Selection Process Flashcards
The process of choosing from a group of applicants those individuals best suited for a particular position.
Selection Process
Refers to a test’s consistency.
Reliability
Refers to how accurately a method measures what it is intended to measure.
Validity
The accuracy with which a test measures what it purports to measure.
Test Validity
A type of validity based on showing that scores on the test (predictors) are related to job performance (criterion).
Criterion Validity
A test that contains a fair sample of the tasks and skills actually needed for the job in question.
Content Validity
A test that demonstrates that a selection procedure measures a construct and that construct is important for successful job performance.
Construct Validity
Types of Tests
- INTELLIGENCE TESTS
- APTITUDE TESTS
- PERSONALITY TESTS
- PROJECTIVE TESTS
- TESTS OF MOTOR AND PHYSICAL ABILITIES
- JOB KNOWLEDGE TEST
- WORK SAMPLE TEST
Tests to measure one’s intellect or qualities of understanding.
Also referred as tests of mental ability.
INTELLIGENCE TESTS
Refers to one’s natural propensity or talent or ability to acquire a particular skill.
It represents a person’s level of competency to perform a certain type of task
APTITUDE TESTS
A method of assessing human personality constructs
A selection procedure measure the personality characteristics of applicants that are related to future job performance
PERSONALITY TESTS
These tests expect the candidates to interpret problems or situations.
Designed to let a person respond to ambiguous stimuli, presumably revealing
PROJECTIVE TESTS
Measure motor abilities such as finger dexterity, manual dexterity and reaction time (if hiring PILOTS).
TESTS OF MOTOR AND PHYSICAL ABILITIES
Measures the candidate’s level of understanding about a particular job.
JOB KNOWLEDGE TEST
Ask candidates to show examples of work they have already done.
WORK SAMPLE TEST
