CHAPTER 6 - SELECTION AND
HIRING C202 WGU QUESTIONS &
ANSWERS(RATED A+)
The process of gathering and evaluating the information used for deciding which
applicants will be hired. - ANSWERSelection
identify the people who best meet the organization's staffing goals, which usually
include at a minimum high job performance and enhanced business strategy
execution. - ANSWERAssessment Goals
A description of how close a measurement is to the true value of the quantity
measured. - ANSWERAccuracy
true positives - ANSWERhiring successful performers results in
true negatives - ANSWERnot hiring poor performers produces
false negatives - ANSWERundesirable outcomes are not hiring people who would
have succeeded
false positives - ANSWERhiring people who perform poorly
Written information about skills and education, job experiences, and other job
relevant information.require applicants to provide the same written information about
their skills, education, work experience, and other job relevant information, making it
easier to evaluate and compare them. - ANSWERJob applications
Many firms use telephone screens to confirm résumé or application information and
to assess applicants' availability, interests, and preliminary qualifications. -
ANSWERTelephone Screens
Assess general mental abilities including reasoning, logic, and perceptual
abilities.typically use computerized or paper-and-pencil tests to assess general
mental abilities, including reasoning, logic, and perceptual abilities. Individuals with
higher levels of cognitive ability acquire new information faster and use it more
effectively. - ANSWERCognitive Ability Tests
The fit between a person's abilities and the job's demands and the fit between a
person's desires and motivations and the job's attributes and rewards.Because job
performance is usually the most important staffing outcome, person-job fit is the
primary focus of most assessment efforts.
Education
, Job-related competencies
Job knowledge
Previous experience
Personality characteristics relevant to performing job tasks - ANSWERPerson-job fit
the match between an individual and his or her work group, including the supervisor.
Expertise relative to other team members
Conflict management style
Teamwork values
Communication skills
Personality related to working effectively with others - ANSWERperson-group fit
Fit between an individual's values, attitudes, and personality and the organization's
values, norms, and culture.Person-organization fit influences important
organizational outcomes, including job satisfaction, performance, organizational
commitment, and retention.Integrity, compassion, and competitiveness influence
person-organization fit.
Integrity
Compassion
Competitiveness
Values
Goals - ANSWERperson-organization fit
person-job - ANSWERBecause job performance is usually the most important
staffing outcome,_______fit is the primary focus of most assessment efforts
Person-group - ANSWER_____fit is particularly important when workers are
interdependent, such as in smaller companies and team-oriented work environments
Person-organization - ANSWER_________fir influences important organizational
outcomes including job satisfaction, performance, organizational commitment, and
retention.
advises employers in legal compliance in candidate assessment and selection. The
UGESP assists organizations in complying with the requirements of federal law
prohibiting hiring practices from discriminating based on race, color, religion, sex,
and national origin. - ANSWERUniform Guidelines on Employee Selection
Procedures (UGESP)
a set of testing standards developed jointly by the American Educational Research
Association, the American Psychological Association, and the National Council on
Measurement in Education. - ANSWERStandards for Educational and Psychological
Testing
A person looking for a job - ANSWERjob applicant
Reduce the pool of job applicants to a group of job candidates. - ANSWERscreening
assessment methods
HIRING C202 WGU QUESTIONS &
ANSWERS(RATED A+)
The process of gathering and evaluating the information used for deciding which
applicants will be hired. - ANSWERSelection
identify the people who best meet the organization's staffing goals, which usually
include at a minimum high job performance and enhanced business strategy
execution. - ANSWERAssessment Goals
A description of how close a measurement is to the true value of the quantity
measured. - ANSWERAccuracy
true positives - ANSWERhiring successful performers results in
true negatives - ANSWERnot hiring poor performers produces
false negatives - ANSWERundesirable outcomes are not hiring people who would
have succeeded
false positives - ANSWERhiring people who perform poorly
Written information about skills and education, job experiences, and other job
relevant information.require applicants to provide the same written information about
their skills, education, work experience, and other job relevant information, making it
easier to evaluate and compare them. - ANSWERJob applications
Many firms use telephone screens to confirm résumé or application information and
to assess applicants' availability, interests, and preliminary qualifications. -
ANSWERTelephone Screens
Assess general mental abilities including reasoning, logic, and perceptual
abilities.typically use computerized or paper-and-pencil tests to assess general
mental abilities, including reasoning, logic, and perceptual abilities. Individuals with
higher levels of cognitive ability acquire new information faster and use it more
effectively. - ANSWERCognitive Ability Tests
The fit between a person's abilities and the job's demands and the fit between a
person's desires and motivations and the job's attributes and rewards.Because job
performance is usually the most important staffing outcome, person-job fit is the
primary focus of most assessment efforts.
Education
, Job-related competencies
Job knowledge
Previous experience
Personality characteristics relevant to performing job tasks - ANSWERPerson-job fit
the match between an individual and his or her work group, including the supervisor.
Expertise relative to other team members
Conflict management style
Teamwork values
Communication skills
Personality related to working effectively with others - ANSWERperson-group fit
Fit between an individual's values, attitudes, and personality and the organization's
values, norms, and culture.Person-organization fit influences important
organizational outcomes, including job satisfaction, performance, organizational
commitment, and retention.Integrity, compassion, and competitiveness influence
person-organization fit.
Integrity
Compassion
Competitiveness
Values
Goals - ANSWERperson-organization fit
person-job - ANSWERBecause job performance is usually the most important
staffing outcome,_______fit is the primary focus of most assessment efforts
Person-group - ANSWER_____fit is particularly important when workers are
interdependent, such as in smaller companies and team-oriented work environments
Person-organization - ANSWER_________fir influences important organizational
outcomes including job satisfaction, performance, organizational commitment, and
retention.
advises employers in legal compliance in candidate assessment and selection. The
UGESP assists organizations in complying with the requirements of federal law
prohibiting hiring practices from discriminating based on race, color, religion, sex,
and national origin. - ANSWERUniform Guidelines on Employee Selection
Procedures (UGESP)
a set of testing standards developed jointly by the American Educational Research
Association, the American Psychological Association, and the National Council on
Measurement in Education. - ANSWERStandards for Educational and Psychological
Testing
A person looking for a job - ANSWERjob applicant
Reduce the pool of job applicants to a group of job candidates. - ANSWERscreening
assessment methods
