Hiring

Question 1

Interview questions that attempt to tap into candidates’ past behavior to help make predictions about future behavior. They generally ask candidates to describe what they did in specific situations and share the outcomes of their efforts.

Answer 1

Behavior-based interview questions

Question 2

Any employment qualification that appears to be discriminatory but that is justifiable due to business necessity.

Answer 2

Bona fide occupational qualification (BFOQ)

Question 3

Staffing processes are standardized and directly controlled by the central office management team.

Answer 3

Centralized staffing function

Question 4

A paper-and-pencil or computer-based instrument that measures mental abilities such as logic, reading comprehension, verbal reasoning, mathematical reasoning, and perceptual abilities.

Answer 4

Cognitive ability test

Question 5

The knowledge, skills, abilities, and professional qualities needed to perform a job.

Answer 5

Competencies

Question 6

The costs associated with hiring a new employee, which may include recruiting, screening, and training expenses. Calculated by dividing total costs by the number of people hired.

Answer 6

Cost per hire

Question 7

An important or desirable attribute identified as important for successful job performance.

Answer 7

Criterion

Question 8

Staffing is managed locally, with strategies and processes that are tailored to local circumstances.

Answer 8

Decentralized staffing function

Question 9

Any intentional false communication, either written or spoken, that harms a person’s reputation; decreases the respect, regard, or confidence in which a person is held; or induces disparaging, hostile, or disagreeable opinions or feelings against a person. Employers who provide negative reference information about former employees can be subject to claims of this.

Answer 9

Defamation

Question 10

A type of work sample wherein a candidate plans and delivers a lesson plan to group of students or a group of staff members posing as students.

Answer 10

Demo lesson

Question 11

An employment decision, practice, policy, or tool that intentionally discriminates against a protected class based on race, color, religion, sex, or national origin.

Answer 11

Disparate treatment

Question 12

Refers to the fact that some of the most valid predictors of job performance are also associated with large group differences.

Answer 12

Diversity-validity dilemma

Question 13

Employment practices that ensure nondiscrimination on the basis of race, sex, religion, color, national origin, physical or mental ability, medical condition, age, or genetic information.

Answer 13

Equal Employment Opportunity (EEO)

Question 14

A hiring process that quickly sorts through applicants using low-cost, low-effort methods in the preliminary stages to help preserve resources for use in screening and hiring the most promising candidates for a position.

Answer 14

Funneling

Question 15

An individual work sample that assesses a candidate’s ability to prioritize and complete tasks effectively by providing a list of example tasks.

Answer 15

In-basket test

Question 16

The extent to which two or more individuals (coders, raters, observers, etc.) agree (i.e., give consistent estimates of the same phenomenon).

Answer 16

Inter-rater reliability

Question 17

Hiring criteria that are directly related to the requirements and responsibilities of a specific job.

Answer 17

Job-relevant criteria

Question 18

Interview questions geared toward assessing specific areas of knowledge or skill.

Answer 18

Knowledge/competency-based questions

Question 19

A type of work sample that requires participants to discuss a job-related topic wherein no one is appointed leader.

Answer 19

Leaderless group discussion (LGD)

Question 20

A multiple-choice or true/false test that measures personality traits (e.g., extroversion, neuroticism, agreeableness, conscientiousness, and openness to experience).

Answer 20

Personality inventory

Question 21

The process by which staff are assigned to buildings and/or groups of students.

Answer 21

Placement

Question 22

A measure or test used to assess attributes identified as important for successful job performance.

Answer 22

Predictor

Question 23

Specific groups of individuals who are protected from employment discrimination by law. An individual may be in a protected class due to their race, color, gender, religious beliefs, national origin, mental or physical disability, genetic information, pregnancy, or veteran status. An individual can be a member of one or more protected classes, and state laws can define additional protected classes such as marital status, sexual orientation, and even smokers.

Answer 23

Protected Class

Question 24

An approach that provides candidates with accurate and complete information about a job and the work environment, including both positive and negative aspects of the position.

Answer 24

Realistic job preview

Question 25

Originally implemented by the National Football League (NFL), this rule has expanded across industries and requires hiring managers to interview at least one ethnic or gender-minority candidate for various senior-level positions.

Answer 25

Rooney Rule

Question 26

Process to identify the most suitable candidate for an open position based on the competencies required to perform the job.

Answer 26

Selection

Question 27

Interview questions that require candidates to problem-solve in the moment by asking them to respond to scenarios.

Answer 27

Situational/scenario-based questions

Question 28

A series of short scenarios (either in written or video format) that require a job candidate to indicate their most likely response.

Answer 28

Situational judgment test (SJT)

Question 29

Interviews that follow outlines, are grounded in strictly job-related questions (that are uniform across a candidate pool) and often use predetermined rating scales to evaluate candidate responses.

Answer 29

Structured interviews

Question 30

Interviews that tend to be largely conversational, do not follow predetermined outlines and may include job-irrelevant questions. Employers who administer unstructured interviews often vary the questions they ask from one applicant to the next.

Answer 30

Unstructured interviews

Question 31

A statistical measure ranging from 0 to 1 of the relationship between predictor(s) and criterion.

Answer 31

Validity coefficient

Question 32

A method of evaluating applications that involves assigning weights to application items that are deemed most important to the organization. By assigning weights to each item, a total score can be derived for each applicant, and then a cutoff score can be established to eliminate any unsuccessful applicants.

Answer 32

Weighted application blanks

Question 33

A selection tool involving the performance or submission of work that is similar to work that will be required on the job.

Answer 33

Work sample