MGMT 316 Selection Why is Selection Important? Goal  match people with ____________________ Good selection = improved ____________________ Bad selection = ineffective _________________________ What is Selection? Selection: process of choosing the individual _____________ for a particular position and organization from a group of ______________ Preliminary Screening Preliminary Screening: a review to eliminate those who obviously do not meet the ____________________________ Quickly removes ________________ Applicants can be redirected to _______________________________ Review of Applications Essential information is included and presented in a _______________________________ Usually includes statements such as: Certification that info is _______________ Position is ___________________ Permission for _______________________ Review of Applications Resume: goal-directed summary of a person’s _______________________________ Key is relevancy Most companies use _______________________________ Selection Tests - PROs Usually _______________________________ means of selecting candidates Small cost for organizations Can identify skills and attitudes that may not be _______________________________ Selection Tests - CONs _______________________________ Test anxiety _______________________________ What makes a good test? Standardization: ______________ of procedures and conditions of administering the test Reliability: extent to which test provides ____________________ Validity: _______________________________ Reliability Examples Consistent over _______ Tuesday Thursday Reliability Examples Consistent with ___________ Form A Form B Validity and Reliabilty A test could be ______ but _______ Criterion-related validity Criterion-related validity: comparing _______________________________ to some aspect of _______________________________ How do we know if we have criterion-related validity? Criterion-related validity Predictive validity: collect ______________________and use it to forecast ___________________ Criterion-related validity Concurrent validity: collect _______________ and _______________________________ info at the same time and see if they are correlated Cognitive Abilities General Intelligence (g) or the ability to: ____________________ Plan _____________________ Comprehend complex ideas Specific Cognitive Abilities (Construct) Types _____________ _____________ _____________ Psychomotor Abilities Arm-hand steadiness _____________ Reaction time Psychomotor Tests (Predictor) _____________ Control simulator Personality Tests Self-reported measures of _____________ Tend to show areas such as _____________ Personality Tests Integrity Tests: specific type of personality attribute Measures attitudes toward _______, absenteeism, dishonesty, ___________, and other rule-breaking behaviors Why Integ ...

1. MGMT 316
Selection
Why is Selection Important?
Good selection = improved ____________________
Bad selection = ineffective _________________________
What is Selection?
Selection: process of choosing the individual _____________
for a particular position and organization from a group of
______________

2. Preliminary Screening
Preliminary Screening: a review to eliminate those who
obviously do not meet the ____________________________
Quickly removes ________________
Applicants can be redirected to
_______________________________
Review of Applications
Essential information is included and presented in a
_______________________________
Usually includes statements such as:
Certification that info is _______________
Position is ___________________
Permission for _______________________
Review of Applications
Resume: goal-directed summary of a person’s
_______________________________
Key is relevancy
Most companies use _______________________________

3. Selection Tests - PROs
Usually _______________________________ means of
selecting candidates
Small cost for organizations
Can identify skills and attitudes that may not be
_______________________________
Selection Tests - CONs
_______________________________
Test anxiety
_______________________________
What makes a good test?
Standardization: ______________ of procedures and conditions
of administering the test
Reliability: extent to which test provides
____________________
Validity: _______________________________
Reliability Examples
Consistent over _______

4. Tuesday
Thursday
Reliability Examples
Consistent with ___________
Form A
Form B
Validity and Reliabilty
A test could be ______ but _______
Criterion-related validity
Criterion-related validity: comparing
_______________________________ to some aspect of
_______________________________
How do we know if we have criterion-related validity?

5. Criterion-related validity
Predictive validity: collect ______________________and use it
to forecast ___________________
Criterion-related validity
Concurrent validity: collect _______________ and
_______________________________ info at the same time and
see if they are correlated
Cognitive Abilities
General Intelligence (g) or the ability to:
____________________
Plan
_____________________
Comprehend complex ideas

6. Specific Cognitive Abilities (Construct)
Types
_____________
_____________
_____________
Psychomotor Abilities
Arm-hand steadiness
_____________
Reaction time
Psychomotor Tests (Predictor)
_____________
Control simulator
Personality Tests
Self-reported measures of _____________

7. Tend to show areas such as _____________
Personality Tests
Integrity Tests: specific type of personality attribute
Measures attitudes toward _______, absenteeism, dishonesty,
___________, and other rule-breaking behaviors
Why Integrity Testing?
Consequences of rule-breaking are _____________
Predictive power
_____________ administration
Job Knowledge Tests
Tests designed to measure a candidate’s knowledge of the
_____________
Which industries or jobs do you think might use job knowledge
tests?

8. Work Samples
Measure job skills by taking _____________ under realistic,
_____________
Examples:
________________________
________________________
_____________for managers
Why use work samples?
Other predictors may not _____________
Highly predictive of _____________
Low discrimination against any one group
Can measure wide variety of _____________
Assessment Centers
Multiple Methods
________________________
________________________
________________________
Multiple Assessees
Multiple Assessors

9. Assessment Centers: Why or Why Not?
________________________
________________________
Able to assess numerous performance dimensions
Assess more than one ________________________
Interviews
Used to gain insight about __________, abilities, skills,
personality, & _____________
Not great at predicting actual success on the job but
________________________
Applicants look good on paper but what about in real life?
Get and Give Information
Get info about: work experience, academic achievement,
interpersonal skills, personal qualities
Give info about: ________________________

10. Structured
All applicants are asked the _____________
Easier to ________________________ applicants
Unstructured
Not all applicants are asked the same questions
Potential ________________________
Hard to ________________________
Behavioral/Situational Interviews
Questions prompt applicants to relate
________________________ to target job
Interviewers should look for:
________________________
________________________
________________________
Problems with Interviews
Can be biased by:
Nature and order of questions
________________________
Interviewee appearance & behavior

11. Problems with Interviews
________________________
Lack of training
Nonverbal communication
Tips for Better Interviews
___________________
Training
___________________
Same interviewers
Informing applicants about ________________________
Aimed at reducing ________________________
Expensive in the long-run to give people a
________________________
Realistic Job Preview

12. Pre-employment Screening
Determine if information submitted is ______________
Social network checking
________________________
Negligent Hiring
Liability that results from company:
Fails to conduct reasonable ____________________
Assigns _______________________ to position where he/she
can cause harm
Selection Decision
Most critical step
Person whose qualifications most closely conform to
________________________should be selected
Notify candidates ________________________
Organizational Fit
Org fit: management’s perception of the degree to which the

13. prospective employee will ________________________with the
firm’s ________________________
Effective Recruitment and Selection
___________ of hire
_____ required to hire
New hire retention
Hiring manager satisfaction
________________________
Effective Recruitment and Selection
_______ per hire
________ rate
________ rate
________rate
Effective Recruitment and Selection
Selection Rate:
100 qualified applicants
25 chosen
Selection Rate:________________________

14. Effective Recruitment and Selection
Acceptance Rate:
10 applicants offered the job
5 applicants accepted
Acceptance Rate = ________________________
Effective Recruitment and Selection
Yield Rate:
100 applicants through org’s career website
25 were asked for an interview
Yield rate = ________________