CHAPTER 6 Selecting Employees and Placing Them in Jobs

Question 1

achievement tests,

Answer 1

Tests that measure a person’s existing

knowledge and skills.

Question 2

aptitude tests,

Answer 2

Tests that assess how well a person can

learn or acquire skills and abilities.

Question 3

assessment center,

Answer 3

A wide variety of specific selection
programs that use multiple selection methods to rate applicants
or job incumbents on their management potential

Question 4

behavior description interview

(BDI),

Answer 4

A structured
interview in which the interviewer asks the candidate to
describe how he or she handled a type of situation in the
past.

Question 5

cognitive ability tests,

Answer 5

Tests designed to measure
such mental abilities as verbal skills, quantitative skills,
and reasoning ability.

Question 6

compensatory model,

Answer 6

Process of arriving at a selection
decision in which a very high score on one type of assessment
can make up for a low score on another.

Question 7

concurrent validation,

Answer 7

Research that consists of
administering a test to people who currently hold a job,
then comparing their scores to existing measures of job
performance.

Question 8

construct validity,

Answer 8

Consistency between a high score
on a test and high level of a construct such as intelligence
or leadership ability, as well as between mastery of this
construct and successful performance of the job.

Question 9

content validity,

Answer 9

Consistency between the test items
or problems and the kinds of situations or problems that
occur on the job.

Question 10

criterion-related validity,

Answer 10

A measure of validity
based on showing a substantial correlation between test
scores and job performance scores.

Question 11

generalizable

Answer 11

Valid in other contexts beyond the context

in which the selection method was developed.

Question 12

Immigration Reform and Control

Act of 1986,

Answer 12

Federal
law requiring employers to verify and maintain records on
applicants’ legal rights to work in the United States.

Question 13

multiple-hurdle model,

Answer 13

Process of arriving at a selection
decision by eliminating some candidates at each
stage of the selection process.

Question 14

non-directive interview,

Answer 14

A selection interview in
which the interviewer has great discretion in choosing
questions to ask each candidate.

Question 15

panel interview,

Answer 15

Selection interview in which several
members of the organization meet to interview each
candidate.

Question 16

personnel selection,

Answer 16

The process through which organizations
make decisions about who will or will not be
allowed to join the organization.

Question 17

predictive validation,

Answer 17

Research that uses the test scores of
all applicants and looks for a relationship between the scores
and future performance of the applicants who were hired.

Question 18

reliability

Answer 18

The difficulty level of written materials.

Question 19

situational interview,

Answer 19

A structured interview in
which the interviewer describes a situation likely to arise
on the job, then asks the candidate what he or she would
do in that situation.

Question 20

structured interview,

Answer 20

A selection interview that
consists of a predetermined set of questions for the interviewer
to ask.

Question 21

utility,

Answer 21

The extent to which something provides economic

value greater than its cost.

Question 22

validity

Answer 22

The extent to which performance on a measure
(such as a test score) is related to what the measure
is designed to assess (such as job performance).