Ch. 6

Question 1

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings

Answer 1

Selection

Question 2

The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures

Answer 2

Reliability

Question 3

The degree to which a test or selection procedure measures a person’s attributes

Answer 3

Validity

Question 4

Short video clips that highlight applicants’ qualifications beyond what they can communicate on their resume

Answer 4

Video resumes

Question 5

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

Answer 5

Nondirective interview

Question 6

An interview in which a set of standardized questions having an established set of answers is used

Answer 6

Structured interview

Question 7

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

Answer 7

Situational interview

Question 8

An interview in which an applicant is asked questions about what he or she actually did in a given situation

Answer 8

Behavioral description interview (BDI)

Question 9

A format in which a candidate is interviewed by multiple people, one right after another

Answer 9

Sequential interview

Question 10

An interview in which a board of interviewers questions and observes a single candidate

Answer 10

Panel interview

Question 11

Interviews conducted via videoconferencing or over the web

Answer 11

Video interviews

Question 12

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

Answer 12

Computer-administered (automated) interview

Question 13

The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others

Answer 13

Negligent hiring

Question 14

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

Answer 14

Preemployment test

Question 15

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

Answer 15

Assessment center test

Question 16

The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior

Answer 16

Criterion-related validity

Question 17

The extent to which the test scores of current employees correlate with job performance

Answer 17

Concurrent validity

Question 18

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

Answer 18

Predictive validity

Question 19

Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)

Answer 19

Cross-validation

Question 20

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job

Answer 20

Content validity

Question 21

The extent to which a selection tool measures a theoretical construct or trait

Answer 21

Construct validity

Question 22

A selection decision model in which a high score in one area can make up for the low score in another area

Answer 22

Compensatory model

Question 23

A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions

Answer 23

Multiple cutoff model

Question 24

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages

Answer 24

Multiple hurdle model

Question 25

The number of applicants compared with the number of people to be hired

Answer 25

Selection ratio