Chapter 6

Question 1

Selection

Answer 1

The process of choosing individuals who have relevant qualifications to fill existing or projected job openings

Question 2

Reliability

Answer 2

The degree to which interviews, tests, and other selection procedures yield comparable data overtime and alternative measures.

Question 3

Validity

Answer 3

The degree to which a test or selection procedure measures a persons attributes.

Question 4

Video Resume

Answer 4

Short video clips that highlight applicants qualifications beyond what they can communicate on their resumes

Question 5

Non-directive interview

Answer 5

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.

Question 6

Structured Interview

Answer 6

An interview in which a set of standard questions having an established set of answers is used.

Question 7

Situational Interview

Answer 7

An interview in which the applicant is given a HYPOTHETICAL incident and asked how her or she would respond.

Question 8

Behavioral Description Interview

Answer 8

An interview in which an applicant is asked questions about what he or she has actually did in a given situation.

Question 9

Panel Interview

Answer 9

an interview in which a board of interviewers questions and observes a single candidate.

Question 10

Sequential Interview

Answer 10

A format in which a candidate is interviewed by multiple people, one right after another.

Question 11

Virtual Interview

Answer 11

Interviews conducted via videoconferencing or over the web

Question 12

Negligent Hiring

Answer 12

The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others

Question 13

Preemployment test

Answer 13

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.

Question 14

Assessment center

Answer 14

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.

Question 15

Criterion-related Validity

Answer 15

the extent to which a selection tool predicts, or significantly correlates with important elements of work behavior.

Question 16

Concurrent Validity

Answer 16

Extent to which the test scores of current employees correlate with job performance.

Question 17

Predictive Validity

Answer 17

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

Question 18

Cross Validation

Answer 18

Verifying the results obtained from a validation study by administering a test or test battery to a different sample

Question 19

Content Validity

Answer 19

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to preform a specific job.

Question 20

Construct Validity

Answer 20

The extent to which a selection too measures a theoretical construct or trait.

Question 21

Compensatory Model

Answer 21

A selection decision model in which a high score in one area can make up for a low score in another area.

Question 22

Multiple cutoff Model

Answer 22

A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions.

Question 23

Multiple Hurdle Model

Answer 23

A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages

Question 24

Selection ratio

Answer 24

The number of applicants compared with the number of people to be hired.