Final (Quiz 2) Chapters 3, 8, 9 Flashcards
Abilities
Enduring¸ general traits or characteristics on which people differ and which they bring to a work situation
Aptitude
A specific¸ narrow ability or skill that may be used to predict job performance
Assessment Centre
A standardized procedure that involves the use of multiple measurement techniques and multiple assessors to evaluate candidates for selection¸ classification¸ and promotion.
cognitive abilities
Intelligence¸ general mental ability¸ or intellectual ability
Emotional Intelligence
The stable trait or ability to accurately perceive and appraise emotion in oneself and others¸ and to appropriately regulate and express emotion.
Genetic Testing
The testing or monitoring of genetic material to determine a genetic propensity or susceptibility to illness resulting from various workplace chemicals or substances.
Honesty and integrity tests
Self-report inventories designed to assess employee honesty and reliability.
In-basket exercise
A simulation exercise designed to assess organizational and problem-solving skills
Job knowledge
Knowledgeable of issues and/or procedures deemed essential for successful job performance.
leaderless group discussion
A simulation exercise designed to assess leadership¸ organizational¸ and communication skills.
personality
A set of characteristics or properties that influence¸ or help to explain¸ an individual’s behaviour.
personality traits
Stable¸ measurable characteristics that help explain ways in which people vary.
physical abilities
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.
Psychomotor abilities
traits or characteristics that involve the control of muscle movements.
role play
A simulated social interaction between the applicant and an actor to assess various interpersonal skills
self-report inventory
Short statements reflecting various personality traits which individuals rate on the degree to which they are self-descriptive.
sensory/perceptual abilities
Traits or characteristics that involve different aspects of vision and audition¸ as well as the other senses
situational judgement test
type of situational exercise designed to measure an applicant’s judgment in workplace or professional situations
skill
An individual’s degree of proficiency or competency on a given task¸ which develops through performing the task.
tacit knowledge
Knowledge that is derived from experience when learning is not the primary objective.
work samples
Testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.
conditional reasoning tests
Tests designed to resemble an assessment of conditional reasoning ability¸ but indirectly or implicitly assess a stable trait like personality.
gamified assessment
The assessment of stable traits or abilities in the form of a decision-based on a performance-based game
which selection test predicts how easily people can be trained to perform job tasks?
general cognitive ability
The use of employment tests must comply with which of the following?
testing standards
Bias
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.
Concurrent Validation
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.
construct validity
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.
content validity
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.
criterion-related validity
The relationship between a predictor (test score) and an outcome measure; assessed by obtaining the correlation between the predictor and outcome scores.
error score
The hypothetical difference between an observed score and a true score
Face validity
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.
Fairness
The principle that every test taker should be assessed in an equitable manner.”
KSAOs
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
measurement error
The hypothetical difference between an observed score and a true score; comprises both random error and systematic error.
predictive validation
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
reliability
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.
true score
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.
validity
The degree to which accumulated evidence and theory support specific interpretations of test scores in the context of the test’s proposed use.
validity generalization
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.
What is the term for an idea or concept that is created or invoked to explain relationships between observations?
construct
what 3 factors affect reliability
temporary individual factors
chance
lack of standardization
What is the term for the reduction in the size of the validity coefficient due to the selection process?
range restriction
4 methods to estimate reliability of a test
test-retest
internal consistency (chronbach’s alpha)
parallel test: giving 2 different tests that measure same thing
inter-rater reliability
which conditions must be met in order for hiring decisions to be defensible?
legal requirements and professional standards of reliability and validity
What does measurement error do?
It reduces the usefulness of any set of measures or the results from any test.
What problem is identified with true scores?
One can never know true score variance, as true scores are abstract constructs.
behavioural description interview
A structured interview in which applicants are asked to describe what they did in given situations in the past.
Dilemma
A choice in an interview question between two alternatives that appear equally desirable or undesirable.
Impression Management
Attempts by applicants to create a favourable impression by monitoring interviewer reactions and responding accordingly.
Knowledge structures
Interviewers’ beliefs about the requirements of the job and the characteristics of applicants.
Experience-based interview
An interview that assesses applicant qualifications such as work experience and education using job knowledge or work sample questions.
Screening Interview
Preliminary interviews designed to fill gaps left on the candidate’s application form or résumé¸ sometimes serving recruitment as well as selection functions.
Multiple mini interview
A speed interview where applicants participate in a circuit of 12 eight-minute interviews with 12 different interviewers at 12 different interview stations
Scoring guide
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.
Puzzle Interview
These interviews are usually unstructured interviews that ask applicants to solve puzzles or unusual problems
Unstructured interview
A traditional method of interviewing that involves no constraints on the questions asked¸ no requirements for standardization¸ and a subjective assessment of the candidate.
Panel Interview
Interview conducted by two or more interviewers together at one time
Serial interview
A series of interviews where the applicant is interviewed separately by each of two or more interviewers
Situational interview
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.
speed interviewing
A series of short (5–15 minutes)¸ consecutive interviews
STAR technique
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.
Technology-mediated interviews
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)
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?
frame of reference training
An interviewer who provides feedback to applicants on how to improve on their next interview is using which concept
attributional retraining
What is one of the main goals when designing behavioural interview (BI) questions?
Ensure the BI questions are broad in nature and apply to a wide variety of past experiences.
Banding
Grouping applicants based on ranges of scores.
Consideration
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)
Cutoff Score
A threshold; those scoring at or above the cutoff score pass¸ those scoring below fail.
False Negative
Occurs when an applicant who is rejected would have been a good choice.
False Positive Error
Occurs when an applicant who is assessed favourably turns out to be a poor choice.
Implicit Theories
Personal beliefs that are held about how people or things function¸ without objective evidence and often without conscious awareness.
Incremental Validity
The value in terms of increased validity of adding a particular predictor to an existing selection system
Judgemental Composite
An approach in which judgmental and statistical data are combined in a judgmental manner.
Multiple cutoff combination model
A combination of multiple cutoff and regression approaches.
multiple hurdle combination model
A combination of multiple hurdle and regression approaches. (Chapter 10)
organizational fit
Applicants’ overall suitability for the organization and its culture. (
Profile interpretation
An approach in which statistical data are combined in a judgmental manner. (Chapter 10)
pure judgement approach
An approach in which judgmental data are combined in a judgmental manner. (Chapter 10)
pure statistical approach
An approach in which data are combined statistically
satisficing
Making an acceptable or adequate choice rather than the best or optimal choice.
Statistical composite
An approach in which judgmental and statistical data are combined statistically.
top down selection
Ranking applicants on the basis of their total scores and selecting from the top down until the desired number of candidates has been selected.
trait rating approach
An approach in which judgmental data are combined statistically. (Chapter 10)
selection ratio
The proportion of applicants for one or more positions who are hired
multiple regression
an applicant’s scores on each predictor are weighted and summed to yield a total score
Which grouping process is used in the banding model for making a hiring selection decision?
standard error management
What is a benefit of using the multiple hurdle combination selection model for decision making?
It combines some advantages and disadvantages of both multiple hurdle and multiple regression models.
profile matching
the average scores of current employees on each predictor are used to form an ideal make-up of scores required for successful job performance?
rational weighting
uses weighted scores on different predictors according to their importance or validity
What is included in a restrictive covenant?
non-solicitation clause
confidentiality clause
non-competition clause
Name 3 decision making models
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
identify common strategies that are used to provide evidences on the reliability and validity of measures used in personnel selection
reliability:
test-retest
inter-rater reliability
internal consistency
parallel test
validity:
content validity
construct validity
criterion related validity
describe the practical steps needed to develop a legally defensible selection system
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.
Can an invalid selection test be reliable? Can an unreliable selection test be valid? Explain, and provide examples of each instance to illustrate.
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
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
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
discuss how people undergoing these assessments view them and how these views impact their perceptions of the organization’s attractiveness; and
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
purpose of employment interview via screening/selection interview
screening: identify/clarify gaps on resume or app form
selection: to gather information about candidate that does not appear on their resume
what are the phases of an interview
Essentially a before, during, after
advantages/disadvantages of situational interview
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
advantages/disadvantages of the behavioural interview
can apply to wide variety of experiences
disadvantages: people can lie and tell you untrue experiences to make them look better
