CHAPTER 5: EMPLOYEE SELECTION- REFERENCE AND TESTING

Question 1

The process of confirming the accuracy of résumé and job application information.

Answer 1

Reference check

Question 2

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

Answer 2

Reference

Question 3

A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for success.

Answer 3

Letter of recommendation

Question 4

The intentional placement of untrue information on a résumé

Answer 4

Résumé fraud

Question 5

A situation in which an employee with a previous criminal record commits a crime as part of his/her employment.

Answer 5

Negligent hiring

Question 6

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).

Answer 6

Validity coefficient

Question 7

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

Answer 7

Corrected validity

Question 8

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.

Answer 8

Negligent reference

Question 9

The extent to which a score from a test or from an evaluation is consistent and free from error.

Answer 9

Reliability

Question 10

A test that measures the amount of job-related knowledge an applicant possesses.

Answer 10

Job knowledge test

Question 11

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.

Answer 11

Cognitive ability

Question 12

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

Answer 12

Ability Test

Question 13

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

Answer 13

Cognitive ability test

Question 14

The cognitive ability test that is most commonly used in industry.

Answer 14

Wonderlic Personnel Test

Question 15

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)

Answer 15

Perceptual ability

Question 16

Measure of facility with such processes as finger dexterity and motor coordination.

Answer 16

Psychomotor ability

Question 17

Tests that measure an applicant’s level of physical ability required for a job.

Answer 17

Physical ability tests

Question 18

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.

Answer 18

Assessment center

Question 19

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.

Answer 19

In-basket technique

Question 20

An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.

Answer 20

Simulation

Question 21

A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks.

Answer 21

Work sample

Question 22

An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.

Answer 22

Business game

Question 23

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.

Answer 23

Biodata

Question 24

The gathering of biodata from employee files rather than by questionnaire.

Answer 24

File approach

Question 25

The method of obtaining biodata from questionnaires rather than from employee files.

Answer 25

Questionnaire approach

Question 26

Division of employees into groups based on high and low scores on a particular criterion.

Answer 26

Criterion group

Question 27

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.

Answer 27

Vertical percentage method

Question 28

A group of employees who were used in creating the initial weights for a biodata instrument.

Answer 28

Derivation sample

Question 29

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.

Answer 29

Hold-out sample

Question 30

A psychological assessment designed to measure various aspects of an applicant’s personality.

Answer 30

Personality inventory

Question 31

measure the traits exhibited by normal individuals in everyday life. Examples of such traits are extraversion, shyness, assertiveness, and friendliness.

Answer 31

Tests of normal personality

Question 32

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.

Answer 32

Theory-based

Question 33

determined through a statistical process called factor analysis.

Answer 33

statistically based test

Question 34

determined by grouping answers given by people known to possess a certain characteristic.

Answer 34

Empirically based test

Question 35

The most widely used objective test of psychopathology

Answer 35

Minnesota Multiphasic Personality Inventory-2 (MMPI-2)

Question 36

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.

Answer 36

Projective tests

Question 37

A projective personality test.

Answer 37

Rorschach Inkblot Test

Question 38

A projective personality test in which test-takers are shown pictures and asked to tell stories. It is designed to measure various need levels.

Answer 38

Thematic Apperception Test (TAT)

Question 39

A type of personality test that is structured to limit the respondent to a few answers that will be scored by standardized keys.

Answer 39

Objective tests

Question 40

A psychological test designed to identify vocational areas in which an individual might be interested.

Answer 40

Interest inventory

Question 41

A popular interest inventory used to help people choose careers.

Answer 41

Strong Interest Inventory (SII)

Question 42

The process of helping an individual choose and prepare for the most suitable career.

Answer 42

Vocational counseling

Question 43

Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.

Answer 43

Integrity test

Question 44

An electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions.

Answer 44

Polygraph

Question 45

An electronic test to determine honesty by measuring an individual’s voice changes after being asked questions.

Answer 45

Voice stress analyzer

Question 46

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

Answer 46

Overt integrity test

Question 47

A type of honesty test that measures personality traits thought to be related to antisocial behavior

Answer 47

Personality-based integrity test

Question 48

The amount of goods lost by an organization as a result of theft, breakage, or other loss.

Answer 48

Shrinkage

Question 49

Test designed to reduce faking by asking test-takers to select the reason that best explains a statement.

Answer 49

Conditional reasoning test

Question 50

Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.

Answer 50

Graphology

Question 51

Tests that indicate whether an applicant has recently used a drug.

Answer 51

Drug testing

Question 52

A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer.

Answer 52

Rejection letter