Unit 2

Question 1

A notice issued by the EEOC to a complaining party after investigation and conciliation that further efforts to seek redress will need to come through civil litigation

Answer 1

Right to sue

Question 2

The right of past employers to share relevant job-related personal information about an applicant with future employers

Answer 2

Qualified privilege doctrine

Question 3

A legal theory that makes employers liable for the abusive acts of employees if the employer knew or should have known about the employees propensity for such conduct

Answer 3

Negligent hiring

Question 4

A report that may contain information regarding an individuals credit standing, character, reputation, personal characteristics, and mode of living

Answer 4

Consumer report

Question 5

The percentage of individuals hired relative to the tot number of applicants

Answer 5

Selection ratio

Question 6

The correlation coefficient showing the relationship between a predictor and a criterion

Answer 6

Base rate of success

Question 7

Individuals who obtained sufficiently high predictor scores to be hired but turn out to be poor performers

Answer 7

False positives

Question 8

Individuals who were not hired because of low predictor scores who would have been outstanding performers

Answer 8

False negatives

Question 9

1) executive/senior level officials, 2) first/mid-level officials and managers, 3) professionals, 4) technicians, 5) sales workers, 6) office and clerical workers, 7) craft workers (skilled), 8) operatives (semiskilled), 9) laborers (unskilled), and 10) service workers.

Answer 9

Ten job categories for EEO reporting

Question 10

An expectancy chart showing the probability that an individual will be a successful performer given different predictor scores

Answer 10

Individual expectancy chart

Question 11

An expectancy chart showing what proportion of new hires will likely be successful performers given different cutoff scores

Answer 11

Institutional expectancy chart

Question 12

Bar charts showing the probability of being a successful performer for various categories of predictor scores

Answer 12

Expectancy charts

Question 13

A selection procedure primarily used for selecting managers in which candidates participate in individual and group exercises and are evaluated by observers

Answer 13

Assessment Center

Question 14

A simple test that measures the specific knowledge and vocabulary associated with a particular job

Answer 14

Job knowledge test

Question 15

A simple test that requires applicants to perform a defined segment of the actual job to assess their potential

Answer 15

Job sample test

Question 16

Tests that measure how much an individual has already learned

Answer 16

Achievement tests

Question 17

Tests that measure an individuals capacity for learning

Answer 17

Aptitude tests

Question 18

An interview in which job candidates perform the tasks associated with a Job in the actual work environment

Answer 18

Working interview

Question 19

An interview format in which one applicant is interviewed by a group of interviewers at one time. Also call board interview.

Answer 19

Panel interview

Question 20

An interview format in which one applicant is interviewed by a group on interviewers at one time

Answer 20

Board interview

Question 21

A method of conducting interviews in which one person interviews a group of applicants at one time

Answer 21

Group interview

Question 22

A method of interviewing in which the interviewee is subjected to intentionally created stress to observe how well he or she performs in that situation

Answer 22

Stress interview

Question 23

An unstructured interview in which the interviewer allows the interviewee to discuss whatever he or she wishes to discuss

Answer 23

Nondirective interview

Question 24

An interview that consists of asking job candidates to respond to a series of hypothetical situations by deciding what actions and solutions they actually would perform on the job

Answer 24

Situational interview

Question 25

Interviews that ask applicants to describe specific behaviors or actions they have displayed in the past to demonstrate particular skills

Answer 25

Behavioral interviews

Question 26

A type of interview that relies on a careful job analysis to identify the critical job requirements (target dimensions) for each position. The interview questions focus on what the person has done in precious situations relative to the job requirements.

Answer 26

Targeted-Selection Interview

Question 27

An interview in which the interviewer determines that major questions beforehand, but allows sufficient flexibility to probe into other areas as needed to evaluate an applicant’s personality.

Answer 27

Semistructured interview

Question 28

A structured interview in which the interviewer asks a series of predetermined questions.

Answer 28

Patterned interview

Question 29

An application blank containing valid information that can be weighted, used to form a composite score, and then used for making a selection decision.

Answer 29

Weighted Application Blank

Question 30

Handwriting analysis.

Answer 30

Graphology

Question 31

An informal method of subjectively combining information to arrive at a selection decision.

Answer 31

Clinical Judgement

Question 32

A special application blank that is used to collect extensive information on an applicant’a previous experiences and background.

Answer 32

Biographical Informational Blank

Question 33

Using the validity evidence based on a few jobs to infer that the same tests would be valid for other related jobs.

Answer 33

Validity Generalization

Question 34

A method of testing the validity of a selection procedure by combining jobs that require similar abilities and by separately validating the specific predictors intended to measure those abilities.

Answer 34

Synthetic validity

Question 35

A type of validity that assess whether a measuring instrument actually measures the psychological contradict or trait it purports to measure.

Answer 35

Construct validity

Question 36

A form of validity that is inferred from the perceived similarity between the content of the predictor and the requirement of the job—also called content validity.

Answer 36

Face Validity

Question 37

A form of validity that is inferred from perceived similarity between the content of the predictor and the requirement of the job—sometimes called face validity.

Answer 37

Content Validity

Question 38

A validity study, either predictive or concurrent, in which the predictor data statistically correlated with the criteria or performance.

Answer 38

Criterion-Related Validity

Question 39

Method of testing the validity of a selection procedure, sometimes called the present -employee method, in which the predictor and criteria data are collected simultaneously from a group of present employees.

Answer 39

Concurrent Validity

Question 40

A method of testing the validity of a selection procedure, also called the follow up method, in which the predictor information on a group of applicants is statistically correlated with performance data that are collected after the applicants have been hired and trained.

Answer 40

Predictive Validity

Question 41

The extent to which a predictor variable is correlated with a criterion variable.

Answer 41

Validity

Question 42

The degree of agreement between two evaluators; inter-rater reliability.

Answer 42

Conspect Reliability

Question 43

The degree of agreement between two evaluators who have evaluated the same employee or job applicant.

Answer 43

Inter-Rater Reliability

Question 44

A method of assessing the reliability of an instrument by splitting the instrument into two parts and determining if the applicants obtain similar scores on both halves.

Answer 44

Split-Halves reliability

Question 45

A method of testing the reliability of an instrument by using two alternate (or equivalent) forms of that instrument.

Answer 45

Alternate-Forms Reliability

Question 46

A method of assessing the reliability of a measuring instrument by administering it twice to the same population with a brief interval of time between the two administrations and then correlating each individuals first and second scores.

Answer 46

Test-RETEST reliability

Question 47

Repeatability or consistency of measurement.

Answer 47

Reliability

Question 48

A system that tracks job applicants as they move through the steps of the recruitment and application process.

Answer 48

Applicant Tracking System

Question 49

The time it takes to replace a departing employee or fill a new job opening.

Answer 49

Fill time

Question 50

An individual who is hired to complete a single project, often via a website or mobile app that helps match workers with employers.

Answer 50

Gig Worker

Question 51

Private employment agencies that search individuals who are able to assume positions of leadership for client organizations.

Answer 51

Headhunters

Question 52

Public employment agencies operated by each state under the general direction of the federal government. Job Service provides Job placement, training, counseling, and testing as free services to those who use it, and it is funded by a portion of the unemployment compensation benefits.

Answer 52

Job Service

Question 53

Employment practices that are considered unfair because they show favoritism to friends or relatives.

Answer 53

Nepotism

Question 54

An internal recruiting process that allows employees who believe they have the necessary qualifications to apply for a job that has become vacant.

Answer 54

Job Bidding

Question 55

An internal recruiting process in which job vacancies are advertised to present employees. The employees who want to be considered for the job vacancy are allowed to bid for it by completing an application.

Answer 55

Job posting

Question 56

Ratios that show the numbers of applicants at one stage of the recruiting process who move to the next stage. These ratios provide valuable information for recruitment planning.

Answer 56

Yield Ratios

Question 57

An authorization to recruit a new employee to fill a job opening.

Answer 57

Employee Requistion

Question 58

A part of the recruitment process, with the goal of creating a pipeline of highly-skilled applicants for specific open positions by researching sources, generating leads, and creating productive networks of potential applicants.

Answer 58

Talent Sourcing

Question 59

The process of developing and projecting an image that defines a company as an outstanding employer.

Answer 59

Employment Branding

Question 60

A statement that describes what a company has to offer its employees relative to the rewards offered by other places of employment.

Answer 60

Employee value proposition

Question 61

A method of analyzing jobs by observing them to identify “worker functions” with respect to data, people, and things.

Answer 61

Functional job analysis

Question 62

A standardized questionnaire containing 195 items that are used in a job analysis to create a job description.

Answer 62

PAQ Position Analysis Questionaire

Question 63

A label or occupational code number associated with each job. Each job in the Dictionary of Occupational Titles has a unique nine-digit identification number.

Answer 63

Job Identification

Question 64

Occupational informational Network. An internet database designed to replace the DOT (Dictionary of Occupational Titles)

Answer 64

O*NET

Question 65

This dictionary consists of over 13,000 Job descriptions compiled by the Department of Labor.

Answer 65

DOT Dictionary of Occupational Titles

Question 66

A listing of the minimum acceptable qualifications required for an employee to perform a job adequately, such as experience and training, educational requirement, knowledge, skills, and ability.

Answer 66

Job Specification

Question 67

Job tasks that could be modified or re-assigned to others without changing the core nature of the job.

Answer 67

Non-Essential Functions

Question 68

The description of the duties, responsibilities, working conditions, and reporting relationships contained in a job.

Answer 68

Job Description

Question 69

The analysis of jobs within a company that produces a job description or a job specification

Answer 69

Job Analysis

Question 70

An alternative to layoffs that involve having workers rotate in and out of unemployment.

Answer 70

Rolling Layoffs

Question 71

An alternative to layoffs that allows employers to reduce everyone’s hours and wages and receive partial unemployment benefits to supplement their lost wages.

Answer 71

Shared Work

Question 72

A reduction in the number of personnel caused by failing to replace people who leave.

Answer 72

Attrition

Question 73

The practice that allows senior employees whose jobs are eliminated to “bump” less senior employees and take their jobs.

Answer 73

Bumping

Question 74

Managers can move up two career ladders simultaneously. Movement up the managerial ladder means greater power and decision-making authority, and movement up the technical ladder means greater autonomy in practicing the profession.

Answer 74

Dual career ladders

Question 75

The development of a sequential series of career activities that an individual might pursue during his or her career.

Answer 75

Career Pathing

Question 76

An organizational chart showing the employees who hold various positions and their most likely replacements.

Answer 76

Replacement Chart

Question 77

The percentage of employees to leave the organization during a given period of time.

Answer 77

Turnover Rate

Question 78

A method of short-term forecasting in which the number of employees is identified by computing how many employee hours will be needed to produce the output that the organization expects to achieve.

Answer 78

Work-Load Analysis

Question 79

A method of long-term forecasting in which probabilities of movement amount job categories in one period are used to forecast movement in a later period.

Answer 79

Markov Analysis

Question 80

1) white, 2) Black or African American, 3) Asian, 4) Native Hawaiian or Other Pacific Islander, 5) American Indian or Native Alaskan, 6) Two or more races, 7) Hispanic or Latino

Answer 80

Race Categories For EEO Reporting

Question 81

The total cost for hiring an individual, including all recruiting, testing, interviewing, and other expenses.

Answer 81

Cost Per Hire

Question 82

The civil rights act of 1866 that guarantees all citizens of the United States, regardless of color, the right to make and enjoy the benefits of contracts.

Answer 82

Section 1981

Question 83

Employers are allowed to discriminate on the basis of religion, sex, or national origin only when these attributes are necessary for the operation of their businesses

Answer 83

Bona fife occupational qualifications (BFOQ)

Question 84

To have the effect of discriminating. A recruitment or selection procedure is said to have a disparate impact if the activity tends to significantly reduce the number of minorities or females who are accepted for employment. It is a legal basis for pressing charges of discrimination.

Answer 84

Disparate impact

Question 85

A legal foundation for charges of illegal discrimination that is available when employment actions are improperly based on disability, age, race, religion, sex, or National Origin. Evidence of a discriminatory motive must be shown.

Answer 85

Disparate Treatment

Question 86

A comparison of the treatment of similarly situated individuals or groups.

Answer 86

Cohort analysis

Question 87

Attitudinal and organizational barriers that inhibit the career advancement of women

Answer 87

Glass ceiling

Question 88

A government agency created by the 1964 civil rights act. It enforces title VII of the civil rights act, the age discrimination in employment act of 1967, the equal pay act of 1963, section 501 of the rehabilitation act of 1973, and the ADA of 1991.

Answer 88

The Equal Employment Opportunity Commission (EEOC)

Question 89

An informal process of agreement used by the Equal Employment Opportunity Commission for resolving charges of discrimination.

Answer 89

Conciliation

Question 90

Employment discrimination that results from the normal operation of Human Resources systems, especially the procedures used for hiring, promoting, compensating, and training employees. Because these practices can create a disparate effect on the employment of minorities and females, EEO laws require their elimination.

Answer 90

Systemic Discrimination

Question 91

A selection procedure is said to have an adverse impact if the selection rates for any minority or gender groups are less than four-fifths of the selection rate for the highest group

Answer 91

Adverse impact

Question 92

The guidelines used by the EEOC to determine whether a selection procedure has an adverse impact on selection. A selection procedure is biased if the selection rate for any protected group is less than four fifths of the selection rate for any other protected group

Answer 92

Four fifths rule

Question 93

Orders issued by the president of the United States. Several executive orders have been influential on reducing discrimination, especially Executive order 11246, which requires government contractors and subcontractors to adopt affirmative action programs

Answer 93

Executive orders

Question 94

This is a government agency in the Department of Labor that reviews the affirmative action programs of government contractors and monitors their compliance

Answer 94

Office of federal contract compliance programs (OFCCP)

Question 95

The common name for Executive Order 11246, which requires government contractors to develop affirmative action programs.

Answer 95

Order Number 4

Question 96

A written document that defines the good faith efforts an employer is making to hire and promote minorities, women, Vietnam era veterans, disabled veterans, and people with disabilities

Answer 96

Affirmative Action Program

Question 97

Organizational display

Answer 97

A detailed chart of the organizations structure that shows each organizational unit, the relationships between units, and the gender, race, and ethnicity of all employees within each unit