Chapter 6 Flashcards
Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data overtime and alternative measures.
Validity
The degree to which a test or selection procedure measures a persons attributes.
Video Resume
Short video clips that highlight applicants qualifications beyond what they can communicate on their resumes
Non-directive interview
an interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicants remarks.
Structured Interview
An interview in which a set of standard questions having an established set of answers is used.
Situational Interview
An interview in which the applicant is given a HYPOTHETICAL incident and asked how her or she would respond.
Behavioral Description Interview
An interview in which an applicant is asked questions about what he or she has actually did in a given situation.
Panel Interview
an interview in which a board of interviewers questions and observes a single candidate.
Sequential Interview
A format in which a candidate is interviewed by multiple people, one right after another.
Virtual Interview
Interviews conducted via videoconferencing or over the web
Negligent Hiring
The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others
Preemployment test
An objective and standardized measure of a sample of behavior that is used to gauge a persons knowledge, skills, abilities, and other characteristics relative to other individuals.
Assessment center
A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job.
Criterion-related Validity
the extent to which a selection tool predicts, or significantly correlates with important elements of work behavior.
Concurrent Validity
Extent to which the test scores of current employees correlate with job performance.
Predictive Validity
The extent to which applicants test scores match the criterion data obtained from those applicants/employees after they have been on the job for some indefinite period
Cross Validation
Verifying the results obtained from a validation study by administering a test or test battery to a different sample
Content Validity
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to preform a specific job.
Construct Validity
The extent to which a selection too measures a theoretical construct or trait.
Compensatory Model
A selection decision model in which a high score in one area can make up for a low score in another area.
Multiple cutoff Model
A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions.
Multiple Hurdle Model
A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages
Selection ratio
The number of applicants compared with the number of people to be hired.
