Chapter 7 Flashcards
selection
second phase of talent acquisition process. process of choosing individuals with the correct qualifications needed to fill jobs.
placement
fitting a person to the right job
person/organization fit
the fitting in and congruence with the person and the company
person/group fit
congruence between individuals and group or work unit dynamics
person/job fit
matching the knowledge, skills, abilities, and motivations of individuals with the requirements of the job
attraction-selection-attrition (asa) theory
job candidates are attracted to and selected by firms where similar types of individuals are employed, and individuals who are very different quit their jobs to work elsewhere
selection criterion
characteristic that a person must possess to successfully perform job duties
predictors of selection criteria
measureable or visible indicators of selection criteria
reliability
the extent to which a test or measure repeatedly produces the same results over time
validity
the extent to which a test measures what it claims to measure
concurrent validity
measured when an employer tests current employees and correlates the scores with their performance ratings
predictive validity
measured when applicants test results are compared with subsequent job performance
predictive validity
measured when applicants test results are compared with subsequent job performance
job relatedness
a qualification or requirement in selection is significantly related to successful performance of job duties
business necessity
a practice that is necessary for safe and efficient operations
realistic job previews
process through which a job applicant receives an accurate picture of a job
cognitive ability tests
tests that measure an individuals thinking, memory, reasoning, verbal, and mathematical abilities
physical ability tests
tests that measure an individual’s physical abiliites such as strength, endurance, and muscular movement
psychomotor tests
tests at measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors
work sample tests
tests that require an applicant
situational judgement tests
tests that measure a persons judgement in work setting
emotional intelligence
ability to recognize and manage our own feelings and the feelings of others
structured interview
interview that uses a set of prepared job related questions that are asked of all applicants
behavioral interview
interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past
situational interview
structured interview that contains questions about how applicants might handle specific job situations
group interview
several job candidates are interviewed together by a hiring authority
nondirective interview
interview that uses questions developed from the answers to previous questions
panel interview
interview in which several interviewers meet with the candidate at the same time
team interview
interview in which applicants are interviewed by the team members with whom they will work
