Chapter 5 Flashcards
Assessment Methods for Selection and Placement
Psychological Test
Consists of a standard set of items or tasks that a person completes under controlled conditions.
Biographical Information Forms
Ask about relevant prior experiences such as one’s level of education and work experience.
Interview
A meeting between the job applicant and someone at the employing organization who will have input into the hiring decision.
Work Sample
A test that asks a person to perform a simulated job.
Assessment Center
Series of exercises, including simulated job tasks, which measure how well a person can perform a job.
Group Test
Test that can be administered to several people at once, typically done with a course exam.
Closed-Ended Test
Test taker must choose one of several possible responses, as in a multiple-choice test.
Open-Ended Test
Test taker must generate a response, rather than choosing a correct response.
Paper and Pencil Test
Test is on a piece of paper or other printed (or electronic) medium, and the responses are made in written form, often with a pencil.
Performance Test
Involved manipulation of apparatuses, equipment, materials, or tools.
Power Test
Gives the test taker almost unlimited time to complete the test.
Speed Test
Has a strict time limit. Designed for almost no one to complete the items.
Cognitive Ability Test
An intelligence or IQ test of general cognitive ability.
Psychomotor Ability Test
Assess such things as ability to manipulate objects and use tools.
Achievement Test
Designed to assess a person’s present level of proficiency.
Knowledge Test
Assesses what the person knows.
Skill Test
Assesses what a person is able to do.
Personality Trait
The predisposition or tendency to behave in a particular way across different situations.
Personality Tests
Useful for assessing personality traits. Can also be designed to find a certain personality trait.
Job Relevance
What an assessment tool measures is linked to the KSAO requirements of the job.
Emotional Intelligence (EI)
People’s ability to control and recognize emotions in themselves and in others.
Integrity Test
Designed to predict whether or not an employee will engage in counterproductive or dishonest behavior on the job.
Overt Integrity Test
Assesses a person’s attitudes and prior behavior. Asks the person to indicate agreement or disagreement with statements concerning honesty and moral behavior.
Personality Integrity Test
Assesses personality characteristics that have been found to predict overall counterproductive behavior.
Vocational Interest Test
Matches either the interests or the personality of the test taker to those of people in a variety of different occupations and occupational categories.
Biographical Inventory
Asks much more detailed background questions than a typical application form.
Empirical Biographical Inventory
Developed by administering a large number of potential items to a group of employees in a particular job.
Rational Biographical Inventory
Developed by beginning with an analysis of KSAO requirements and then devising items that reflect those KSAOs.
Structured Interview
Interviewer has a preplanned series of questions that are asked of every person who is interviewed.
Assessee
Person being assessed.
Assessors
Asked to evaluate the person’s performance on each dimension of several relevant to the job in question.
In-Basket Exercise
A simulation exercise that asks the assessee to pretend that it is the first day of a new job and he or she has found a series of items in his or her in-basket.
Leaderless Group Exercise
Several assesses are given a problem to solve together.
Problem-Solving Simulation
Assessee is given a problem and is asked to come up with a solution, perhaps by producing a report.
Role-Play Exercise
Requires the assessee to pretend to be a particular person in a specific organizational role, such as a sale manager.
Computer Adaptive Testing
A flexible computerized approach to item administration where items given to a test taker are chosen based on prior correct or incorrect responses.
