Human Resource Management: Selection Plan
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Questions and Answers

Weighted application blanks are used to assess an applicant's educational experience.

False

Biodata is used to predict an applicant's future behavior based on their past behavior.

True

The quality of the school or university is not considered in the application form.

False

Application blanks are used to assess an applicant's skills, abilities, and other characteristics.

<p>True</p> Signup and view all the answers

Background checks are not used to verify the information provided in the application form.

<p>False</p> Signup and view all the answers

Licensing and certification are not considered in the application process.

<p>False</p> Signup and view all the answers

The selection plan describes the methods used to assess the job requirements matrix.

<p>False</p> Signup and view all the answers

Oral responses should be obtained if the job requires a large amount of writing.

<p>False</p> Signup and view all the answers

Initial assessment methods are used to select the final candidates for a job.

<p>False</p> Signup and view all the answers

Reference reports are used in the substantive assessment methods.

<p>False</p> Signup and view all the answers

Resumes and cover letters are reliable sources of information about an applicant's background.

<p>False</p> Signup and view all the answers

Application blanks/forms are used to assess an applicant's verbal skills.

<p>False</p> Signup and view all the answers

The job requirements matrix provides the KSAOs required for a job.

<p>True</p> Signup and view all the answers

Initial interviews are used to select the final candidates for a job.

<p>False</p> Signup and view all the answers

The initial interview is the least expensive method of initial assessment.

<p>False</p> Signup and view all the answers

The sole purpose of the initial interview is to screen out most obvious cases of person-job mismatches.

<p>False</p> Signup and view all the answers

Structured interviews are a type of ability test.

<p>False</p> Signup and view all the answers

Emotional Intelligence Tests are used to assess an individual's interest, values, and preferences.

<p>False</p> Signup and view all the answers

The Big Five personality factors capture 100% of an individual's personality.

<p>False</p> Signup and view all the answers

The NEO Personality Inventory is a type of survey used to measure personality.

<p>True</p> Signup and view all the answers

Conscientiousness is a measure of an individual's emotional stability.

<p>False</p> Signup and view all the answers

Online forms are not an administration option for personality tests.

<p>False</p> Signup and view all the answers

The Big Five Personality Traits are commonly used in job selection processes.

<p>True</p> Signup and view all the answers

Correlations between individual personality traits and job performance are typically high.

<p>False</p> Signup and view all the answers

Faking on personality tests has no impact on their validity.

<p>False</p> Signup and view all the answers

Only 5% of organizations use ability tests in selection.

<p>False</p> Signup and view all the answers

Aptitude tests assess learned capacity to function.

<p>False</p> Signup and view all the answers

Cognitive ability tests are not valid methods of selection.

<p>False</p> Signup and view all the answers

Integrity tests are used to capture the validity of cognitive ability tests in a way that is cheaper than work samples.

<p>False</p> Signup and view all the answers

Cognitive ability tests produce small economic gains for organizations.

<p>False</p> Signup and view all the answers

The validity of cognitive ability tests is only high for complex jobs.

<p>False</p> Signup and view all the answers

Clear purpose integrity tests are designed to reflect conscientiousness, agreeableness, and emotional stability.

<p>True</p> Signup and view all the answers

Interest, values, and preference inventories are often used in selection to assess an applicant's ability to perform a job.

<p>False</p> Signup and view all the answers

Alternative presentation formats of cognitive ability tests, such as verbal tests, increase differences in scores between racial and ethnic groups.

<p>False</p> Signup and view all the answers

Typical unstructured interviews are planned and structured to ensure consistency across all applicants.

<p>False</p> Signup and view all the answers

Applicants typically have positive reactions to cognitive ability tests.

<p>False</p> Signup and view all the answers

Structured interviews are used in most organizations to assess applicants.

<p>False</p> Signup and view all the answers

Situational structured interviews are used to assess an applicant's past behaviors that are linked to the prospective job.

<p>False</p> Signup and view all the answers

The validity of integrity tests can be as high as .80 in predicting bad behaviors.

<p>False</p> Signup and view all the answers

The Myers-Briggs Type Inventory is a type of cognitive ability test.

<p>False</p> Signup and view all the answers

Study Notes

Development of the Selection Plan

  • A selection plan outlines the predictors used to assess the Knowledge, Skills, Abilities, and Other Characteristics (KSAOs) required to perform a job.
  • Steps involved in developing a selection plan:
    • Develop a list of KSAOs required for the job, which is provided by the job requirements matrix.
    • Decide if each KSAO needs to be assessed in the selection process.

Initial Assessment Methods

  • Also referred to as pre-employment enquiries, used to reduce the number of people assessed.
  • Predictors used to screen candidates from applicants include:
    • Application forms
    • Biographical information
    • Reference reports
    • Initial interviews
  • Purpose is to minimize the costs associated with substantive assessment methods by reducing the number of people assessed.

Resumes and Cover Letters

  • Information provided is controlled by the applicant and needs to be verified by other predictors to ensure accuracy and completeness.
  • Major issues:
    • Large number received by organizations
    • Falsification and misrepresentation of information
    • Lack of research on validity, reliability, costs, and adverse impact.

Overview of Application Blanks/Forms

  • Request written information about the applicant's background, including:
    • Educational experiences
    • Training
    • Job experiences
  • Key advantage: the organization dictates the information provided.
  • Major issue: the information requested should be critical to job success and reflect KSAOs relevant to the job.

Application Blanks/Forms (continued)

  • Areas of special interest:
    • Educational requirements (e.g., level of education, CGPA, quality of school/university, major field of study)
    • Training and experience requirements
    • Licensing, certification, and job knowledge
  • Weighted application blanks can be used.

Biographical Information/Biodata

  • Personal history information used to predict future performance.
  • "Best predictor of future behavior is past behavior."
  • Issues:
    • Generalizability beyond the first group?
    • Benefit of approach must be considered.

Initial Interview

  • Characteristics:
    • Begins the process of necessary differentiation
    • Purpose: screen out most obvious cases of person/job mismatches
    • Limitation: most expensive method of initial assessment
  • Video and computer interviews offer cost savings.

Evaluation of Initial Interview

  • Minimal evidence exists regarding usefulness.
  • Guidelines to enhance usefulness:
    • Ask questions assessing most basic KSAOs
    • Stick to basic, fundamental questions suitable for making rough cuts rather than subjective questions
    • Keep interviews brief
    • Ask the same questions of all applicants

Substantive Assessment Methods

  • Determining who among the minimally qualified will likely be the best performers on the job.
  • Types of substantive assessment methods:
    • Personality tests
    • Ability tests
    • Emotional intelligence tests
    • Performance tests and work samples
    • Situational judgment tests
    • Integrity tests
    • Interest, values, and preference inventories
    • Structured interviews

Overview of Personality Tests

  • Describe behavioral, not emotional or cognitive traits.
  • May capture up to 75% of an individual's personality.
  • Big Five factors:
    • Emotional stability
    • Extraversion
    • Openness to experience
    • Agreeableness
    • Conscientiousness

Measures of Personality Tests

  • Surveys:
    • Personal Characteristics Inventory (PCI)
    • NEO Personality Inventory
    • Hogan Personality Inventory (HPI)
  • Administration options:
    • Paper-and-pencil
    • Interviews
    • Online forms

Sample Items from the Personal Characteristics Inventory

  • Conscientiousness:
    • I can always be counted on to get the job done.
    • I am a very persistent worker.
    • I almost always plan things in advance of work.
  • Extraversion:
    • Meeting new people is enjoyable to me.
    • I like to stir up excitement if things get boring.
    • I am a "take-charge" type of person.
  • Agreeableness:
    • I like to help others who are down on their luck.
    • I usually see the good side of people.
    • I forgive others easily.
  • Emotional Stability:
    • I can become annoyed at people quite easily (reverse-scored).
    • At times I don't care about much of anything (reverse-scored).
    • My feelings tend to be easily hurt (reverse-scored).
  • Openness to Experience:
    • I like to work with difficult concepts and ideas.
    • I enjoy trying new and different things.
    • I tend to enjoy art, music, or literature.

Implications of Big Five Personality Traits at Work

  • Criticisms of Personality Tests:
    • Trivial validities: correlations for any individual trait with job performance are typically low (around r=.23)
    • Faking: individuals answer in a dishonest way, but tests still have some validity
    • Negative applicant reactions: applicants believe tests are invasive and unfair

Overview of Ability Tests

  • Definition: measures that assess an individual's capacity to function in a certain way.
  • Two types:
    • Aptitude: assesses innate capacity to function
    • Achievement: assess learned capacity to function
  • Four classes of ability tests:
    • Cognitive: perception, memory, reasoning, verbal, math, expression
    • Psychomotor: thought/body movement coordination
    • Physical: strength, endurance, movement quality
    • Sensory/perceptual: detection and recognition of stimuli

Evaluation of Cognitive Ability Tests

  • Validity approaches: .50
  • Research findings:
    • Among the most valid methods of selection
    • Often generalizes across organizations, job types, and types of applicants
    • Can produce large economic gains for organizations and provide major competitive advantage
    • Validity is particularly high for jobs of medium and high complexity but also exists for simple jobs
  • Limitations:
    • Concern over adverse impact and fairness of tests
    • Blacks and Hispanics score lower than whites, but this gap is narrowing
    • Alternative presentation formats (e.g., verbal tests) decrease differences in scores dramatically while producing nearly equivalent scores

Integrity Tests

  • Two types:
    • Clear purpose/overt: directly asks about honesty and integrity
    • Personality-based/veiled purpose: indirect measures of conscientiousness, agreeableness, and emotional stability
  • Validity can be useful: predicts bad behaviors and performance

Interest, Values, and Preference Inventories

  • Assess activities individuals prefer to do on and off the job.
  • Not often used in selection.
  • Can be useful for self-selection into job types.
  • Types of tests:
    • Strong Vocational Interest Blank (SVIB)
    • Myers-Briggs Type Inventory (MBTI)
  • Evaluation:
    • Unlikely to predict job performance directly
    • May help assess person-organization fit and subsequent job satisfaction

Structured Interviews

  • Questions based on job analysis.
  • Same questions asked of each candidate.
  • Response to each question numerically evaluated.
  • Detailed anchored rating scales used to score each response.
  • Detailed notes taken, focusing on interviewees' behaviors.
  • Validity may be r=.30 or better.
  • Surprisingly uncommon in organizations.

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Description

This quiz assesses knowledge of developing a selection plan, including determining the required verbal and writing skills, and the use of predictors to assess job requirements.

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