Topic 5

Question 1

Application

Answer 1

A screening instrument that gathers a large amount of applicant biographical and vocational information for relatively little cost.

Question 2

Background Checks

Answer 2

A process to verify job-related requirements of the applicant. Background checks include reviewing items such as driving record, criminal record, credit history, and academic records.

Question 3

Content Validity

Answer 3

A method used to confirm that a selection test measures what it is intended to measure by comparing the test to the job description (knowledge, skills, and abilities required to complete a job).

Question 4

Correlation Coefficient

Answer 4

The correlation coefficient reflects the stability of a test over time—the higher the coefficient of stability, the more reliable the measure.

Question 5

Define “Reliability”

Answer 5

The consistency or stability of a selection instrument

Question 6

Define “Validity”

Answer 6

Validity refers to how accurately and precisely a measure assesses an attribute. It assumes the appropriateness of using a given measuring device for drawing inferences about certain criteria.

Question 7

Empirical Validity

Answer 7

Empirical validity (also called statistical or predictive validity) describes how closely scores on a test correlate with behavior as measured in other contexts.

Question 8

Orientation

Answer 8

The process of introducing employee to the work environment.

Question 9

Predictors

Answer 9

The items of information obtained from a job candidate that are used to predict how successfully the candidate will perform in a future job.

Question 10

Reference Checks

Answer 10

The process of contacting previous employers of a job applicant to determine his or her job history. Reference checks may also include checking with school(s) or college(s) attended by the applicant to verify educational qualifications.

Question 11

Selection

Answer 11

The process of gathering information about job applicants to determine who should be hired for an available position.

Question 12

What Are Actual Criteria?

Answer 12

The measurable factors that constitute a successful person, excluding bias and deficiency in the selection process.

Question 13

What Are Background Checks?

Answer 13

Processes for verifying job-related requirements of the applicant, including items such as driving record, credit history, and academic records

Question 14

What Are Ultimate Criteria?

Answer 14

Theoretical constructs or abstract ideas that can never actually be measured. Ultimate criteria represent a complete set of ideal factors that constitute a successful person.

Question 15

What Are the Two Types of Criteria?

Answer 15

Ultimate criterion and actual criterion

Question 16

What Is “Employee Selection”?

Answer 16

Process or series of steps to determine the most qualified candidates from the applicant pool.

Question 17

What Is a “Criterion”?

Answer 17

A behavior shown by a successful job-holder.

Question 18

What Is the Main Benefit to Organizations of New Employee Orientation and Socialization?

Answer 18

These activities help reduce turnover among the new employees.

Question 19

What Is the Purpose of An Interview?

Answer 19

Interviews assist in gathering information about a candidates KSAs through questions about the content of a job. They also allow us to assess verbal communication, interpersonal skills, and other areas of competency.

Question 20

What Is the Relationship Between Recruiting and Selection?

Answer 20

The more effective the recruiting, the greater the likelihood that selection will find suitable candidates for hire.

Question 21

What Is the Role of An Application Blank?

Answer 21

Applications are an effective method for gathering a large amount of applicant biographical information for relatively little cost.

Question 22

What Is the Role of Reference Checks?

Answer 22

Allows us to gather information from other people’s perspective on the candidate. The process may uncover attributes or worrisome events that may otherwise be missed.

Question 23

Why Is Conducting a Job Analysis Critical to Employee Selection?

Answer 23

It increases accuracy of job descriptions in recruiting, and it aids in developing job-related selection procedures.

Question 24

Why Is Having a Reliable Selection Process Important?

Answer 24

High reliability increases the likelihood of a positive work environment and the overall productivity in the organization; it allows a company to rely on test results or process results to make our decisions.

Question 25

Why Is Having a Valid Selection Process Important?

Answer 25

High validity ensures that applicants who are potentially the best qualified can be identified, whereas poor validity of a selection process can cause the organization to face legal action.