Chapter 7- Selection Flashcards
Selection
the process of choosing among individuals who have been recruited to fill existing or projected job openings
Reliability
the degree to which interviews, tests, and other selection procedures yield comparable data over time; the degree of dependability, consistency, or stability of the measures used
Validity
the accuracy with which a predictor measures what it is intended to measure
Differential Validity
confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, visible minorities, persons with disabilities, and Aboriginal people
Criterion-Related Validity
the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour
Content Validity
the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job
Construct Validity
the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job successfully
Cognitive Ability Tests
IQ, EI, Specific cognitive abilities
Physical Ability Tests
Use FAE (Functional Abilities Evaluation) tests. An FAE measures a whole series of physical abilities ranging from lifting to pulling, pushing, sitting, squatting, climbing and carrying.
Personality Tests
instruments used to measure basic aspects of personality such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability (Myers Briggs and Big 5)
Emotional Intelligence tests
tests that measure ability to monitor one’s own emotions and the emotions of others and to use that knowledge to guide thoughts and actions
Unstructured Interview
An unstructured, conversational-style interview. The interviewer pursues points of interest as they come up in response to questions
Structured Interview
An interview following a set sequence of questions
Situational Interview
A series of job-related questions that focus on how the candidate would behave in a given situation
Behavioural Interview
A series of job-related questions that focus on relevant past job-related behaviours
Panel Interview
An interview in which a group of interviewers questions the applicant
Multiple-hurdle Strategy
An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to moving to the next step.
Similar to me error
Providing more favourable ratings to candidates who possess demographic, personality, and attitudinal characteristics similar to their own
Contrast Error
aka candidate-order error; an error of judgement on the part of the interviewer because of interviewing one or more very good or very bad candidates just before the interview in question
Halo Error
positive initial impression that distorts an interviewer’s rating of a candidate since subsequent information is judged with a positive bias
Selection Ratio
the ratio of the number of applicants hired to the total number of applicants
Management Assessment Centre
a strategy used to assess candidates’ management potential that uses a combination of realistic exercises, management games, objective testing, presentations and interviews
Micro-Asasessments
a series of verbal, paper-based, or computer based questions and exercises that a candidate is required to complete, covering the range of activities required on the job for which her or she is applying
Realistic Job Preview (RJP)
a strategy used to provide applicants with realistic information – both positive and negative – about the job demands, the organization’s expectations, and the work environment
