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HR > Unit 3 > Flashcards

Unit 3 Flashcards

1
Q

what is preliminary screening

A

this begins after a sufficient amount of applications have been received. the goal is to eliminate all applications that do not meet basic requirements. criteria should be tied to job analysis to ensure legal safety

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2
Q

what are some screening methods

A

application forms and resumes

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3
Q

what is selection testing

A

the process of administering tests to candidates to assess knowledge, skills, abilities, and other attributes. tests should not violate human rights legislation and should be reliable and valid

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4
Q

what is reliability

A

the extent to which a test produces stable or consistent results

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5
Q

what is test-retest reliability

A

this means test produce the same or similar results across testing ocasions

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6
Q

what is inter-rater reliability

A

how well tests produce the same or similar results across test takers

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7
Q

what is validity

A

validity is the extent to which a test measures what it is supposed to measure

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8
Q

what are the four types of validity

A

construct validity, criterion related validity, content validity, face validity

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9
Q

what is a construct

A

a construct is an attribute that can not be measured directly but can be assessed using different indicators. eg, intelligence

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10
Q

what is construct validity

A

the degree to which a test accurately measures the construct it is meant to measure

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11
Q

what is convergent validity

A

the degree to which scores from two tests that measure the same construct are related

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12
Q

what is divergent validity

A

the degree to which two tests that measure unrelated constructs are unrelated

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13
Q

what is criterion related validity

A

the degree to which scores on a test are related to a specific outcome. eg. work behaviours, overall job performance

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14
Q

what is concurrent validity

A

the extent to which scores are related to a present behaviour

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15
Q

what is predictive validity

A

the extent to which scores are related to a future behaviour

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16
Q

what is content validity

A

the degree to which a test covers all facets of a given construct. this is judged by experts in the field

17
Q

what is face validity

A

the degree to which a test is subjectively viewed as measuring what it is supposed to measure. judged by test takers. weakest way to demonstrate validity because it is subjective

18
Q

what are aptitude and achievement tests

A

aptitude tests assess how well an individual can learn a skill(potential)
achievement tests assess an individuals existing knowledge and skills

19
Q

what are cognitive ability tests

A

measure a persons general level of intelligence. tests the proficiency of processing thoughts and ideas. can include problem solving, reasoning, abstract thinking, numerical comprehension, and verbal comprehension

20
Q

what is the Wonderlic personnel test

A

50mc questions in 12 minutes

21
Q

what are the advantages and disadvantages to cognitive tests

A

advantages: predictive of job performance, predict adjustment, predict career trajectory, fast and easy
disadvantages: test takers may have negative reactions, adverse impact on minority groups

22
Q

what are physical ability tests

A

measures strength, endurance, flexibility, balance, and coordination. must be linked to job analysis to be defensible

23
Q

what are the advantages and disadvantages to physical ability tests

A

advantages: increase workplace safety, greater productivity, cannot be faked easily
disadvantages: taxing on time and resources, contrived setting are common, may disproportionately screen out members of protected classes

24
Q

what is personality

A

refer to a persons pattern of thought feelings and actions that are characteristic of a person and make them unique

25
Q

what are personality tests

A

provide scores on various traits that demonstrate where someone falls on the spectrum of that trait

26
Q

what is the big five personality model

A

proposes that the five factors of personality are: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism

27
Q

what are the advantages and disadvantages to personality tests

A

advantages: predictive of job relevant behaviours, fast and easy
disadvantages: can easily be faked

28
Q

what are integrity tests

A

a specific type of personality test that assess a persons tendency to be honest, trustworthy, and dependable. used to determine if candidates will engage in counterproductive behaviour

29
Q

what are substance use tests

A

way to reduce harmful behaviour. can be discriminatory as addiction is a prohibited ground. test is only allowed in Canada when there is an evident link between substance use and effective job performance, hiring for safety sensitive positions, applicant has disclosed struggles, conditional offer has been made

30
Q

what is a selection interview

A

method of selection that predicts applicants job performance based on oral responses to questions. can be one on one, multiple interviewers(panel), or multiple candidates(mass)

31
Q

why use selection interviews

A

multi purpose. opportunity to promote employer brand, illusion of validity(unjustified)

32
Q

what are some issues with selection interviews

A

halo/horns effect, similar to me bias, leading

33
Q

what are the structure types of interviews

A

structured has set questions and order allowing for standard scoring system but can be inflexible
unstructured have questions that differ based on candidates. flexible but no standard scoring
mixed have pre set sequence of questions then a set of candidate specific questions. allows for scoring and comparison while also getting richer details

34
Q

what is a background check

A

verification of details on resume and application. must have signed permission from candidate. eg. credit checks, criminal checks, basic checks

35
Q

what are reference checks

A

process of obtaining applicant details from provided references. need written permission. questions based on job analysis

36
Q

what is defamation

A

when there is communication of false info capable of hurting a candidates reputation. libel is when defamation has a permanent record, slander is when there is no permanent record

37
Q

what are the main selection approaches

A

multiple cut off is where each step has a cutoff candidates must meet to be successful
multiple hurdles is where candidates can not move on to the next step of the process without passing the previous
compensatory is where scores are given on each test and a formula is used to rank candidates based on scores

HR (10 decks)

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