Chapter 6 Flashcards

1
Q

ability tests

A

tests that assess an applicant’s capacity or aptitude to function in a certain way

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2
Q

behavioural description interviews

A

interviews that attempt to find out how job applicants responded to specific work situations in the past.

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3
Q

biographical information blank (BIB)

A

a type of application blank that uses a multiple choice format to measure job candidate’s education, experiences, opinions, and attitudes, and interests

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4
Q

compensatory approach

A

an approach where a higher score on a predictor may compensate a low score on another

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5
Q

computer-interactive performance test

A

performance tests using computer simulations that can measure skills, comprehensions, spatial visualization, judgement, etc.

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6
Q

differential validity

A

test validation process aimed at discovering the validity for various subgroups e.g. females and members of visible minorities.

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7
Q

drug tests

A

tests that include whether a job applicant uses drugs

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8
Q

employment interview

A

a formal, in-depth, face-to-face, or more recently, a phone or video conference between an employer and a job applicant to assess the appropriateness of the applicant for the job under consideration

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9
Q

employment references

A

evaluations of an employee’s past work performance and job-relevant behaviours provided by past employers

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10
Q

employment tests

A

devices that assess the probable match between applicants and job requirements

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11
Q

integrity tests

A

employment tests that measure an applicant’s honesty and trustworthiness

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12
Q

interviewee errors

A

interview mistakes such as boasting, not listening, or lack of preparation that reduce the validity and usefulness of an interview.

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13
Q

knowledge tests

A

tests that measure a person’s information or knowledge

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14
Q

medical evaluation

A

assessment of physical and or mental health of an applicant through self reports and or medical examination by a preferred physician

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15
Q

multiple cut-off approach

A

an approach where scores are set for each predictor and each applicant is evaluated on a pass-fail basis

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16
Q

panel interview

A

interview using several interviewers with one applicant

17
Q

performance tests

A

tests that measure the ability of job applicants to perform the job for which they are to be hired

18
Q

personality tests

A

questionnaires designed to reveal aspects of an individuals character or temperament

19
Q

realistic job preview (RJP)

A

involves showing the candidate the type or work, equipment, and working conditions involved in the job before the hiring decision is final

20
Q

reference letters

A

written evaluations of a person’s job-relevant skills, past experiences, and work-relevant attitudes

21
Q

reliability

A

a selection device;s ability to yield consistent results over repeated measures. Also consistency of a device or measure

22
Q

selection process

A

a series of specific steps used by an employer to decide which recruits should be hired

23
Q

selection ratio

A

the ratio of the number of applicants hired to the total number of applicants

24
Q

situational interviews

A

interviews that attempt to assess a job applicant’s likely future response to specific situations, which may or may not have been faced by the applicant in the past

25
situational judgement test
a test that places an applicant in hypothetical scenarios and asks them to indicate how they would respond form a list of alternatives
26
stages of an interview
key phases in an employment interview: interview preparation, creation of rapport, information exchange, termination, and evaluation
27
structured interviews
interviews wherein a predetermined checklist of questions usually asked of all applicants in used.
28
subjective approach
an approach where the decision maker looks at the scores received by the various applicants on predictors, subjectively evaluates all of the information, and comes to an overall judgement
29
unstructured interviews
interviews using few if any planned questions to enable the interviewer to pursue, indepth, the applicants responses
30
validity
a key attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria
31
validity generalization
using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired
32
weighted application blank (WAB)
a job application form in which various items are given differential weights to reflect their relationship to criterion measures.