CHAPTER 5: EMPLOYEE SELECTION- REFERENCE AND TESTING Flashcards
The process of confirming the accuracy of résumé and job application information.
Reference check
The expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success
Reference
A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for success.
Letter of recommendation
The intentional placement of untrue information on a résumé
Résumé fraud
A situation in which an employee with a previous criminal record commits a crime as part of his/her employment.
Negligent hiring
The correlation between scores on a selection method (e.g., interview, cognitive ability test) and a measure of job performance (e.g., supervisor rating, absenteeism).
Validity coefficient
A term usually found with metaanalysis, referring to a correlation coefficient that has been corrected for predictor and criterion reliability and for range restriction. Corrected validity is sometimes called “true validity
Corrected validity
An organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble.
Negligent reference
The extent to which a score from a test or from an evaluation is consistent and free from error.
Reliability
A test that measures the amount of job-related knowledge an applicant possesses.
Job knowledge test
Abilities involving the knowledge and use of information such as math and grammar.
includes such dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning (mathematical,deductive, inductive), and general learning.
Cognitive ability
tap the extent to which an applicant can learn or perform a job-related skill. used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire. Instead, new employees will be taught the necessary job skills and knowledge
Ability Test
Tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant.
excellent predictors of employee performance in the United States
Cognitive ability test
The cognitive ability test that is most commonly used in industry.
Wonderlic Personnel Test
Measure of facility with such processes as spatial relations and form perception.
consists of vision (near, far, night, peripheral), color discrimination, depth perception, glare sensitivity, speech (clarity, recognition), and hearing (sensitivity, auditory attention, sound localization)
Perceptual ability
Measure of facility with such processes as finger dexterity and motor coordination.
Psychomotor ability
Tests that measure an applicant’s level of physical ability required for a job.
Physical ability tests
A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators.
Assessment center
An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information.
In-basket technique
An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.
Simulation
A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks.
Work sample
An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.
Business game
A method of selection involving application blanks that contain questions that research has shown will predict job performance.
considers an applicant’s life, school, military, community, and work experience.
Biodata
The gathering of biodata from employee files rather than by questionnaire.
File approach
The method of obtaining biodata from questionnaires rather than from employee files.
Questionnaire approach
Division of employees into groups based on high and low scores on a particular criterion.
Criterion group
For scoring biodata in which the percentage of unsuccessful employees responding in a particular way is subtracted from the percentage of successful employees responding in the same way.
Vertical percentage method
A group of employees who were used in creating the initial weights for a biodata instrument.
Derivation sample
A group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-check the accuracy of the initial weights.
Hold-out sample
A psychological assessment designed to measure various aspects of an applicant’s personality.
Personality inventory
measure the traits exhibited by normal individuals in everyday life. Examples of such traits are extraversion, shyness, assertiveness, and friendliness.
Tests of normal personality
personality test that is identical to the number postulated by a well-known theorist. For example, the Myers-Briggs Type Indicator has four scales and is based on the personality theory of Carl Jung, whereas the Edwards Personal Preference Schedule, with 15 dimensions, is based on a theory by Henry Murray.
Theory-based
determined through a statistical process called factor analysis.
statistically based test
determined by grouping answers given by people known to possess a certain characteristic.
Empirically based test
The most widely used objective test of psychopathology
Minnesota Multiphasic Personality Inventory-2 (MMPI-2)
A subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes his or her responses.
Projective tests
A projective personality test.
Rorschach Inkblot Test
A projective personality test in which test-takers are shown pictures and asked to tell stories. It is designed to measure various need levels.
Thematic Apperception Test (TAT)
A type of personality test that is structured to limit the respondent to a few answers that will be scored by standardized keys.
Objective tests
A psychological test designed to identify vocational areas in which an individual might be interested.
Interest inventory
A popular interest inventory used to help people choose careers.
Strong Interest Inventory (SII)
The process of helping an individual choose and prepare for the most suitable career.
Vocational counseling
Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.
Integrity test
An electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions.
Polygraph
An electronic test to determine honesty by measuring an individual’s voice changes after being asked questions.
Voice stress analyzer
A type of honesty test that asks questions about applicants’ attitudes toward theft and their previous theft history.
They measure attitudes by asking the test taker to estimate the frequency of theft in society, how harsh penalties against thieves should be, how easy it is to steal, how often he has personally been tempted to steal, how often his friends have stolen, and how often he personally has stolen
Overt integrity test
A type of honesty test that measures personality traits thought to be related to antisocial behavior
Personality-based integrity test
The amount of goods lost by an organization as a result of theft, breakage, or other loss.
Shrinkage
Test designed to reduce faking by asking test-takers to select the reason that best explains a statement.
Conditional reasoning test
Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.
Graphology
Tests that indicate whether an applicant has recently used a drug.
Drug testing
A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer.
Rejection letter
