Chapter 6

Question 1

Selection

Answer 1

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

Question 2

Reliability

Answer 2

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

Question 3

Validity

Answer 3

The degree to which a test or selection procedure measures a person’s attributes

Question 4

Video Resumes

Answer 4

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

Question 5

Nondirective 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 applicant’s remarks.

Question 6

Structured Interview

Answer 6

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

Question 7

Situational Interview

Answer 7

An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.

Question 8

Behavioral Description Interview (BDI)

Answer 8

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

Question 9

Sequential Interview

Answer 9

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

Question 10

Panel Interview

Answer 10

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

Question 11

Video Interview

Answer 11

Interviews conducted via videoconferencing or over the web.

Question 12

Computer-Administered (Automated) Interview

Answer 12

Interviews in which the questions are administered to applicants via computers. The interviews can be conducted at the firm’s facilities, using kiosks, online or via phone.

Question 13

Negligent Hiring

Answer 13

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

Question 14

Preemployment Test

Answer 14

An objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals. 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

Assessment Center Test

Answer 15

A process by which managerial candidates are evaluated at an assessment center as they participate in a series of situations that resemble what they might need to handle on the job.

Question 16

Criterion-Related Validity

Answer 16

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

Question 17

Concurrent Validity

Answer 17

The extend to which applicants’ test scores match 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 (drawn from the same population).

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 perform a particular job.

Question 20

Constructed Validity

Answer 20

The extent to which a selection tool 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.