Selection Flashcards
A series of specific tests used by a an employer to decide which recruit should be hired.
selection process
The ratio of the number of applicants hired to the total number of applicants available.
Selection ratio
Number of applicants hired/Total number of applicants =
Selection ratio
Written evaluations of a person’s job relevant skills, past experience, and work relevant attitudes.
reference letters
A job application form in which various items are given differential weights to reflect their relationship to criterion measures.
weighted application blank
A type of application blank that uses a multiple choice format to measure a job candidate’s education, experience, opinions, attitudes, and interests.
biographical information blank
(BIB)
Devices that assess the probable match between applicants and job requirements.
employment tests
A selection device’s ability to yield consistent results over repeated measures; also, internal consistency of a device or measure.
reliability
A key attribute of a selection device that indicates its accuracy and relationship to job relevant criteria.
validity
Test validation process aimed at discovering the validity of a test for various subgroups,e.g., females and members of visible minorities.
differential validity
Using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired.
validity generalization
Questionnaires designed to reveal aspects of an individual’s character or temperament.
personality tests
Tests that assess an applicant’s capacity or aptitude to function in a certain way.
ability tests
Tests that measure a person’s information or knowledge.
knowledge tests
Tests that measure the ability of job applicants to perform specific components of the job for which they are to be hired.
performance tests
A test that places applicants in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives.
situational judgment test
Performance tests using computer simulations that can measure skills, comprehension, spatial visualization, judgment, etc.
computer interactive performance tests
Employment tests that measure an applicant’s honesty and trustworthiness.
integrity tests
Involves showing the candidate the type of work, equipment, and working conditions involved in the job before the hiring decision is final.
realistic job preview (RJP)
Evaluations of an employee’s past work performance and job relevant behaviours provided by past employers.
employment references
Assessment of physical and/or mental health of an applicant through self-reports and/or medical examination by a preferred physician.
medical evaluation
An approach where the decision maker looks at the scores received by the various applicants on predictors, subjectively evaluates all of the information, and comes to an overall judgment.
subjective approach
An approach where scores are set for each predictor and each applicant is evaluated on a pass fail basis.
multiple cut-off approach
An approach where a higher score on a predictor may compensate for a low score on another.
compensatory approach
A formal, in depth, face to face meeting between an employer and a job applicant to assess the appropriateness of the applicant for the job under consideration.
employment interview
An interview using several interviewers with one applicant.
panel interview
Interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant’s responses.
unstructured interviews
Interviews wherein a predetermined checklist of questions usually asked of all applicants is used.
structured interviews
Interviews that attempt to find out how job applicants responded to specific work situations in the past.
behavioural description interviews
Interviews that attempt to assess a job applicant’s likely future response to specific situations, which may or may not have been faced by the applicant in the past.
situational interviews
Key phases of an employment interview: interviewer preparation, creation of rapport, information exchange, termination, and evaluation.
stages of an interview
Mistakes like biases and domination that reduce the validity and usefulness of the job interview.
interviewer errors
Interviewee mistakes such as boasting, not listening, or not being prepared, that reduce the validity and usefulness of an interview.
interviewee errors
