Session 3: Selection Practices Overview
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Questions and Answers

What is the primary focus of an effective behavioral interview?

  • The reasons behind an applicant's actions
  • The interviewer's personal opinions
  • The applicant's educational background
  • The actual behaviors exhibited by the applicant (correct)

    • Which interviewing error involves the tendency to favor candidates similar to the interviewer?

  • Contrast effect
  • Affinity bias (correct)
  • Halo/horns effect
  • Stereotyping

    • What is advised to reduce gathering insufficient or irrelevant information during interviews?

  • Using unstructured interviews
  • Focusing primarily on educational qualifications
  • Implementing a scoring key for behavioral questions (correct)
  • Allowing only one interviewer

    • In conducting interviews, why is it recommended to use a panel?

    <p>To ensure independent scoring from each member</p> Signup and view all the answers

    What interviewing error involves making unwarranted judgments based on limited information?

    <p>Making assumptions</p> Signup and view all the answers

    Which approach should be taken to mitigate the impact of the halo and horns effect during interviews?

    <p>Using specific behavioral questions with independent scoring</p> Signup and view all the answers

    What should an interviewer prioritize when asking behavioral interview questions?

    <p>The specific actions taken by the applicant</p> Signup and view all the answers

    What is a common consequence of conducting interviews without sufficient preparation?

    <p>Higher likelihood of biased judgments</p> Signup and view all the answers

    Which country reported the highest usage of application forms in the selection process?

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

    What selection practice received the lowest score across the countries surveyed?

    <p>Use of family connections</p> Signup and view all the answers

    Which selection practice had the highest usage in France?

    <p>Use of educational qualifications</p> Signup and view all the answers

    Which country's selection process least frequently involved the use of employer references?

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

    In which country was the usage of group/panel interviews notably low?

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

    Which selection practice is least favored in Hong Kong?

    <p>Use of job trial</p> Signup and view all the answers

    What is the common trend in the usage of educational qualifications across the countries listed?

    <p>It tends to vary significantly by country.</p> Signup and view all the answers

    Which selection method was more favored by Germany than the UK?

    <p>Use of one-on-one interviews</p> Signup and view all the answers

    What is the primary purpose of a behavioral interview?

    <p>To collect data on past behavior to predict future behavior</p> Signup and view all the answers

    According to best practices, how should interview responses be rated?

    <p>Using a scoring key developed from outstanding employee examples</p> Signup and view all the answers

    In the given situational interview scenario, what is the unacceptable response?

    <p>I would go fishing in order to make the sale</p> Signup and view all the answers

    What type of interview focuses primarily on past experiences of candidates?

    <p>Behavioural interview</p> Signup and view all the answers

    Which step is NOT part of conducting a behavioral interview?

    <p>Randomly selecting candidates for interviews</p> Signup and view all the answers

    Which selection method is described as the 'Rolls Royce of selection methods'?

    <p>Assessment centres</p> Signup and view all the answers

    What is the first step in the process of a behavioral interview?

    <p>Conduct a job analysis</p> Signup and view all the answers

    In job simulations, why is it important to reflect an actual scenario occurring in the organization?

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

    What do probing questions in a behavioral interview aim to achieve?

    <p>To gather deeper insights about the candidate's past experiences</p> Signup and view all the answers

    Which of the following is considered one of the more effective selection tools?

    <p>Personality tests</p> Signup and view all the answers

    Why is it important to avoid checking for social desirability in behavioral interviews?

    <p>It ensures candidates feel comfortable sharing true experiences</p> Signup and view all the answers

    What is a common activity included in assessment centres?

    <p>Peer assessments</p> Signup and view all the answers

    Which approach is suggested for handling conflicting company policies in a situational response?

    <p>Emphasize the importance of business relationships while adhering to ethical standards</p> Signup and view all the answers

    What is the primary assumption of a situational interview?

    <p>Intentions can predict future behavior.</p> Signup and view all the answers

    Which of the following is a focus of situational interviews?

    <p>Future-oriented scenarios</p> Signup and view all the answers

    What is a significant drawback of unstructured interviews?

    <p>They can produce inconsistent evaluations.</p> Signup and view all the answers

    What is one benefit of investing in neurodiversity in the workforce?

    <p>Utilizing unique skills like pattern recognition</p> Signup and view all the answers

    Which element is NOT included in the range of activities performed in assessment centres?

    <p>Stand-alone interviews</p> Signup and view all the answers

    Which step is NOT involved in creating a situational interview?

    <p>Draft job descriptions based on applicant qualifications.</p> Signup and view all the answers

    Why are situational interviews considered more effective than unstructured interviews?

    <p>All candidates answer identical job-related questions.</p> Signup and view all the answers

    Why should a predetermined scoring key be used in simulations?

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

    What does a scoring guide in a situational interview typically include?

    <p>Illustrative answers and a 5-point scale.</p> Signup and view all the answers

    Which of the following is a NOT effective selection tool when compared to the Golden Three?

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

    What is the main purpose of using the critical incident technique in a job analysis?

    <p>To identify job-related dimensions from past incidents.</p> Signup and view all the answers

    What is a disadvantage of one-size-fits-all recruitment techniques for neurodiverse candidates?

    <p>They may overlook valuable skills of neurodiverse candidates.</p> Signup and view all the answers

    Which assessment method is recommended to better evaluate neurodiverse candidates?

    <p>Non-traditional assessment formats</p> Signup and view all the answers

    How can companies foster understanding and collaboration among colleagues regarding neurodiversity?

    <p>Through team training and managing expectations.</p> Signup and view all the answers

    What should companies set up to create trust and support for neurodiverse employees?

    <p>Designated work buddies.</p> Signup and view all the answers

    What is a common feature of cognitive ability tests that makes them less suitable for neurodiverse candidates?

    <p>They assess general intelligence.</p> Signup and view all the answers

    Which approach can help companies to leverage the unique talents of all workers, including neurodiverse employees?

    <p>Implementing inclusive training programs.</p> Signup and view all the answers

    What type of assessment format can help reveal the skills of neurodiverse candidates?

    <p>Creative project-based evaluations.</p> Signup and view all the answers

    Which is NOT a suggested method for embracing neurodiversity in hiring practices?

    <p>Use standard job interviews for all candidates.</p> Signup and view all the answers

    Study Notes

    Session 3: Selection

    • Hiring the right employees is crucial for effective strategy execution.
    • Employees represent the organization.
    • Organizations succeed with the right people.
    • Selecting "winners" is essential, those who align with organizational goals.

    Selection Practices by Country

    • Data shows various selection practices used across different countries.
    • Numerical scores indicate ranking of different methods in varied countries.

    Selection Tools Overview

    • The Golden Three: Situational interviews, Behavioral interviews, and Job simulations are effective selection tools.
    • Not-as-great selection tools: Cognitive ability tests and personality tests are less effective in selection.

    First...what doesn't work

    • Unstructured interviews are ineffective.
    • Different applicants are asked different questions, often unrelated to the job.
    • Interviewers struggle to agree on what constitutes good or bad answers.

    The Situational Interview

    • Measures applicant intentions in likely job situations.
    • Assumes intentions predict future behavior.
    • Every candidate answers the same interview questions related to the job.
    • A scoring guide helps evaluate answers, comparing them to illustrative answers.
    • The interview focuses on the applicant's intentions, not what the interviewer wants to hear.

    Steps for Creating a Situational Interview Question

    • Stage 1: Conduct a job analysis (reviewing incidents, analyzing facts, and evaluating the solution).
    • Stage 2: Develop situational interview questions.
    • Stage 3: Create a scoring guide that helps avoid bias and ensures consistent evaluation of answers.

    Example of a Situational Interview Question

    • A situation where an employee's boss needs a strong 4th quarter performance, and a key customer is threatening to take their business elsewhere.
    • The example situation requires the applicant to weigh various factors in decision-making: company policy, customer relationship, boss' expectations, etc.

    Scoring Key

    • Interviewers should rate responses based on pre-defined criteria.
    • Current employees are valuable sources for providing examples of outstanding behavior to guide rating criteria.
    • Different levels of performance (outstanding, acceptable, and unacceptable) are established.

    Behavioral Interview

    • Learns about past behavior to predict future behavior. -Analyze current jobs to create in-depth questions.
    • Develop a scoring key based on critical incidents.
    • A structured process to collect data for job analysis to understand future job behaviors.

    Behavioural Interview (Past Behaviour Predicts Future Behaviour)

    • Probing and pre-planned questions ensure the collection of reliable behavioral data from candidates.
    • Focus on actual behavior, not reasons. -Avoid vague questions and focus on specific situations.

    Focus on 'what', not on 'why'

    • The importance of focusing on observable behavior rather than speculative reasons.
    • Avoiding questions that lead applicants to self-promote .
    • Focus on the observable behavior.

    Conducting the Interview

    • Start with unscored questions to ease candidates into the interview.
    • Use a panel for questions and note-taking.
    • Panel members independently score candidate responses to minimize bias.

    Interviewing errors & How to reduce their occurrence

    • Common errors: Halo/horns effect, Contrast effect, Hiring people like yourself, Stereotyping, Making assumptions, Insufficient/irrelevant information.
    • Reducing errors: Be aware of natural tendencies, Use structured interviews, Use multiple interviewers, Only use experienced interviewers, Allow sufficient time for the process.

    What Drives Initial Impressions in Employment Interviews?

    • Factors that influence initial impressions, including job qualifications, extraversion, conscientiousness, emotional stability, agreeableness, openness to experience, verbal and interview skills.

    Job Simulation

    • Using real-work situations (such as role-plays) for accurate candidate assessment.
    • Provides objective and reliable assessments of skills and behaviors in a simulated work environment.
    • Use a predetermined scoring key for consistency in analysis.

    Role Play Example

    • Example of a role-play scenario for a customer relations job.
    • Three upset customers to deal with simultaneously by the candidate.

    Assessment Centres

    • An assessment method that evaluates candidates using a variety of testing methods.
    • Useful for managerial and graduate selection.

    Range of Activities

    • Various activities utilized in an assessment centre, including work simulations, case studies, in-tray exercises, role plays, group discussions, psychological testing, interviews, peer assessment, and personality questionnaires.
    • Discussing the need to recognize the value of neurodiverse candidates.
    • Addressing how organizations can adapt techniques to identify hidden talents by overcoming one-size-fits-all techniques.

    Neurodiversity

    • Encouraging organizations to embrace neurodiversity and how to create a supportive work environment for neurodiverse applicants.

    Enabling Neurodiversity Programmes

    • Team with experts, train colleagues, implement alternative assessment methods, and create support systems for neurodiverse applicants.

    Selection Tools to Avoid: Cognitive Ability Tests

    • Tests assess general intelligence, verbal fluency, numerical ability, and reasoning.
    • Good predictors of performance in various jobs.
    • Controversial due to potential racial bias in scoring.

    Selection Tools to Avoid: Personality Tests

    • The Big Five (Conscientiousness, Emotional stability, Agreeableness, Extroversion, Openness to experience) are commonly used tests.
    • Correlation between scores and job performance is often weak.
    • Safer than cognitive ability tests, legally speaking, but not recommended for hiring.

    If they are used...

    • Validation studies are needed to prove connection between test scores and performance.
    • Seek legal counsel for using testing instruments.
    • Use tests for developmental purposes, not solely for selection. Use tests as one element in a larger selection plan.

    Predictive Validity of Selection Methods

    • Table shows predictive validity values for different selection method.
    • Validity values range from 0 to 1, with higher values indicating better prediction of future job performance.
    • Use of AI helps in personnel selection.
    • Important to understand the benefits and challenges involved.

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    Related Documents

    Session 3 - Selection PDF

    Description

    This quiz explores effective employee selection practices essential for organizational success. It examines the importance of hiring the right individuals, international selection methods, and the effectiveness of various selection tools like situational and behavioral interviews. Assess your understanding of what works and what doesn’t in the hiring process.

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