Chapter 6

Question 1

ability tests

Answer 1

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

Question 2

behavioural description interviews

Answer 2

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

Question 3

biographical information blank (BIB)

Answer 3

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

Question 4

compensatory approach

Answer 4

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

Question 5

computer-interactive performance test

Answer 5

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

Question 6

differential validity

Answer 6

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

Question 7

drug tests

Answer 7

tests that include whether a job applicant uses drugs

Question 8

employment interview

Answer 8

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

Question 9

employment references

Answer 9

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

Question 10

employment tests

Answer 10

devices that assess the probable match between applicants and job requirements

Question 11

integrity tests

Answer 11

employment tests that measure an applicant’s honesty and trustworthiness

Question 12

interviewee errors

Answer 12

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

Question 13

knowledge tests

Answer 13

tests that measure a person’s information or knowledge

Question 14

medical evaluation

Answer 14

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

Question 15

multiple cut-off approach

Answer 15

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

Question 16

panel interview

Answer 16

interview using several interviewers with one applicant

Question 17

performance tests

Answer 17

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

Question 18

personality tests

Answer 18

questionnaires designed to reveal aspects of an individuals character or temperament

Question 19

realistic job preview (RJP)

Answer 19

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

Question 20

reference letters

Answer 20

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

Question 21

reliability

Answer 21

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

Question 22

selection process

Answer 22

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

Question 23

selection ratio

Answer 23

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

Question 24

situational interviews

Answer 24

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

Question 25

situational judgement test

Answer 25

a test that places an applicant in hypothetical scenarios and asks them to indicate how they would respond form a list of alternatives

Question 26

stages of an interview

Answer 26

key phases in an employment interview: interview preparation, creation of rapport, information exchange, termination, and evaluation

Question 27

structured interviews

Answer 27

interviews wherein a predetermined checklist of questions usually asked of all applicants in used.

Question 28

subjective approach

Answer 28

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

Question 29

unstructured interviews

Answer 29

interviews using few if any planned questions to enable the interviewer to pursue, indepth, the applicants responses

Question 30

validity

Answer 30

a key attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria

Question 31

validity generalization

Answer 31

using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired

Question 32

weighted application blank (WAB)

Answer 32

a job application form in which various items are given differential weights to reflect their relationship to criterion measures.