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Questions and Answers
What is the main focus of the Selection Process?
What is the purpose of Shortlisting in the recruitment process?
What is the Sunk-Cost Fallacy?
What does 'Education' refer to in the context of Basic Selection?
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What is one challenge in assessing skills and abilities objectively?
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Which step comes first in the Selection Process?
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What is the primary focus of the 'fit' criterion in hiring?
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Which of the following personality traits is characterized by a tendency to experience negative emotions such as anger and anxiety?
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What type of background check typically involves verifying an applicant's criminal history?
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Which employment test assesses the honesty of an individual under given situations?
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In the context of selection techniques, what does a Weighted Application Blank rely on?
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What type of test focuses on measuring an individual's abilities related to thinking processes?
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Study Notes
Selection Process
- The selection process is concerned with identifying the best candidate or candidates for a job from among the pool of qualified applicants developed during the recruiting process.
- Shortlisting involves identifying the candidates who best meet the required and desired criteria for the open job requisition.
Sunk-Cost Fallacy
- The phenomenon where a person is reluctant to abandon a strategy or course of action because they have invested heavily in it, even when it is clear that abandonment would be more beneficial.
Steps in the Selection Process
- The recruiting process
- Gathering information about the pool of qualified applicants
- Evaluating qualifications of each applicant
- Making decisions about employment offers
Basic Selection Criteria
- Education and Experience:
- Education refers to formal classroom training
- Experience refers to the amount of time spent working in a general capacity or a particular field
- Skills and Abilities:
- Assessment can be mixed in terms of objectivity
- Personal Characteristics:
- Some personal characteristics, such as personality traits, are difficult to assess objectively
- The "big five" personality traits are: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism
- Hiring for Fit:
- Hiring someone based on fit means they are a good fit for the larger organization, rather than the most qualified for a specific job
The Big Five Personality Traits
- Openness to Experience:
- Appreciation for art, new ideas, variety of experiences, imagination, and curiosity
- Conscientiousness:
- Tendency towards self-discipline and striving for achievement against measures or outside expectations
- Extraversion:
- Gain energy from external situations and means, enjoy breadth of activities, and assert their viewpoints
- Agreeableness:
- Value social harmony and getting along with others, optimistic, kind, and generous towards others
- Neuroticism:
- Tendency to experience negative emotions, such as anger, anxiety, or depression
- Low tolerance of stress
Popular Selection Techniques
- Application Form:
- A first step in most selection systems is to ask applicants to complete an employment application or application blank
- Weighted Application Blank:
- Relies on statistical techniques to determine the relative importance of various personal factors for predicting a person's ability to perform a job effectively
- Biodata Application Blank:
- Focuses on the same type of information found in a regular application, but also goes into more complex and detailed assessments about background
Background Checking
- A legal investigation or verification into a potential employee's history
- Types of background checks:
- Criminal record
- Credit report
- Drug test
- Employment or education verification report
- Driving history report
- Reference check
- Social media check
Employment Tests
- A device for measuring the characteristics of an individual such as personality, intelligence, and aptitude
- Types of employment tests:
- Cognitive ability tests: assesses abilities involved in thinking
- Psychomotor ability tests: accuracy, speed, and mechanical performance
- Personality tests: self-inventory test, projective technique
- Integrity tests: assesses honesty with given situations
Work Simulations
- Requires an applicant to perform tasks or job-related activities that simulate or represent the actual work for which the person is applying
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Description
Test your knowledge on the selection process, shortlisting, and the sunk-cost fallacy in recruitment. Learn about identifying the best candidates for a job and making effective hiring decisions.
