BU 408 FINAL QUESTIONS & ANSWERS
What is screening and when does it take place? - Answers -Next step after recruitment
Eliminate candidates who do not meet the minimum qualifications (MQs) for the job
Especially important with large applicant pools and small number of hires
Subsequent selection steps: - Answers -degree to which applicants will be successful
(more resource-intense assessments)
What are common screening methods? - Answers -Application forms, résumés,
reference checks, more recent technology-enabled tools
Why is having a well developed and implemented screening process so important? -
Answers -Cost concerns
Don't want to string someone along
Time efficiences (for job seeker and employer)
Avoid legal difficulties
Two types of errors in screening process - Answers -False positives: pass screening,
shouldn't have!
False negatives: don't pass screening, should have!
Which is the more serious error? - Answers -False negatives may take legal action if
they perceive that the screening was discriminatory job related, may go to a competitor
What are application forms? - Answers -Standardized form that obtains basic
information regarding K, S, education, work experience, training, other job-related
information (i.e., position-related MQs)
Almost always used by large organizations
Job-relatedness should be established through a job analysis
Weighted Application Blanks (WAB) and what to use them - Answers -Formal method
for quantitatively combining information from application form items
Assign weights to questions and responses (scoring key) that reflect job success
Add resulting scores together for total score
Use when there is a large number of applicants for a small number of positions or a
large number of similar positions to be filled
Biographical Information Blank (BIB) - Answers -Also known as biodata, biographical
data
, Wider range of content than the typical application form, more subjective content
For example: hobbies, family relationships, leisure-time pursuits
Series of multiple-choice or short-answer essay questions
Concerns with using the BIB? - Answers -Legality (e.g. family background)
Invasiveness/privacy - applicant reactions
Verifiability (e.g.
Fakability - applicants may answer how they think employers want them to answer
(social desirable responses)
Enhancing Application Form Accuracy - Answers -Negative implications for
organizations that use discriminatory questions on their application forms
Increase transparency concerning the purpose of the items
Use more verifiabile questions
Increase transparency concerning the purpose of the items
Have them elaborate on thier answers
Résumés - Answers -Another source of biographical information
Résumé information often overlaps with that requested by application forms
Voluntary information, not standardized
May provide information that employer could not ask for (e.g., citizenship, martial status,
photo)
What is the predictibte valdity of resumes? - Answers -low
What are reference checks and what is their predictive validity? - Answers -Tend to be
conducted near the end of the screening process (written or phone)
Information gathered from supervisors, coworkers, clients, others
Low to moderate predictive validity (lack of variance)
How can reference checks be improved? - Answers -Standardize Questions
Avoid prohibited grounds questions
Focus on objective information
Ensure reference providers has had an adequate time to observe applicant (e.g.
previous immediate supervisor)
Ensure old and new jobs are similar in content
What is screening and when does it take place? - Answers -Next step after recruitment
Eliminate candidates who do not meet the minimum qualifications (MQs) for the job
Especially important with large applicant pools and small number of hires
Subsequent selection steps: - Answers -degree to which applicants will be successful
(more resource-intense assessments)
What are common screening methods? - Answers -Application forms, résumés,
reference checks, more recent technology-enabled tools
Why is having a well developed and implemented screening process so important? -
Answers -Cost concerns
Don't want to string someone along
Time efficiences (for job seeker and employer)
Avoid legal difficulties
Two types of errors in screening process - Answers -False positives: pass screening,
shouldn't have!
False negatives: don't pass screening, should have!
Which is the more serious error? - Answers -False negatives may take legal action if
they perceive that the screening was discriminatory job related, may go to a competitor
What are application forms? - Answers -Standardized form that obtains basic
information regarding K, S, education, work experience, training, other job-related
information (i.e., position-related MQs)
Almost always used by large organizations
Job-relatedness should be established through a job analysis
Weighted Application Blanks (WAB) and what to use them - Answers -Formal method
for quantitatively combining information from application form items
Assign weights to questions and responses (scoring key) that reflect job success
Add resulting scores together for total score
Use when there is a large number of applicants for a small number of positions or a
large number of similar positions to be filled
Biographical Information Blank (BIB) - Answers -Also known as biodata, biographical
data
, Wider range of content than the typical application form, more subjective content
For example: hobbies, family relationships, leisure-time pursuits
Series of multiple-choice or short-answer essay questions
Concerns with using the BIB? - Answers -Legality (e.g. family background)
Invasiveness/privacy - applicant reactions
Verifiability (e.g.
Fakability - applicants may answer how they think employers want them to answer
(social desirable responses)
Enhancing Application Form Accuracy - Answers -Negative implications for
organizations that use discriminatory questions on their application forms
Increase transparency concerning the purpose of the items
Use more verifiabile questions
Increase transparency concerning the purpose of the items
Have them elaborate on thier answers
Résumés - Answers -Another source of biographical information
Résumé information often overlaps with that requested by application forms
Voluntary information, not standardized
May provide information that employer could not ask for (e.g., citizenship, martial status,
photo)
What is the predictibte valdity of resumes? - Answers -low
What are reference checks and what is their predictive validity? - Answers -Tend to be
conducted near the end of the screening process (written or phone)
Information gathered from supervisors, coworkers, clients, others
Low to moderate predictive validity (lack of variance)
How can reference checks be improved? - Answers -Standardize Questions
Avoid prohibited grounds questions
Focus on objective information
Ensure reference providers has had an adequate time to observe applicant (e.g.
previous immediate supervisor)
Ensure old and new jobs are similar in content
