Chapter 5 Part 2

Question 1

Physical ability

Answer 1

Evaluates physical or psychomotor abilities

Question 2

Cognitive ability

Answer 2

Measure mental abilities including verbal, quantitative, and/or reasoning

Question 3

Job Performance

Answer 3

Test for performing specialized tasks

Question 4

Personality inventories

Answer 4

Find applicants who have desired personality traits

Question 5

Structured interview

Answer 5

Consists of a pre-determined set of questions
Situational interview: “What would you do?”
Behavioral interview: “tell us about a time when…”

Question 6

Advantages to interviewing(2)

Answer 6

1. Provide evidence of communication and interpersonal skills
2. Gain insight into candidate’s personality

Question 7

Disadvantages to interviewing (5)

Answer 7

1. Can be unreliable
2. Can be low in validity
3. Costly
4. Subjective and potentially biased
5. Risk of discrimination complaints

Question 8

Multiple-hurdle model

Answer 8

Eliminates some candidates at each stage

Question 9

Compensatory model

Answer 9

A very high score on one assessment can make up for a low score on another
(expensive)

Question 10

4 positions that makes the selection decision

Answer 10

1. Immediate manager or supervisor
2. Human resources professional
3. Work team or other panel
4. Hiring algorithm

Question 11

Hiring algorithm

Answer 11

Mathematical model that predicts which job candidates are most likely to be high-performers

Question 12

Job offer should include?

Answer 12

Job responsibilities, rate of pay, work schedule, starting date, date to accept job offer.
Negotiations may occur