Chapter 6 Flashcards
Process of choosing from a group of applicants the individual best suited for a
particular position and the organization
Selection
Number of qualified applicants recruited for a particular job.
Applicant pool
Management’s perception of the degree to which the prospective
the employee will fit in with the firm’s culture or value system.
Organizational fit
In employee selection, a review to eliminate those who
obviously do not meet the position’s requirements.
Preliminary screening
Goal-directed summary of a person’s experience, education, and training
developed for use in the selection process.
Résumé
Words or phrases that are used to search databases for résumés that match
Keywords
Résumé that contains an adequate description of the job seeker’s
characteristics and industry-specific experience presented in keyword terms in order to
accommodate the computer search process.
Keyword résumé
Uniformity of the procedures and conditions related to administering
tests
Standardization
Condition that is achieved when everyone scoring a given test obtains the
same results.
Objectivity
Frame of reference for comparing an applicant’s performance with that of others
Norm
Extent to which a selection test provides consistent results.
Reliability
Extent to which a test measures what it claims to measure.
Validity
Test validation method that compares the scores on selection
tests to some aspect of job performance determined, for example, by performance
appraisal.
Criterion-related validity
Test validation method whereby a person performs certain tasks that
are required by the job or completes a paper-and-pencil test that measures relevant job
knowledge.
Content validity
Test validation method that determines whether a test measures
certain constructs, or traits, that job analysis finds to be important in performing a job
Construct validity
A test of how well a person can learn or acquire skills or abilities.
Aptitude test
A test of current knowledge and skills.
Achievement tests
Tests that determine general reasoning ability, memory,
vocabulary, verbal fluency, and numerical ability.
Cognitive ability test
Individual differences in characteristic patterns of thinking, feeling, and
behaving
Personality
Self-reported measures of traits, temperaments, or dispositions.
Personality tests
Tests designed to measure a candidate’s knowledge of the duties
of the job for which they are applying
Job-knowledge tests
Tests that require an applicant to perform a task or set of tasks
representative of the job.
Work-sample tests
Selection technique that requires individuals to perform activities
similar to those they might encounter in an actual job
Assessment center
Tests given to identify predisposition to inherited diseases, including
cancer, heart disease, neurological disorders, and congenital diseases.
Genetic tests
Use of handwriting analysis as a selection factor.
Graphoanalysis
Goal-oriented conversation in which the interviewer and
applicant exchange information
Employment interview
Interview in which the job applicant is asked probing, open-
ended questions.
Unstructured interview
Interview in which the interviewer asks each applicant for a
particular job the same series of job-related questions.
Structured interview
Structured interview in which applicants are asked to relate actual
incidents from their past relevant to the target job
Behavioral interview
Gives interviewers better insight into how candidates would
perform in the work environment by creating hypothetical situations candidates would be
likely to encounter on the job and asking them how they would handle them.
Situational interview
Meeting in which several job applicants interact in the presence of one
or more company representatives
Group interview
An interview approach in which several of the firm’s representatives
interview a candidate at the same time.
Board interview
Form of interview in which the interviewer intentionally creates
anxiety.
Stress interview
Method of conveying both positive and negative job
information to an applicant in an unbiased manner.
Realistic job preview (RJP)
Validations from individuals who know the applicant that provide
additional insight into the information furnished by the applicant and verification of its
accuracy.
Reference checks
Liability a company incurs when it fails to conduct a reasonable
investigation of an applicant’s background, and then assigns a potentially dangerous
person to a position in which he or she can inflict harm.
Negligent hiring
Determined when the firm obtains test scores and the
criterion data at essentially the same time.
Concurrent validity
Involves administering a test and later obtaining the criterion
information.
Predictive validity
Measure strength, coordination, and
dexterity
Psychomotor Abilities Tests
Job testing must accurately predict job
success and reduce adverse impact.
Title VII and Cognitive Ability Tests
Strength test must be job-related and
consistent with business necessity if it disproportionately excludes women.
Title VII and Physical Strength Tests
Employers must provide reasonable
accommodation on pre-employment test for hourly, unskilled manufacturing jobs.
ADA and Test Accommodation
Applicant meets one-on-one with an
interviewer.
One-On-One Interview
Occurs when the interviewer assumes that the applicant
has certain traits because they are members of a certain class
Stereotyping bias
Occurs when the interviewer generalizes one positive
first impression feature of the candidate.
Halo error bias
Occurs where the interviewer’s first impression of the
candidate creates a negative first impression that exists throughout the
interview.
Horn error bias
Occurs when, for example, an interviewer meets with
several poorly qualified applicants and then confronts a mediocre
candidate.
Contrast bias
Suggests that interviewers often make judgment
about candidates in the first few minutes of the interview.
Premature judgment bias
Closely related to premature judgment but not the
same. Interviewer’s belief in their interview ability is exaggerated.
Premature judgment bias
