Chapter 5 - Selection

Question 1

Definition:

Selection

Answer 1

the process of
choosing among individuals who have been recruited
to fill existing or projected job openings

Question 2

Definition:

Achievement Tests

Answer 2

Tests used to measure
knowledge or proficiency
acquired through education, training, or experience.

Question 3

Definition:

Aptitude Tests

Answer 3

Tests that measure an individual’s
aptitude or potential to perform a job
provided they are given proper training.

Question 4

Definition:
Behavioural Interview, or
Behaviour Description Interview (BDI)

Answer 4

A series of job-related questions
that focus on
relevant past job-related behaviours.

Question 5

Definition:

Construct Validity

Answer 5

The extent to which a selection tool
measures a theoretical construct or trait
deemed necessary to perform the job successfully.

Question 6

Definition:

Content Validity

Answer 6

The extent to which a selection tool (such as a test)
adequately samples
the knowledge and skills needed to perform the job.

Question 7

Definition:
Contrast, or
Candidate-Order Error

Answer 7

An error of judgement by the interviewer
because of their having interviewed on or more very good or very bad candidates
just before the interview in question.

Question 8

Definition:

Criterion-Related Validity

Answer 8

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

Question 9

Definition:

Differential Validity

Answer 9

Confirmation that the selection tool
accurately predicts
the performance of all possible employee subgroups,
including - white males, women, visible minorities, persons with disabilities, and Aboriginal people.

Question 10

Definition:
Emotional Intelligence (EI) Tests

Answer 10

Tests that measure a person's
ability to monitor
their own emotions and
the emotions of others
and to use that knowledge to guide thoughts and actions.

Question 11

Definition:

Halo Effect

Answer 11

In performance appraisal,
the problem that occurs when
a supervisor’s rating of an employee on one trait
biases the rating of that person on other traits.

Question 12

Definition:

Intelligence (IQ) Tests

Answer 12

Tests that measure general intellectual abilities, such as
verbal comprehension,
inductive reasoning,
memory,
numerical ability,
speed of perception,
spatial visualization, 
and word fluency.

Question 13

Definition:

Interest Inventories

Answer 13

Tests that compare
a candidate’s interests
with those of people in various occupations.

Question 14

Definition:

Management Assessment Centre

Answer 14

A comprehensive, systematic procedure
used to assess candidates’ management potential
that uses a combination of
realistic exercises, management games, objective testing, presentations, and interviews.

Question 15

Definition:

Micro-assessment

Answer 15

A series of
verbal, paper based, or computer based questions and exercises
that a candidate is required to complete,
covering the range of activities required on the job for which they are applying.

Question 16

Definition:

Mixed (semi-structured) Interview

Answer 16

Interview format that combines the structured and unstructured techniques.

Question 17

Definition:

Multiple-Hurdle Strategy

Answer 17

An approach to selection involving a series of successive steps or hurdles.
Only candidates clearing the hurdle are permitted to move on to the next step.

Question 18

Definition:

Must Criteria

Answer 18

Requirements that are
absolutely essential for the job,
include a measurable standard of acceptability,
or are absolute and can be screened initially on paper.

Question 19

Definition:

Panel Interview

Answer 19

Interview where a group of interviewers question the applicant.

Question 20

Definition:

Personality Test

Answer 20

Tests used to measure basic basic aspects of personality, such as 
introversion,
stability,
motivation,
neurotic tendency,
self-confidence,
self-sufficiency,
and sociability.

Question 21

Definition:

Realistic Job Preview (RJP)

Answer 21

Strategy used to provide applicants with realistic information - positive and negative - about the
job demands,
organization’s expectations,
and work environment.

Question 22

Definition:

Reliability

Answer 22

Degree to which interviews, tests and other selection procedures yield comparable data over time.
AKA
Degree of dependability, consistency, or stability of measures used.

Question 23

Definition:

Selection Interview

Answer 23

Procedure designed to predict future job performance on the basis of applicant’s oral responses to oral inquiries.

Question 24

Definition:

Selection Ratio

Answer 24

Ratio of the # of applicants hired to the total # of applicants. (# hired / total # applicants) x 100 = ?%

Question 25

Definition:

Situational Interview

Answer 25

Series of job-related questions that focus on how the candidate would behave in a given situation.

Question 26

Definition:

Situational Tests

Answer 26

Tests where candidates are presented with hypothetical situations (representative of the job for which they are applying) and are evaluated on their responses.

Question 27

Definition:

Statistical Strategy

Answer 27

A more objective technique used to determine whom the job should be offered to.
Involves identifying he most valid predictors and weighing them through statistical methods, such as multiple regression.

Question 28

Definition:

Structured Interview

Answer 28

Interview following a set sequence of questions.

Question 29

Definition:

Unstructured Interview

Answer 29

Unstructured, conversational style interview. The interviewer pursues points of interest as they come up in response to questions.

Question 30

Definition:

Validity

Answer 30

The accuracy with which a predictor measures what it is intended to measure.

Question 31

Definition:

Want Criteria

Answer 31

Criteria that represent qualifications
that cannot be screened on paper, or
are not readily measurable, also
that are highly desirable but not critical.

Question 32

Six Typical Hurdles in the Selection Process

Answer 32

1. Preliminary applicant screening
2. Selection testing
3. Selection interview
4. Background investigation / reference checking
5. Supervisory interview and realistic job preview
6. Hiring decision and candidate notification