Chapter 6 Flashcards
The process through which organizations make decisions about who will or will not be invited to join the organization.
personal selection
Automated approach to selection process that reviews electronically submitted résumés, matches them against company selection cri- teria, and allows hiring managers to track job candidate information and hiring outcomes.
applicant tracking system
A measure of validity based on showing a substantial correlation between test scores and job performance scores.
Criterion-Related Validity
Research that uses the test scores of all appli- cants and looks for a relationship between the scores and the future performance of the applicants who were hired.
predictive validation
Research that consists of administering a test to people who currently hold a job, then com- paring their scores to existing measures of job performance.
concurrent validation
Consistency between the test items or problems and the kinds of situa- tions or problems that occur on the job.
concurrent validity
The extent to which something provides eco- nomic value greater than its cost.
utility
Valid in other contexts beyond the context
in which the selection method was developed.
Generalizable
Tests that assess how well a person can learn or acquire skills and abilities.
Aptitude Tests
Tests that measure a per- son’s existing knowledge and skills.
achievement tests
Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability.
Cognitive Ability Tests
A wide variety of specific selection programs that use multiple selection methods to rate appli- cants or job incumbents on their management potential.
Assessment Center
A structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situa- tion in the past.
Behavior Description Isnterview (BDI)
