6.3.2 Selection methods

• What impact does candidate experience have on recruitment?

  Perception and acceptance rate
• Predictive validity refers to the ability to accurately predict job performance
• What are selection methods used for in recruitment and selection?

  Evaluating and identifying candidates
• Interviews are used to assess a candidate's fit and skills
• What do aptitude tests evaluate in candidates?

  Cognitive and numerical abilities
• Assessment centres use simulations and group exercises to observe candidate behavior in realistic job scenarios.
• What is the primary purpose of reference checks in recruitment?

  Verify candidate background
• Structured conversations with candidates during interviews assess their communication skills, personality, and cultural fit
• Aptitude tests are suitable for evaluating cognitive and numerical skills.
• In what type of scenario are assessment centres most effective?

  Simulated work environments
• The purpose of selection methods is to evaluate candidates and identify the most suitable individuals
• Match the selection method with its purpose:

  Interviews ↔️ Assess personality and fit

  Aptitude Tests ↔️ Evaluate cognitive abilities

  Assessment Centres ↔️ Observe behavior in scenarios

  Reference Checks ↔️ Verify background and performance
• Aptitude tests always require candidates to perform numerical calculations.

  False
• What type of behavior do assessment centres aim to observe in candidates?

  Job-related behavior
• Reference checks are used to confirm the accuracy of a candidate's claims
• Arrange the following selection methods in order of increasing complexity and resource intensity:

  1️⃣ Reference Checks

  2️⃣ Aptitude Tests

  3️⃣ Interviews

  4️⃣ Assessment Centres
• Selection methods are used to evaluate candidates and identify the most suitable
• What do interviews assess in candidates?

  Communication skills, personality, cultural fit
• Aptitude tests measure cognitive and numerical skills
• What type of activities are used in assessment centers?

  Simulated work exercises and group activities
• Reference checks are used to confirm the accuracy of a candidate's claims.
• Order the following selection methods from least to most resource-intensive:

  1️⃣ Interviews

  2️⃣ Aptitude Tests

  3️⃣ Reference Checks

  4️⃣ Assessment Centres
• What is the primary purpose of interviews in the recruitment process?

  Assess personality, communication skills, cultural fit
• Aptitude tests are used to evaluate cognitive and numerical abilities
• What is the main goal of assessment centers in recruitment?

  Observe behavior in realistic job scenarios
• Reference checks involve contacting former employers to confirm a candidate's claims.
• Match the selection method with its primary advantage:

  Interviews ↔️ Uncover personality and cultural fit

  Aptitude Tests ↔️ Measure cognitive abilities accurately

  Assessment Centres ↔️ Simulate job tasks for realistic assessment

  Reference Checks ↔️ Verify background and experience
• Interviews are subjective and prone to interviewer bias
• What is a disadvantage of aptitude tests in recruitment?

  May not reflect real-world performance
• Assessment centers are resource-intensive and expensive to conduct.
• What is a strength of aptitude tests in recruitment?

  Objective and standardized
• Combining selection methods, such as aptitude tests and structured interviews, enhances predictive validity
• Organizations can improve recruitment outcomes by combining selection methods strategically.
• What is the purpose of selection methods in recruitment and selection?

  Evaluate candidates and identify the most suitable individuals
• Match the selection method with its primary use:

  Interviews ↔️ Assess communication and personality

  Aptitude Tests ↔️ Evaluate cognitive and numerical skills

  Assessment Centres ↔️ Observe behavior in realistic scenarios

  Reference Checks ↔️ Verify background and performance
• The effectiveness of selection methods can be quantified using a formula that includes predictive validity, cost efficiency, candidate experience, and time to fill
• What is an example of a company that uses structured interviews to assess cultural fit?

  Google
• What is the purpose of interviews in the selection process?

  Assess skills and fit
• Aptitude tests are used to evaluate cognitive and numerical skills
• Assessment centres observe candidate behavior in realistic job scenarios