Exam2 Flashcards
Combines information according to a mathematical formula
Statistical (actuarial) decision making
Applicants who scored poorly on the predictor test but would have performed well on the job
False rejects
Applicants who scored poorly on both predictor and would have performed poorly on the job
Correct rejects
Performed well on the predictor test and performed well on the job
Correct hires
Does well on predictor test but poorly on the job
False hires
The cause of adverse impact. A term used to describe a testing or selection method
Measurement bias
Characterizes a test when that test predicts that one group will outperform
Predictive bias
A form of predictive bias in which a test is valid for one group but not another
Single group validity
A form of predictive bias in which a test is valid for two groups but more valid for one group than the other
Differential validity
Obtained through a criterion validation study
(Criterion related) Validity coefficient
The number of hires divided by the number of applicants
Selection ratio
Percentage of successful employees
Base rate
Used to estimate the probability that a particular applicant will be successful as opposed to the effectiveness of a test.
Lawshe tables
Gives an estimate of utility by estimating the amount of money an organization would save if it used a given test to select employees
Brogden-Cronbach-Gleser Utility Formula
used to cut applicants out of the applicant pool
Cut scores
Range of scores
Band
Tests with a minimum cut score
Hurdles
All applicants are asked the same questions. There is a standard scoring key to evaluate each answer. Much more reliable than unstructured
Structured interview
Interviewer is free to ask anything s/he wants
Unstructured interview
Undoubtedly the most common method for employee selection
Interviews
Refers to the influence of first impressions on an enduring perception of a person
Primacy
A high score on one attribute can compensate for a low score on a different attribute
Compensatory system
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.
Clinical decision making
