial in virtually all organizations.
- Interviews are categorized by structure (unstructured, structured, or semi-structured).
- Interviews can focus on situational or behavioral questions.
- Interviewers should be aware of potential biases and common mistakes like snap judgments.
Step 4: Background Investigation and Reference Checking
- Background checks ensure the accuracy of information.
- They verify educational qualifications, criminal records, and employment histories.
- Reference checking is essential to confirm candidates' representations.
- Legal implications (e.g., human rights legislation) must be considered during reference checks.
Step 5: Supervisory Interview and Realistic Job Preview
- Immediate supervisor interviews top candidates to assess fit with the team and job demands.
- Realistic Job Previews (RJPs) help candidates anticipate actual job demands and work environment.
Step 6: Hiring Decision and Candidate Notification
- Final hiring decisions combine data from various selection techniques.
- A statistical strategy, or a more informal subjective evaluation, can be used.
- Candidates are notified about the decision.
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Description
This quiz focuses on the selection process within organizations, covering the importance of choosing the right candidates to fill job roles. It addresses the implications of effective and poor selection decisions on organizational success. Key concepts such as reliability and validity in selection techniques are also explored.
