Selection

Question 1

A series of specific tests used by a an employer to decide which recruit should be hired.

Answer 1

selection process

Question 2

The ratio of the number of applicants hired to the total number of applicants available.

Answer 2

Selection ratio

Question 3

Number of applicants hired/Total number of applicants =

Answer 3

Selection ratio

Question 4

Written evaluations of a person’s job relevant skills, past experience, and work relevant attitudes.

Answer 4

reference letters

Question 5

A job application form in which various items are given differential weights to reflect their relationship to criterion measures.

Answer 5

weighted application blank

Question 6

A type of application blank that uses a multiple choice format to measure a job candidate’s education, experience, opinions, attitudes, and interests.

Answer 6

biographical information blank
(BIB)

Question 7

Devices that assess the probable match between applicants and job requirements.

Answer 7

employment tests

Question 8

A selection device’s ability to yield consistent results over repeated measures; also, internal consistency of a device or measure.

Answer 8

reliability

Question 9

A key attribute of a selection device that indicates its accuracy and relationship to job relevant criteria.

Answer 9

validity

Question 10

Test validation process aimed at discovering the validity of a test for various subgroups,e.g., females and members of visible minorities.

Answer 10

differential validity

Question 11

Using validity evidence accumulated for other jobs or applicant populations to guide employment test choices until local validation study results can be acquired.

Answer 11

validity generalization

Question 12

Questionnaires designed to reveal aspects of an individual’s character or temperament.

Answer 12

personality tests

Question 13

Tests that assess an applicant’s capacity or aptitude to function in a certain way.

Answer 13

ability tests

Question 14

Tests that measure a person’s information or knowledge.

Answer 14

knowledge tests

Question 15

Tests that measure the ability of job applicants to perform specific components of the job for which they are to be hired.

Answer 15

performance tests

Question 16

A test that places applicants in hypothetical scenarios and asks them to indicate how they would respond from a list of alternatives.

Answer 16

situational judgment test

Question 17

Performance tests using computer simulations that can measure skills, comprehension, spatial visualization, judgment, etc.

Answer 17

computer interactive performance tests

Question 18

Employment tests that measure an applicant’s honesty and trustworthiness.

Answer 18

integrity tests

Question 19

Involves showing the candidate the type of work, equipment, and working conditions involved in the job before the hiring decision is final.

Answer 19

realistic job preview (RJP)

Question 20

Evaluations of an employee’s past work performance and job relevant behaviours provided by past employers.

Answer 20

employment references

Question 21

Assessment of physical and/or mental health of an applicant through self-reports and/or medical examination by a preferred physician.

Answer 21

medical evaluation

Question 22

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.

Answer 22

subjective approach

Question 23

An approach where scores are set for each predictor and each applicant is evaluated on a pass fail basis.

Answer 23

multiple cut-off approach

Question 24

An approach where a higher score on a predictor may compensate for a low score on another.

Answer 24

compensatory approach

Question 25

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.

Answer 25

employment interview

Question 26

An interview using several interviewers with one applicant.

Answer 26

panel interview

Question 27

Interviews using few if any planned questions to enable the interviewer to pursue, in depth, the applicant’s responses.

Answer 27

unstructured interviews

Question 28

Interviews wherein a predetermined checklist of questions usually asked of all applicants is used.

Answer 28

structured interviews

Question 29

Interviews that attempt to find out how job applicants responded to specific work situations in the past.

Answer 29

behavioural description interviews

Question 30

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.

Answer 30

situational interviews

Question 31

Key phases of an employment interview: interviewer preparation, creation of rapport, information exchange, termination, and evaluation.

Answer 31

stages of an interview

Question 32

Mistakes like biases and domination that reduce the validity and usefulness of the job interview.

Answer 32

interviewer errors

Question 33

Interviewee mistakes such as boasting, not listening, or not being prepared, that reduce the validity and usefulness of an interview.

Answer 33

interviewee errors