reference and testing Flashcards
the expression of opinion regarding an applicant’s ability, previous performance, work habits, and character
reference
the process of confirming the accuracy of the resume and job application information
reference check
a letter expressing regarding an applicant’s ability, future potentials, achievements
letter of recommendation
intentional placement of untrue information on a resume
resume fraud
if an organization hires an applicant w/o checking his references and he later commits a crime while being employed in the org
negligent hiring
an organization’s failure to meet its legal duty to supply relevant information to a prospective employer about a former employee’s potential for legal trouble
negligent reference
designed to measure how much a person knows about a job. used primarily in the public sector, especially for promotions
job knowledge test
tap the extent to which an applicant can learn or perform a job-related skill (potential to perform a job). used primarily for occupations in which applicants are expected to know how to perform the job at the time of hire
ability tests
tests designed to measure the levels of intelligence or the amount of knowledge possessed by an applicant
cognitive ability test
a measure of facility with such processes as spatial relations, and form perception. consists of vision, color discrimination, depth perception, speech, and hearing
perceptual ability test
measure of such facility with such processes as finger dexterity and motor coordination. includes finger dexterity, manual dexterity, control precision
psychomotor ability test
measures an applicant’s level of physical strength and stamina
physical ability tests
applicants demonstrate job-related physical behaviors
job simulations
divided into athletic requirements and defensive requirements
physical agility tests
the applicant performs actual job-related tasks. can be expensive to both construct and administer. refers to a simulation not involving situational exercise
work sample
selection technique characterized by the use of multiple assessment methods (in which at least one is a simulation) that allow multiple assessors to actually observe and evaluate applicants perform simulated job tasks
assessment centers
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
the in-basket technique
the real backbone of assessment centers. enables assessors to see an applicant in action. include role plays and work samples
simulations
applicants are meet in small groups and are given a job-related problem to solve or a job-related issue to discuss
leaderless group discussions
allows the applicant to demonstrate creativity, decision making, and ability to work with others. simulates business and marketing activities
business games
selection method that considers an applicant’s life, school, military, community, and work experience. a good predictor of job performance as well as the best predictor of employee tenures
biodata
gathering of biodata from employee files. info often missing or incomplete tho
the file approach
create a biographical questionnaire that is administered to all employees and applicants
the questionnaire approach
two kinds of personality inventories
test of normal personality, test of psychopathology
three types of tests for normal personality
theory-based test, statistically-based test, empirically based test
two types of tests for psychopathology
projective tests and objective test
two kinds of interest inventories
strong interest inventory and vocational counseling
four kinds of integrity/honesty tests
polygraph, voice test analyzer, overt integrity test, personality-based integrity test
the amount of good lost by an organization as a result of theft, breakage, or other
shrinkage
designed to reduce faking by asking test-takers to select the reason that best explains a statement. it provides test takers with a series of statements and then ask the respondent to select the reason that best justifies or explains each of the statements. the type of reason selected is thought to indicate their aggressive biases
conditional reasoning test
“most ppl have harmful intentions behind their behaviors”
hostile attribution bias
“it is important to show strength or dominance in social interactions”
potency bias
“it is important to retaliate when wronged rather than try to maintain a relationship”
retribution bias
“powerful ppl victimize less powerful individuals”
victimization bias
“evil people deserve to have bad things happen to them”
derogation of target bias
“social customs restrict free will and should be ignored”
social discounting bias
credit checks are conducted because employers believe that people who owe money might be more likely to steal or accept bribes
credit history
common to be given by employers to applicant after a conditional offer of hire has been made
psychological exams
the physician is given a copy of the job description and asked to determine if there are any medical conditions that will keep the employee from safely performing the job
medical exam
