Ch. 6 Flashcards
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Selection
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
Reliability
The degree to which a test or selection procedure measures a person’s attributes
Validity
Short video clips that highlight applicants’ qualifications beyond what they can communicate on their resume
Video resumes
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks
Nondirective interview
An interview in which a set of standardized questions having an established set of answers is used
Structured interview
An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it
Situational interview
An interview in which an applicant is asked questions about what he or she actually did in a given situation
Behavioral description interview (BDI)
A format in which a candidate is interviewed by multiple people, one right after another
Sequential interview
An interview in which a board of interviewers questions and observes a single candidate
Panel interview
Interviews conducted via videoconferencing or over the web
Video interviews
Interviews in which the questions are administered to applicants via computers. The interviews can be conducted at a firm’s facilities, using kiosks, online or via phone
Computer-administered (automated) interview
The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
Negligent hiring
An objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals. A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job
Preemployment test
A process by which managerial candidates are evaluated at an assessment center as they participate in a series of situations that resemble wha they might need to handle on the job
Assessment center test
The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior
Criterion-related validity
The extent to which the test scores of current employees correlate with job performance
Concurrent validity
The extent to which applicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period
Predictive validity
Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)
Cross-validation
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job
Content validity
The extent to which a selection tool measures a theoretical construct or trait
Construct validity
A selection decision model in which a high score in one area can make up for the low score in another area
Compensatory model
A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions
Multiple cutoff model
A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages
Multiple hurdle model
