Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

Recruitment and Selection > Final (Quiz 2) Chapters 3, 8, 9 > Flashcards

Final (Quiz 2) Chapters 3, 8, 9 Flashcards

1
Q

Abilities

A

Enduring¸ general traits or characteristics on which people differ and which they bring to a work situation

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Aptitude

A

A specific¸ narrow ability or skill that may be used to predict job performance

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

Assessment Centre

A

A standardized procedure that involves the use of multiple measurement techniques and multiple assessors to evaluate candidates for selection¸ classification¸ and promotion.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

cognitive abilities

A

Intelligence¸ general mental ability¸ or intellectual ability

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Emotional Intelligence

A

The stable trait or ability to accurately perceive and appraise emotion in oneself and others¸ and to appropriately regulate and express emotion.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Genetic Testing

A

The testing or monitoring of genetic material to determine a genetic propensity or susceptibility to illness resulting from various workplace chemicals or substances.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Honesty and integrity tests

A

Self-report inventories designed to assess employee honesty and reliability.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

In-basket exercise

A

A simulation exercise designed to assess organizational and problem-solving skills

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

Job knowledge

A

Knowledgeable of issues and/or procedures deemed essential for successful job performance.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

leaderless group discussion

A

A simulation exercise designed to assess leadership¸ organizational¸ and communication skills.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

personality

A

A set of characteristics or properties that influence¸ or help to explain¸ an individual’s behaviour.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

personality traits

A

Stable¸ measurable characteristics that help explain ways in which people vary.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

physical abilities

A

Traits or characteristics that involve the use or application of muscle force over varying periods¸ either alone or in conjunction with an ability to maintain balance or gross body coordination.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

Psychomotor abilities

A

traits or characteristics that involve the control of muscle movements.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

role play

A

A simulated social interaction between the applicant and an actor to assess various interpersonal skills

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

self-report inventory

A

Short statements reflecting various personality traits which individuals rate on the degree to which they are self-descriptive.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

sensory/perceptual abilities

A

Traits or characteristics that involve different aspects of vision and audition¸ as well as the other senses

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

situational judgement test

A

type of situational exercise designed to measure an applicant’s judgment in workplace or professional situations

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

skill

A

An individual’s degree of proficiency or competency on a given task¸ which develops through performing the task.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

tacit knowledge

A

Knowledge that is derived from experience when learning is not the primary objective.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

work samples

A

Testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

conditional reasoning tests

A

Tests designed to resemble an assessment of conditional reasoning ability¸ but indirectly or implicitly assess a stable trait like personality.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
23
Q

gamified assessment

A

The assessment of stable traits or abilities in the form of a decision-based on a performance-based game

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
24
Q

which selection test predicts how easily people can be trained to perform job tasks?

A

general cognitive ability

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
25
Q

The use of employment tests must comply with which of the following?

A

testing standards

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
26
Q

Bias

A

Systematic errors in measurement¸ or inferences made from those measurements¸ that are related to different identifiable group membership characteristics such as age¸ sex¸ or race.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
27
Q

Concurrent Validation

A

Strategies in which evidence is obtained about a correlation between predictor and criteria scores from information that is collected at approximately the same time from a specific group of workers.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
28
Q

construct validity

A

The degree to which a test or procedure assesses an underlying theoretical construct it is meant to measure; assessed through multiple sources of evidence showing that it measures what it purports to measure and not other constructs. For example¸ an IQ test must measure intelligence and not personality.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
29
Q

content validity

A

Whether the items on a test capture the content or subject matter they are intended to measure; assessed through the judgments of experts in the subject area.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
30
Q

criterion-related validity

A

The relationship between a predictor (test score) and an outcome measure; assessed by obtaining the correlation between the predictor and outcome scores.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
31
Q

error score

A

The hypothetical difference between an observed score and a true score

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
32
Q

Face validity

A

The degree to which the test takers (not subject matter experts) view the content of a test or test items as relevant to the context in which the test is being administered.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
33
Q

Fairness

A

The principle that every test taker should be assessed in an equitable manner.”

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
34
Q

KSAOs

A

The knowledge¸ skills¸ abilities¸ and other attributes necessary for a new incumbent to do well on the job; also referred to as job¸ employment¸ or worker specifications

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
35
Q

measurement error

A

The hypothetical difference between an observed score and a true score; comprises both random error and systematic error.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
36
Q

predictive validation

A

Strategies in which evidence is obtained about a correlation between predictor scores that are obtained before an applicant is hired and criterion scores that are obtained at a later time¸ usually after an applicant is employed

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
37
Q

reliability

A

The degree to which observed scores are free from random measurement errors. Reliability is an indication of the stability or dependability of a set of measurements over repeated applications of the measure on the same people.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
38
Q

true score

A

The average score that an individual would obtain on an infinite number of administrations of the same test or parallel versions of the same test.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
39
Q

validity

A

The degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the test’s proposed use.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
40
Q

validity generalization

A

The application of validity evidence¸ drawn from studies reporting associations between a similar predictor and similar criterion¸ to one or more situations (e.g. organizations) like those on which the meta-analysis is based.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
41
Q

What is the term for an idea or concept that is created or invoked to explain relationships between observations?

A

construct

42
Q

what 3 factors affect reliability

A

temporary individual factors
chance
lack of standardization

43
Q

What is the term for the reduction in the size of the validity coefficient due to the selection process?

A

range restriction

44
Q

4 methods to estimate reliability of a test

A

test-retest
internal consistency (chronbach’s alpha)
parallel test: giving 2 different tests that measure same thing
inter-rater reliability

45
Q

which conditions must be met in order for hiring decisions to be defensible?

A

legal requirements and professional standards of reliability and validity

46
Q

What does measurement error do?

A

It reduces the usefulness of any set of measures or the results from any test.

47
Q

What problem is identified with true scores?

A

One can never know true score variance, as true scores are abstract constructs.

48
Q

behavioural description interview

A

A structured interview in which applicants are asked to describe what they did in given situations in the past.

49
Q

Dilemma

A

A choice in an interview question between two alternatives that appear equally desirable or undesirable.

50
Q

Impression Management

A

Attempts by applicants to create a favourable impression by monitoring interviewer reactions and responding accordingly.

51
Q

Knowledge structures

A

Interviewers’ beliefs about the requirements of the job and the characteristics of applicants.

52
Q

Experience-based interview

A

An interview that assesses applicant qualifications such as work experience and education using job knowledge or work sample questions.

53
Q

Screening Interview

A

Preliminary interviews designed to fill gaps left on the candidate’s application form or résumé¸ sometimes serving recruitment as well as selection functions.

54
Q

Multiple mini interview

A

A speed interview where applicants participate in a circuit of 12 eight-minute interviews with 12 different interviewers at 12 different interview stations

55
Q

Scoring guide

A

A behavioural rating scale consisting of sample answers to each question that is used by the interviewer to evaluate and score the applicant’s answers.

56
Q

Puzzle Interview

A

These interviews are usually unstructured interviews that ask applicants to solve puzzles or unusual problems

57
Q

Unstructured interview

A

A traditional method of interviewing that involves no constraints on the questions asked¸ no requirements for standardization¸ and a subjective assessment of the candidate.

58
Q

Panel Interview

A

Interview conducted by two or more interviewers together at one time

59
Q

Serial interview

A

A series of interviews where the applicant is interviewed separately by each of two or more interviewers

60
Q

Situational interview

A

A structured interview in which important or decisive situations employees are likely to encounter on the job are described and applicants are asked what they would do in these situations.

61
Q

speed interviewing

A

A series of short (5–15 minutes)¸ consecutive interviews

62
Q

STAR technique

A

Additional or follow-up questions used by the interviewer to help applicants provide elaborate descriptions of the situation they faced¸ tasks they were in charge of¸ actions they took¸ and the outcomes.

63
Q

Technology-mediated interviews

A

Forms of interviews that do not rely on an in-person¸ face-to-face interaction¸ but are conducted over a long distance (e.g.¸ telephone interviews¸ videoconference interviews) or rely on video recording (e.g.¸ asynchronous video interviews)

64
Q

If an organization wanted to improve its interviewing reliability and validity score, what type of training should the organization provide to the interviewers conducting the interviews?

A

frame of reference training

65
Q

An interviewer who provides feedback to applicants on how to improve on their next interview is using which concept

A

attributional retraining

66
Q

What is one of the main goals when designing behavioural interview (BI) questions?

A

Ensure the BI questions are broad in nature and apply to a wide variety of past experiences.

67
Q

Banding

A

Grouping applicants based on ranges of scores.

68
Q

Consideration

A

Payment for performance of contractual terms. In employment contracts a promise of compensation by the employer in return for the prospective employee’s services. (Chapter 10)

69
Q

Cutoff Score

A

A threshold; those scoring at or above the cutoff score pass¸ those scoring below fail.

70
Q

False Negative

A

Occurs when an applicant who is rejected would have been a good choice.

71
Q

False Positive Error

A

Occurs when an applicant who is assessed favourably turns out to be a poor choice.

72
Q

Implicit Theories

A

Personal beliefs that are held about how people or things function¸ without objective evidence and often without conscious awareness.

73
Q

Incremental Validity

A

The value in terms of increased validity of adding a particular predictor to an existing selection system

74
Q

Judgemental Composite

A

An approach in which judgmental and statistical data are combined in a judgmental manner.

75
Q

Multiple cutoff combination model

A

A combination of multiple cutoff and regression approaches.

76
Q

multiple hurdle combination model

A

A combination of multiple hurdle and regression approaches. (Chapter 10)

77
Q

organizational fit

A

Applicants’ overall suitability for the organization and its culture. (

78
Q

Profile interpretation

A

An approach in which statistical data are combined in a judgmental manner. (Chapter 10)

79
Q

pure judgement approach

A

An approach in which judgmental data are combined in a judgmental manner. (Chapter 10)

80
Q

pure statistical approach

A

An approach in which data are combined statistically

81
Q

satisficing

A

Making an acceptable or adequate choice rather than the best or optimal choice.

82
Q

Statistical composite

A

An approach in which judgmental and statistical data are combined statistically.

83
Q

top down selection

A

Ranking applicants on the basis of their total scores and selecting from the top down until the desired number of candidates has been selected.

84
Q

trait rating approach

A

An approach in which judgmental data are combined statistically. (Chapter 10)

85
Q

selection ratio

A

The proportion of applicants for one or more positions who are hired

86
Q

multiple regression

A

an applicant’s scores on each predictor are weighted and summed to yield a total score

87
Q

Which grouping process is used in the banding model for making a hiring selection decision?

A

standard error management

88
Q

What is a benefit of using the multiple hurdle combination selection model for decision making?

A

It combines some advantages and disadvantages of both multiple hurdle and multiple regression models.

89
Q

profile matching

A

the average scores of current employees on each predictor are used to form an ideal make-up of scores required for successful job performance?

90
Q

rational weighting

A

uses weighted scores on different predictors according to their importance or validity

91
Q

What is included in a restrictive covenant?

A

non-solicitation clause
confidentiality clause
non-competition clause

92
Q

Name 3 decision making models

A

unit/rational weighting: adding up the scores applicants received on all the selection tools, rational places more weight to more important criterion, unit places all the same

multiple cutoff: have to meet a cutoff for each test, if they don’t they are rejected but all candidates go through all tests then accepted or rejected at the end

multiple hurdle: have to meets a cutoff and either eliminated or continue after each test is over instead of doing all the tests

93
Q

identify common strategies that are used to provide evidences on the reliability and validity of measures used in personnel selection

A

reliability:
test-retest
inter-rater reliability
internal consistency
parallel test

validity:
content validity
construct validity
criterion related validity

94
Q

describe the practical steps needed to develop a legally defensible selection system

A

need to make sure tests meet the professional and legal standards for reliability and validity. also need to make sure to not discriminate on any human right protected grounds, unless you can establish it as a BFOR. Should also use a structured interview as well with scoring matrix, where you only score and not write personal notes about the applicant. Keep everything assessed.

95
Q

Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.

A

an invalid selection test can still be reliable. for example if you measure the height of applicants to assess cognitive ability with a tape measure its a reliable test because it will give you the same height each time but its not valid for measuring cognitive ability but an unreliable test won’t be valid because if you can’t reproduce the same result then the test isn’t measuring what it says its measuring

96
Q

Identify 2 commonly used assessment in Hr selection and for one of the assessments be able to explain:
What is it & what does it measure
Various types of tests included in the broader category
Examples of the types of questions used
Advantages and disadvantages
Effectiveness as a predictor of performance
Issues/limitations of the test: do the limitations outweigh the advantages of the test?
Validity and reliability of the tests
Has the test ever been the focus of legal proceedings?
Are the test defensible with respect to human rights?
When would you recommend for use

A

2 commonly used HR assessments are personality tests (specifically the big 5/hexeco) and work samples/simulations

What is it & what does it measure
-work sample is where applicants are asked to replicate a behaviour that is necessary to perform the job in an environment that is similar to those of the actual job

Various types of tests included in the broader category
you can have verbal work sample or a motor work sample and in simiulations can have high vs low fidelity simulations

Examples of the types of questions used
for a verbal work sample a sales associate could be given a customer complaint and then de escalate the customer, a motor work sample could be a receptionist has to type out a large paragraph in a certain amount of time with no errors

Advantages and disadvantages
- assess a person’s performance without putting them on the actual job itself
-can get good insight to how a person would do on the job
-disadvantage could be that its an inflated version of what they would actually do on the job because they know they’re being watched they’ll give optimal performance but might not actually in the job
-also expensive and time consuming

Effectiveness as a predictor of performance
Issues/limitations of the test: do the limitations outweigh the advantages of the test?
effective for predictor of performance, limitation could be mentioned but do not outweigh advantages

Validity and reliability of the tests
-high validity and reliability bc exerpts from job
-standardized as well
Has the test ever been the focus of legal proceedings?
- no

Are the test defensible with respect to human rights?
-yes bc standardized

When would you recommend for use
- when job involves high level or risk with specific skill set before entry to job

97
Q

discuss how people undergoing these assessments view them and how these views impact their perceptions of the organization’s attractiveness; and

A

have to be careful because the selection tests you choose to use might make people self-select out of process. people like work samples and interviews, then reference checks/resumes/personality tests/cog tests, then honesty integrity tests and prefer to have explanation for why they are doing the tests

if these tests are negatively associated with the org and the candidate feels their privacy is being violated they will have a more negative perception of the organization

98
Q

purpose of employment interview via screening/selection interview

A

screening: identify/clarify gaps on resume or app form

selection: to gather information about candidate that does not appear on their resume

99
Q

what are the phases of an interview

A

Essentially a before, during, after

100
Q

advantages/disadvantages of situational interview

A

gives an insight how a person might handle dilemmas related to the job

how a person says they’ll respond and how they actually respond might not be the same

101
Q

advantages/disadvantages of the behavioural interview

A

can apply to wide variety of experiences

disadvantages: people can lie and tell you untrue experiences to make them look better

Recruitment and Selection (2 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions