Chapter 6 Flashcards
ability tests
tests that assess an applicant’s capacity or aptitude to function in a certain way
behavioural description interviews
interviews that attempt to find out how job applicants responded to specific work situations in the past.
biographical information blank (BIB)
a type of application blank that uses a multiple choice format to measure job candidate’s education, experiences, opinions, and attitudes, and interests
compensatory approach
an approach where a higher score on a predictor may compensate a low score on another
computer-interactive performance test
performance tests using computer simulations that can measure skills, comprehensions, spatial visualization, judgement, etc.
differential validity
test validation process aimed at discovering the validity for various subgroups e.g. females and members of visible minorities.
drug tests
tests that include whether a job applicant uses drugs
employment interview
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
employment references
evaluations of an employee’s past work performance and job-relevant behaviours provided by past employers
employment tests
devices that assess the probable match between applicants and job requirements
integrity tests
employment tests that measure an applicant’s honesty and trustworthiness
interviewee errors
interview mistakes such as boasting, not listening, or lack of preparation that reduce the validity and usefulness of an interview.
knowledge tests
tests that measure a person’s information or knowledge
medical evaluation
assessment of physical and or mental health of an applicant through self reports and or medical examination by a preferred physician
multiple cut-off approach
an approach where scores are set for each predictor and each applicant is evaluated on a pass-fail basis
panel interview
interview using several interviewers with one applicant
performance tests
tests that measure the ability of job applicants to perform the job for which they are to be hired
personality tests
questionnaires designed to reveal aspects of an individuals character or temperament
realistic job preview (RJP)
involves showing the candidate the type or work, equipment, and working conditions involved in the job before the hiring decision is final
reference letters
written evaluations of a person’s job-relevant skills, past experiences, and work-relevant attitudes
reliability
a selection device;s ability to yield consistent results over repeated measures. Also consistency of a device or measure
selection process
a series of specific steps used by an employer to decide which recruits should be hired
selection ratio
the ratio of the number of applicants hired to the total number of applicants
situational interviews
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
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
stages of an interview
key phases in an employment interview: interview preparation, creation of rapport, information exchange, termination, and evaluation
structured interviews
interviews wherein a predetermined checklist of questions usually asked of all applicants in used.
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
unstructured interviews
interviews using few if any planned questions to enable the interviewer to pursue, indepth, the applicants responses
validity
a key attribute of a selection device that indicates its accuracy and relationship to job-relevant criteria
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
weighted application blank (WAB)
a job application form in which various items are given differential weights to reflect their relationship to criterion measures.
