Unit 3 Flashcards
what is preliminary screening
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
what are some screening methods
application forms and resumes
what is selection testing
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
what is reliability
the extent to which a test produces stable or consistent results
what is test-retest reliability
this means test produce the same or similar results across testing ocasions
what is inter-rater reliability
how well tests produce the same or similar results across test takers
what is validity
validity is the extent to which a test measures what it is supposed to measure
what are the four types of validity
construct validity, criterion related validity, content validity, face validity
what is a construct
a construct is an attribute that can not be measured directly but can be assessed using different indicators. eg, intelligence
what is construct validity
the degree to which a test accurately measures the construct it is meant to measure
what is convergent validity
the degree to which scores from two tests that measure the same construct are related
what is divergent validity
the degree to which two tests that measure unrelated constructs are unrelated
what is criterion related validity
the degree to which scores on a test are related to a specific outcome. eg. work behaviours, overall job performance
what is concurrent validity
the extent to which scores are related to a present behaviour
what is predictive validity
the extent to which scores are related to a future behaviour
what is content validity
the degree to which a test covers all facets of a given construct. this is judged by experts in the field
what is face validity
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
what are aptitude and achievement tests
aptitude tests assess how well an individual can learn a skill(potential)
achievement tests assess an individuals existing knowledge and skills
what are cognitive ability tests
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
what is the Wonderlic personnel test
50mc questions in 12 minutes
what are the advantages and disadvantages to cognitive tests
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
what are physical ability tests
measures strength, endurance, flexibility, balance, and coordination. must be linked to job analysis to be defensible
what are the advantages and disadvantages to physical ability tests
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
what is personality
refer to a persons pattern of thought feelings and actions that are characteristic of a person and make them unique
what are personality tests
provide scores on various traits that demonstrate where someone falls on the spectrum of that trait
what is the big five personality model
proposes that the five factors of personality are: openness to experience, conscientiousness, extraversion, agreeableness, and neuroticism
what are the advantages and disadvantages to personality tests
advantages: predictive of job relevant behaviours, fast and easy
disadvantages: can easily be faked
what are integrity tests
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
what are substance use tests
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
what is a selection interview
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)
why use selection interviews
multi purpose. opportunity to promote employer brand, illusion of validity(unjustified)
what are some issues with selection interviews
halo/horns effect, similar to me bias, leading
what are the structure types of interviews
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
what is a background check
verification of details on resume and application. must have signed permission from candidate. eg. credit checks, criminal checks, basic checks
what are reference checks
process of obtaining applicant details from provided references. need written permission. questions based on job analysis
what is defamation
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
what are the main selection approaches
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
