Hiring Flashcards
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.
Behavior-based interview questions
Any employment qualification that appears to be discriminatory but that is justifiable due to business necessity.
Bona fide occupational qualification (BFOQ)
Staffing processes are standardized and directly controlled by the central office management team.
Centralized staffing function
A paper-and-pencil or computer-based instrument that measures mental abilities such as logic, reading comprehension, verbal reasoning, mathematical reasoning, and perceptual abilities.
Cognitive ability test
The knowledge, skills, abilities, and professional qualities needed to perform a job.
Competencies
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.
Cost per hire
An important or desirable attribute identified as important for successful job performance.
Criterion
Staffing is managed locally, with strategies and processes that are tailored to local circumstances.
Decentralized staffing function
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.
Defamation
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.
Demo lesson
An employment decision, practice, policy, or tool that intentionally discriminates against a protected class based on race, color, religion, sex, or national origin.
Disparate treatment
Refers to the fact that some of the most valid predictors of job performance are also associated with large group differences.
Diversity-validity dilemma
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.
Equal Employment Opportunity (EEO)
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.
Funneling
An individual work sample that assesses a candidate’s ability to prioritize and complete tasks effectively by providing a list of example tasks.
In-basket test
The extent to which two or more individuals (coders, raters, observers, etc.) agree (i.e., give consistent estimates of the same phenomenon).
Inter-rater reliability
Hiring criteria that are directly related to the requirements and responsibilities of a specific job.
Job-relevant criteria
Interview questions geared toward assessing specific areas of knowledge or skill.
Knowledge/competency-based questions
A type of work sample that requires participants to discuss a job-related topic wherein no one is appointed leader.
Leaderless group discussion (LGD)
A multiple-choice or true/false test that measures personality traits (e.g., extroversion, neuroticism, agreeableness, conscientiousness, and openness to experience).
Personality inventory
The process by which staff are assigned to buildings and/or groups of students.
Placement
A measure or test used to assess attributes identified as important for successful job performance.
Predictor
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.
Protected Class
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.
Realistic job preview
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.
Rooney Rule
Process to identify the most suitable candidate for an open position based on the competencies required to perform the job.
Selection
Interview questions that require candidates to problem-solve in the moment by asking them to respond to scenarios.
Situational/scenario-based questions
A series of short scenarios (either in written or video format) that require a job candidate to indicate their most likely response.
Situational judgment test (SJT)
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.
Structured interviews
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.
Unstructured interviews
A statistical measure ranging from 0 to 1 of the relationship between predictor(s) and criterion.
Validity coefficient
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.
Weighted application blanks
A selection tool involving the performance or submission of work that is similar to work that will be required on the job.
Work sample
