Human Resource Management: Recruitment and Selection
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Questions and Answers

What is the primary goal of structuring an interview?

  • To gather resumes and applications
  • To reduce the time spent on the interview process
  • To assess the candidate's performance on the job (correct)
  • To allow for flexibility in the interview questions

    • What type of questions should be asked during a behavioral interview?

  • Questions about the candidate's personal life
  • Hypothetical scenario-based questions
  • Detailed questions about specific behaviors in past job-related situations (correct)
  • Opinion-based questions

    • What is the purpose of using a rating system to score answers during an interview?

  • To reduce bias in the interview process
  • To eliminate candidates who do not meet the minimum qualifications
  • To assess the candidate's personality traits
  • To compare candidates' answers to a predefined standard (correct)

    • Why is it important to focus on the attributes and behaviors needed for the job during an interview?

    <p>To ensure the candidate has the necessary skills and behaviors for the job</p> Signup and view all the answers

    What is the STAR technique used for in behavioral interviewing?

    <p>To structure the candidate's answer to a behavioral question</p> Signup and view all the answers

    Why is it important to use a combination of methods when selecting a candidate?

    <p>To increase the accuracy of the selection decision</p> Signup and view all the answers

    What type of questions can assess a candidate's initiative?

    <p>Behavioral questions about past job-related situations</p> Signup and view all the answers

    What is the purpose of using psychometric tests in the selection process?

    <p>To support insights gathered from interviews</p> Signup and view all the answers

    What is a limitation of the 'best practice' psychometric model?

    <p>It overlooks the context of the job</p> Signup and view all the answers

    According to Scholarios (2017), what is more likely to be adopted by organisations?

    <p>Performance-based methods</p> Signup and view all the answers

    What is one of the best practices in selection, according to Mitchell and Gamlem (2012)?

    <p>Using insight from several methods in the decision-making process</p> Signup and view all the answers

    What is the primary purpose of ensuring reliability in selection methods?

    <p>To reduce measurement error</p> Signup and view all the answers

    What is an important aspect of the applicant perspective in selection?

    <p>The respect for privacy and opportunity to perform</p> Signup and view all the answers

    What is an example of a selection method that tends to have high reliability?

    <p>Work simulations</p> Signup and view all the answers

    Why should recruitment decisions not be solely based on references?

    <p>Because they present a limited perspective of the individual</p> Signup and view all the answers

    What is the primary purpose of validity in selection methods?

    <p>To predict a job-related criterion</p> Signup and view all the answers

    What is a characteristic of the 'best practice' psychometric model?

    <p>It is an objective, systematic, and scientific process</p> Signup and view all the answers

    What is an example of a correlation coefficient in selection methods?

    <p>A correlation coefficient from -.1 to +1.0</p> Signup and view all the answers

    What is implied by the statement 'selection is not an isolated process'?

    <p>Selection is the foundation of the employment relationship</p> Signup and view all the answers

    What is the purpose of preventing unconscious bias in selection?

    <p>To prevent unfair discrimination</p> Signup and view all the answers

    What is a common method preferred by job applicants?

    <p>Cognitive tests, interviews, and work samples</p> Signup and view all the answers

    What is an important factor in user acceptability of a selection method?

    <p>The credibility of the method</p> Signup and view all the answers

    What is one of the best practices in selection, according to Mitchell and Gamlem (2012)?

    <p>Paying attention to the candidate experience</p> Signup and view all the answers

    What is the purpose of standardizing the selection method across applicants?

    <p>To ensure consistency in measurement</p> Signup and view all the answers

    Study Notes

    Selection

    • Factual information to consider when looking at references:
      • Length of past employment
      • Job title
      • Responsibilities
      • Overall performance
      • Time-keeping
      • Reasons for leaving

    'Best Practice' Psychometric Model

    • Assumptions:
      • Selection is objective, systematic, and scientific
      • Measurement can predict future job performance
    • Limitations:
      • Overlooks context
      • One-way process, ignoring applicant perspective

    The Applicant Perspective

    • Selection as interactive process of information exchange and negotiation between organisation and stakeholders
    • User acceptability:
      • Credibility of method
      • Managers' and practitioners' use
      • Candidate perception
    • Performance-based methods are more favourable:
      • More likely to be adopted than less transparent psychometric tests
      • Interviews are the preferred method
      • Job applicants prefer cognitive tests, interviews, and work samples for respect of privacy and opportunity to perform

    Best Practices in Selection

    • Structured and rigorous approach
    • Use insight from several methods in decision-making process
    • Pay attention to candidate experience
    • Prevent unconscious bias

    Psychometric Quality

    • Reliability: consistency of measurement, reducing measurement error
    • High physical fidelity with job performance
    • Standardised across applicants
    • Structured and consistent across assessors
    • Example: work simulations have high reliability, while interviews have lower reliability

    Validity

    • Predicting a job-related criterion
    • Showing association between scores on selection method and desired job behavior
    • Relationship reported as a correlation coefficient from -.1 to +1.0
    • Example: personality test of extraversion correlated with number of sales made by retail worker

    Interviews

    • Structured interviews predict job performance better than unstructured interviews
    • Plan questions carefully before the interview
    • Ask all candidates the same questions
    • Score answers using a rating system
    • Focus on attributes and behaviours needed for the job only
    • Have some balance for flexibility allowing for supplementary questions if needed
    • Insights from the interview should be supported by data collected with other methods

    Behavioral Interviewing

    • Ask questions that directly relate to performance on the job
    • Follow the job description
    • Ask behavioral interviewing questions:
      • Situation
      • Tasks
      • Actions
      • Results
    • Examples of behavioral questions:
      • Planning and organisation
      • Initiative
      • Communication
      • Leadership
      • Teamwork

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    Description

    Learn about the recruitment process, including the importance of references and the limitations of relying solely on references in making selection decisions.

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