chapter 6 Flashcards
Negligent Hiring
Hiring workers with questionable backgrounds without proper safeguards
Reliability
The consistency of scores obtained by the same person when retested with the identical tests
Validity
Accuracy of a test
“Does this test measure what it’s supposed to measure
Criterion validity
A type of validity based on showing that scores on the test are related to job performance
Demonstration that the content of a selection procedure is representation of important aspects of performance on the job
Content validity
Demonstrates a selection procedure measures a construct and that it’s important for job performance
Construct validity
Graph showing the relationship between test scores and job performance for a group of people
Expectancy chart
Types of cognitive abilities
Intelligence tests
Aptitude tests
Motor and physical abilities tespersonality tests
Personal development and selection device that compares current interests with those of others to determine preferred occupation
Interest inventory
Actual job tasks used in testing applicant performance
Work samples
Testing method based on measuring performance on job tasks
Work sampling technique
Simulation where mgmt candidates are asked to perform realistic tasks in hypothetical situations
Management assessment center
Test that requires examinees to respond to situations representative of job
Situational test
Situational test in which examinees respond to video simulations of realistic job situations
Video-based simulation
Training candidates to perform several of the jobs tasks and then evaluating the candidates performance prior to hire
Miniature job training and evaluation
