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Chapter 6-9

HRM 2600 Chapter Notes - Chapter 6-9: Personnel Selection, Conscientiousness, Structured Interview


Department
Human Resources Management
Course Code
HRM 2600
Professor
A L L
Chapter
6-9

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HRM2600
Chapter 6 Recruitment and Careers Short Answer Questions
Question #1: Explain the objectives of the personnel selection process.
The main objective of the personnel selection process is to choose individuals
who have relevant qualifications to fill existing or projected job openings.
The selection process should start with a job analysis. Selection considerations
include the person-job fit, which identifies the required individual competencies
(KSAOs) for job success. Similarly, the person-organization fit is the degree to
which individuals match to the culture and values of the organization.
The overall goal of the selection process is to maximize “hits” and avoid “misses.”
Hits are accurate predictions regarding a potential employee’s job performance,
and misses are inaccurate ones. The cost of one type of miss would be the direct
and indirect expense of hiring an employee who turns out to be unsuccessful.
The cost of the other type of miss is an opportunity cost someone who could
have been successful did not get a chance.
Organizations use several different means to obtain information about applicants.
These include gathering sumés and applications and conducting interviews,
tests, and investigations.

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Question #2: Explain what is required for an employee selection tool to be reliable
and valid.
At any stage of the selection process, it is essential that the information obtained
is reliable and valid and gathered legally and that the privacy of the applicants is
safeguarded.
The degree to which interviews, tests, and other selection procedures produce
comparable data over a period of time is known as reliability. For example, a test
that gives widely different scores when it is administered to the same individual a
few days apart is unreliable.
Reliability also refers to the extent to which two or more methods (e. g.,
interviews and tests) produce similar results or are consistent. Interrater reliability
agreement among two or more raters— is one measure of a method’s
consistency.
In addition to having reliable information regarding a person’s suitability for a job,
the information must be as valid as possible. Validity refers to what a test or other
selection procedure measures and how well it measures it. In other words, the
selection process should be able to predict how well a person performs on the
job.
Validity is important because it is related to increases in employee productivity.
Furthermore, employment equity regulations require valid selection procedures.
Question #3: What are the advantages of online applications?
An Internet-based automated posting, application, and tracking process helps firms to
more quickly fill positions by:
Attracting a broader and more diverse applicant pool

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Collecting and mining resumes with keyword searches to identify qualified
candidates
Conducting screening tests online
Reducing recruiting costs significantly
Question #4: Illustrate the different approaches to conducting an employment
interview.
The employment interview has a central role in the selection process. Interview
methods differ in several ways, such as the amount of control exercised by the
interviewer. In highly structured interviews, the interviewer determines the course
that the interview will follow as each question is asked. In the less structured
interview, the applicant plays a larger role in determining the course the
discussion will take.
A structured interview is an interview in which a set of standardized questions
with an established set of answers are used.
In contrast, a nondirective interview describes the situation when the applicant
determines the course of the discussion while the interviewer refrains from
influencing the applicant`s remarks.
Another interview approach is the situational interview, referring to an interview
in which an applicant is given a hypothetical incident and asked how he or she
would respond to it.
The behavioural description interview (BDI) is an interview in which an
applicant is asked questions about what he or she actually did in a given
situation.
Lastly, the panel interview describes an interview in which a board of
interviewers questions and observes a single candidate.
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