Lesson 4 Flashcards
The process of confirming the accuracy of resume and job application information
REFERENCE CHECK
The expression of an opinion, either orally or through a written checklist, regarding an applicant’s ability, previous performance, work habits, character, or potential for future success
REFERENCE
A letter expressing an opinion regarding an applicants ability, previous performance, work habits, character, or potential for success.
LETTER OF RECOMMENDATION
Reasons for Using References and Recommendation
I. Confirming Details on a Resume (Resume Fraud)
2. Checking for Discipline Problems (Negligent Hiring)
3. Discover New Information About the Applicant
4. Predicting Future Performance
Four Main Problems with References and Recommendation
I. Leniency
2. Poor reliability
3. Knowledge of the Applicant
4. Variety of Extraneous Factors
A test that measure the amount of job-related knowledge an applicant possesses.
JOB KNOWLEDGE TEST
A basic capacity for performing a wide range of different tasks, acquiring knowledge, or developing skills.
ABILITY
Abilities involving the knowledge and use of information such as math and grammar.
COGNITIVE ABILITY
Test designed to measure the level of intelligence of the amount of knowledge possessed by an applicant.
COGNITIVE ABILITY TEST
The cognitive ability test that is most commonly used in industry
WONDERLIC PERSONNEL TEST
Measure of facility with such processes as spatial relations and form perception.
PERCEPTUAL ABILITY
Measure of facility with such processes as finger dexterity and motor coordination.
PSYCHOMOTOR
Tests that measures an applicant’s level of physical ability required for a job.
PHYSICAL ABILITY
A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators.
ASSESSMENT CENTER
Two Common Methods to Predict Performance Using Applicant Skill:
• WORK SAMPLES
• ASSESSMENT CENTER
An assessment method that can be taken virtually at any time and place and on the device of the applicant’s choosing.
UNPROCTORED INTERNET-BASED TESTING
An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information.
IN-BASKET TECHNIQUE
An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.
SIMULATIONS
A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks.
WORK SAMPLES
A selection technique, usually found in assessment centers, in which applicants meet in small groups and are given a problem to solve or an issue to discuss.
LEADERLESS GROUP DISCUSSION
An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.
BUSINESS SIMULATION GAMES
The application of game-like elements to traditional assessments.
GAMIFIED ASSESSMENT
Applicant experience is typically measured in one of four ways:
• INTERVIEWS
• REFERENCE CHECKS
• EXPERIENCE RATINGS OF APPLICATION/ RESUME INFORMATION
• BIODATA
A method of selection involving application blanks that contain questions that research has shown will predict performance.
BIODATA
A psychological assessment designed to measure various aspects of an applicant’s personality.
PERSONALITY INVENTORIES
The most widely used objective test of psychopathology.
MINNESOTA MULTIPHASIC PERSONALITY
INVENTORY (MMPI)
A subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes their responses.
PROJECTIVE TEST
A projective personality test.
RORSCHACH INKBLOT TEST
A projective personality test in which test takers are shown pictures and asked to tell stories. It is designed to measure need levels
THEMATIC APPERCEPTION TEST
A type of personality test that is structured to limit the respondent to a few answers that will be scored standardized keys.
OBJECTIVE TEST
A psychological test designed to identify vocational areas in which an individual might be interested.
INTEREST INVENTORY
Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal.
INTEGRITY TEST
The amount of lost by an organization as result of theft, breakage, or other loss.
SHRINKAGE
Test designed to reduced faking by asking test-takers to select the reason the best explains a statement.
CONDITIONAL REASONING TEST
Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.
GRAPHOLOGY
PREDICTING PERFORMANCE LIMITATIONS DUETO MEDICAL AND PSCYHOLOGICAL PROBLEMS
• DRUG-TESTING
• PSYCHOLOGICAL EXAMS
• MEDICAL EXAMS
Linear approaches to hiring usually take one of four forms:
- TOP-DOWN SELECTION
- PASSING SCORES
- RULE OF THREE
- BANDING
A straight-line relationship between the test score and the criterion of measurement.
LINEAR
Selecting applicants in straight rank order of their scores.
TOP-DOWN SELECTION
A method of making selection decisions in which a high score on one test can compensable for a low score on another test.
COMPENSATORY APPROACH
A variation on top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three.
RULE OF THREE
The minimum test score that an applicant must achieve to be considered hire.
PASSING SCORES
A selection strategy in which applicants must meet or exceed the passing score on more than one selection test.
MULTIPLE CUT-OFF APPROACH
Selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test.
MULTIPLE HURDLE APPROACH
A statistical technique based on the standard error of measurement that allows similar test scores to be grouped.
BANDING
