Hiring Biases and Recruitment Strategies
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Questions and Answers

What percentage of complaints in Kethley and Terpstra's review were centered on sex?

  • 25%
  • 12%
  • 28% (correct)
  • 35%

Which bias was specifically highlighted by Davison and Burke's review of studies?

  • Parental Bias
  • Gender Bias (correct)
  • Weight Bias
  • Age Bias

Which group was found to be more likely to be rejected according to the study by Correll, Benard, and Paik?

  • Single women
  • Overweight applicants
  • Fathers
  • Mothers (correct)

What method did Bertrand and Mullainathan use to study hiring biases?

<p>Audit method (C)</p> Signup and view all the answers

According to Hoque and Noon, responses from which type of name were more favorable from British employers?

<p>Evans (C)</p> Signup and view all the answers

In McGinnity and Lunn's study, which group was found to be interviewed at a significantly higher rate in Ireland?

<p>Irish applicants (B)</p> Signup and view all the answers

What characteristic did Derous, Ryan, and Nguyen find to negatively impact callbacks for applicants in the Netherlands?

<p>Name ethnicity (D)</p> Signup and view all the answers

What type of names were associated with slightly more favorable responses from employers due to social class biases?

<p>High-status names (A)</p> Signup and view all the answers

What is the primary benefit of Realistic Job Previews (RJPs)?

<p>They modestly reduce turnover and enhance cost-effectiveness. (B)</p> Signup and view all the answers

How does word-of-mouth recruitment impact workforce diversity?

<p>It leads to increased homogeneity within the workforce. (C)</p> Signup and view all the answers

What role does technology play in the recruitment process?

<p>It enables faster recruitment processes including application submissions. (C)</p> Signup and view all the answers

What is a potential drawback of the informal recruitment method?

<p>It might limit diversity in the workforce. (A)</p> Signup and view all the answers

What is the primary reason some HR managers avoid mental ability tests?

<p>Legal concerns (C)</p> Signup and view all the answers

What is the purpose of application sifting in the recruitment process?

<p>To narrow down applicants to streamline the recruitment process. (A)</p> Signup and view all the answers

Which selection method ranking was least mentioned by Swiss HR practitioners according to König et al.?

<p>Validity (A)</p> Signup and view all the answers

Which common issue arises during the application sifting process?

<p>Decisions may be based on different criteria than those claimed. (C)</p> Signup and view all the answers

What does the use of grade point average (GPA) in interview selection highlight?

<p>Recruiters sometimes overlook other important qualifications. (A)</p> Signup and view all the answers

What major issue from applicants' selection experiences was highlighted in Billsberry's review?

<p>Unprofessional behavior from employers (D)</p> Signup and view all the answers

Which selection method was commonly identified as preferred by applicants in the UK?

<p>Interviews (D)</p> Signup and view all the answers

Which of the following is NOT a characteristic of technology-enabled recruitment?

<p>Companies eliminate all applicants who apply online. (B)</p> Signup and view all the answers

What does the Role Repertory Grid method primarily assess?

<p>Perceptions of selection methods (B)</p> Signup and view all the answers

Which factor was NOT mentioned by any Swiss HR practitioners during their assessments of selection methods?

<p>Legal concerns (C)</p> Signup and view all the answers

How does the temporal perspective in selection methods relate according to König et al.?

<p>Present relevance vs. long-term suitability (C)</p> Signup and view all the answers

Which aspect was prioritized by U.S. managers during the selection process according to Muchinsky?

<p>Cost and duration of the selection process (C)</p> Signup and view all the answers

What percentage does conscientiousness contribute to the incremental validity of mental ability according to Schmidt and Hunter?

<p>18% (C)</p> Signup and view all the answers

What do skeptics argue about self-efficacy's role in predicting future performance?

<p>It may reflect past success rather than forecast future performance. (A)</p> Signup and view all the answers

Sitzmann and Yeo found that the correlation between self-efficacy and work performance becomes insignificant when accounting for what?

<p>Past performance (C)</p> Signup and view all the answers

Which personality trait has shown a strong connection to organizational citizenship behavior (OCB)?

<p>Agreeableness (B)</p> Signup and view all the answers

What term describes employees who are keen, cooperative, and helpful?

<p>Organizational citizens (B)</p> Signup and view all the answers

According to the content, which factors are included in the division of work performance?

<p>Can do and will do (D)</p> Signup and view all the answers

Which of the following has been suggested as a method to reduce disparities in workplace measurements?

<p>Using personality questionnaires (A)</p> Signup and view all the answers

Which personality trait is indicated to have weaker ties to job dedication as compared to teamwork attitudes?

<p>Extraversion (D)</p> Signup and view all the answers

What potential impact can excessively high levels of conscientiousness have on work performance in low-complexity jobs?

<p>It can lead to rigidity and lower performance. (C)</p> Signup and view all the answers

According to the findings, what is the role of emotional stability in work performance?

<p>A moderate level is necessary, but excessive stability has no added benefit. (D)</p> Signup and view all the answers

What limitation does quadrant analysis face according to the content?

<p>It fails to accommodate the normal distribution of personality traits. (D)</p> Signup and view all the answers

What combination of traits predicted non-union membership in the context given?

<p>Low extraversion and low neuroticism. (D)</p> Signup and view all the answers

What did Mischel's concept of situational strength suggest about personality's influence?

<p>External demands can limit personality's influence on behavior. (A)</p> Signup and view all the answers

How do low-complexity jobs generally prioritize performance according to the content?

<p>By prioritizing speed over accuracy. (D)</p> Signup and view all the answers

What was a common misconception about union membership as noted in the content?

<p>Being an extravert was sufficient for union membership. (D)</p> Signup and view all the answers

What factor is emphasized as influencing the relationship between personality traits and work contexts?

<p>Job complexity and its specific requirements. (A)</p> Signup and view all the answers

What is one reason the Five-Factor Model (FFM) may be split into facets?

<p>To predict work performance with greater accuracy. (B)</p> Signup and view all the answers

Which facet of extraversion has a correlation of 0.20 with work performance?

<p>Positive Emotion (B)</p> Signup and view all the answers

According to meta-analyses, what is the average difference in correlations of the FFM facets with work performance?

<p>0.15 (D)</p> Signup and view all the answers

Which two traits are included in the 'Plasticity' model?

<p>Openness and extraversion (D)</p> Signup and view all the answers

What linkage is particularly noted with narcissism in the workplace?

<p>Poorer performance among managers (D)</p> Signup and view all the answers

What is the correlation coefficient found for Machiavellianism and unethical decision-making?

<p>0.27 (C)</p> Signup and view all the answers

Which aspect makes self-reporting of dark triad traits particularly challenging?

<p>Strategic lying and lack of self-awareness (D)</p> Signup and view all the answers

Which personality trait is described as having impulsivity and low empathy?

<p>Psychopathy (B)</p> Signup and view all the answers

Flashcards

Realistic Job Preview (RJP)

A truthful description of a job, including both positive and negative aspects, provided to potential candidates.

RJP Impact

Realistic Job Previews can reduce employee turnover and improve employer image by being honest and transparent.

Informal Recruitment

Recruiting through word-of-mouth, often from current employees, which is cost-effective but can limit workforce diversity.

Informal Recruitment Impact

Informal recruitment is associated with lower turnover and better performance, but can limit diversity and reinforce homogeneity.

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Technology in Recruitment

Technology has revolutionized recruitment, automating advertising, application submission, and assessment, speeding up the hiring process.

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Application Sifting

The process of filtering applications using the application form or digital equivalent to narrow down candidates efficiently.

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Sifting Challenges

Research suggests that application sifting often fails to be effective and objective, with HR staff relying on personal biases instead of stated selection criteria.

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GPA and Recruitment

Grade Point Average (GPA) is often used in recruitment, but studies have shown that its influence may not be as strong as recruiters believe.

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AF Questions

Application form questions that are likely to lead to unfair discrimination based on personal characteristics like age, sex, or race.

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Gender Bias in Hiring

Studies show that both male and female hiring managers tend to favor male applicants over equally qualified females, especially when limited information is available about the candidates.

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Weight Bias in Hiring

Research indicates that overweight female job applicants are more likely to be eliminated during the screening process, compared to their thinner counterparts.

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Parental Bias in Hiring

Studies have shown that mothers are often rejected for jobs more frequently than fathers, while fathers may sometimes be favored.

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Audit Method in Hiring Research

A research technique where real applications are sent to real employers with names associated with different racial or ethnic groups to detect discriminatory hiring practices.

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Social Class Bias in Hiring

People with high-status names, prestigious hobbies, or private education backgrounds are often perceived more favorably by employers.

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Internet Recruitment Challenges

Not everyone has equal access to the internet, which can create unfairness in online job applications.

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Pregnancy Discrimination

Pregnant women may face discrimination in the hiring process due to potential employer concerns about their ability to perform the job or concerns about maternity leave.

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Mental Ability Tests

Assessments used by HR managers to evaluate a candidate's cognitive abilities, such as problem-solving, reasoning, and critical thinking.

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Biodata

Information about a candidate's background, interests, work experience, and education used to predict their suitability for a job.

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Validity (Selection Methods)

The extent to which a selection method accurately predicts job success.

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Fakability (Selection Methods)

The ease with which a candidate can fake their responses on a selection method, potentially leading to inaccurate results.

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Repertory Grid Method

A tool used to explore and understand an individual's perceptions by comparing sets of three items, like selection methods, at a time.

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Temporal Perspective (Selection)

Considering the long-term relevance and impact of selection methods, not just immediate results.

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Applicant Feedback (Selection)

Information gathered from job applicants about their experiences during the selection process.

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Poor Employer Behavior

Rude, unprofessional, or unethical actions displayed by employers during the selection process.

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Incremental Validity

The extent to which a test adds to the predictive power of existing tests, meaning it helps predict something beyond what other tests already can.

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Conscientiousness

A personality trait characterized by being organized, responsible, and hardworking.

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Neuroticism

A personality trait characterized by experiencing negative emotions like anxiety, worry, and sadness.

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Self-efficacy

The belief in one's own ability to perform a job or learn new skills.

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Organizational Citizenship Behavior (OCB)

Actions that go above and beyond routine job duties, often associated with positive behaviors like helpfulness, cooperation, and a positive attitude.

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Adverse Impact

When an employment practice disproportionately disadvantages a particular group, such as minorities or women.

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Task Performance vs. Attitude

Task performance refers to how well someone completes their job duties, while attitude focuses on their overall approach, cooperation, and willingness to go beyond their assigned role.

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Personality Questionnaires (PQs)

Assessments that measure personality traits to predict job performance, often used in hiring and development.

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Non-linearity in Personality-Performance

The relationship between personality traits and work performance isn't always straightforward. High levels of a trait might not always lead to better performance, and sometimes even negatively impact it.

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Conscientiousness and Job Complexity

The influence of conscientiousness on performance depends on the job's complexity. High conscientiousness is beneficial for complex jobs, but might hinder performance in simpler ones.

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Emotional Stability and Performance

A moderate level of emotional stability is optimal for performance. No extra benefit is gained from being excessively stable.

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Quadrant Analysis

A method that categorizes people into four groups based on two personality dimensions (e.g., extraversion and neuroticism).

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Limitations of Quadrant Analysis

Quadrant analysis is flawed because it clashes with normal distributions. Most people score in the middle of personality traits, not neatly in categories.

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Situational Strength

The idea that external factors can influence behavior more than personality in specific situations.

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Predicting Union Membership

Stable introverts (low extraversion + low neuroticism) are less likely to join a union, seeking neither social opportunities nor reassurance.

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Diminishing Returns in Personality

Increasing a certain personality trait beyond a certain point may not lead to further improvements in performance.

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FFM Facets

Breaking down the Big Five personality traits into smaller, more specific aspects to better predict work performance.

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Facet Correlations with Work Performance

Different facets of the Big Five traits have varying relationships with job success, some being stronger than others.

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Predictive Value of Facets

Facets can offer more accurate predictions of job performance than broader personality traits because they provide a more detailed picture.

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Two-Factor Model

A simplified model of personality that merges the Big Five traits into two broader categories: Plasticity and Stability.

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Dark Triad

A group of three undesirable personality traits: Machiavellianism, Narcissism, and Psychopathy.

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Dark Triad and Work Performance

The Dark Triad is generally not linked to work performance, but high narcissism in managers is associated with poor performance.

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Dark Triad and Counterproductive Work Behaviors

The Dark Triad traits, particularly narcissism, are associated with counterproductive work behaviors (CWBs), such as sabotage or theft.

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Challenges Measuring the Dark Triad

Assessing the Dark Triad can be tricky using self-reports because individuals with these traits may lie or lack self-awareness.

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Study Notes

Personnel Selection

  • Hull's early work in psychology highlighted substantial productivity differences between workers, with high-performing employees often twice as productive as low performers.

  • Hunter and Hunter (1984) demonstrated the financial benefits of effective selection methods in the public sector, potentially saving companies significant amounts of money.

  • Recruitment processes typically involve advertisement, application form completion, reference checking, shortlisting, and interviews, eventually leading to a successful hire.

  • Diverse applicant pools are prioritized to improve recruitment effectiveness.

  • Modern technology has transformed recruitment, enabling rapid electronic processes like advertising, application, and assessment.

  • Realistic Job Previews (RJPs) provide applicants with accurate job information, reducing employee turnover, and boosting employer transparency.

  • Informal recruitment, like word-of-mouth referrals, is a cost-effective approach associated with better employee retention.

  • Online processes like application forms, internet tests, and applications scanning software contribute to efficient recruitment.

  • Current personnel selection methods often include application forms, interviews, reference checks, and sometimes, tests.

  • Issues like accuracy, fairness, and honesty in supplied information remain critical.

  • Fairness and equality are legally enforced in many countries regarding selection practices.

  • Employers need to consider bias in their practices and selection decisions in order to maintain equality and fairness.

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Related Documents

Personnel Selection Methods PDF

Description

Test your knowledge on studies regarding hiring biases and recruitment strategies. This quiz covers various findings from notable research, including the impact of names and the effectiveness of realistic job previews. Explore how these factors influence employment outcomes and diversity in the workforce.

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