Exam2

Question 1

Combines information according to a mathematical formula

Answer 1

Statistical (actuarial) decision making

Question 2

Applicants who scored poorly on the predictor test but would have performed well on the job

Answer 2

False rejects

Question 3

Applicants who scored poorly on both predictor and would have performed poorly on the job

Answer 3

Correct rejects

Question 4

Performed well on the predictor test and performed well on the job

Answer 4

Correct hires

Question 5

Does well on predictor test but poorly on the job

Answer 5

False hires

Question 6

The cause of adverse impact. A term used to describe a testing or selection method

Answer 6

Measurement bias

Question 7

Characterizes a test when that test predicts that one group will outperform

Answer 7

Predictive bias

Question 8

A form of predictive bias in which a test is valid for one group but not another

Answer 8

Single group validity

Question 9

A form of predictive bias in which a test is valid for two groups but more valid for one group than the other

Answer 9

Differential validity

Question 10

Obtained through a criterion validation study

Answer 10

(Criterion related) Validity coefficient

Question 11

The number of hires divided by the number of applicants

Answer 11

Selection ratio

Question 12

Percentage of successful employees

Answer 12

Base rate

Question 13

Used to estimate the probability that a particular applicant will be successful as opposed to the effectiveness of a test.

Answer 13

Lawshe tables

Question 14

Gives an estimate of utility by estimating the amount of money an organization would save if it used a given test to select employees

Answer 14

Brogden-Cronbach-Gleser Utility Formula

Question 15

used to cut applicants out of the applicant pool

Answer 15

Cut scores

Question 16

Range of scores

Answer 16

Band

Question 17

Tests with a minimum cut score

Answer 17

Hurdles

Question 18

All applicants are asked the same questions. There is a standard scoring key to evaluate each answer. Much more reliable than unstructured

Answer 18

Structured interview

Question 19

Interviewer is free to ask anything s/he wants

Answer 19

Unstructured interview

Question 20

Undoubtedly the most common method for employee selection

Answer 20

Interviews

Question 21

Refers to the influence of first impressions on an enduring perception of a person

Answer 21

Primacy

Question 22

A high score on one attribute can compensate for a low score on a different attribute

Answer 22

Compensatory system

Question 23

Based on intuition. Thus, this approach relies on a subjective judgement to combine information and make a decision about the relative value of different candidates.

Answer 23

Clinical decision making