CHAPTER 5 Flashcards
1
Q
EVALUATING REFERENCES
A
REFERENCE CHECK
REFERENCE
LETTER OF RECOMMENDATION
2
Q
- process of confirming the accuracy of resume and job application information
A
REFERENCE CHECK
3
Q
- the expression of an opinion either
orally or through a written checklist, regarding an applicant’s ability, pervious performance, work habits, character, or potential for future success
A
REFERENCE
4
Q
- letter expressing an opinion about an applicant’s ability, previous performance, work habits, character, or potential for future success
A
LETTER OF RECOMMENDATION
5
Q
REASONS FOR USING REFERENCES AND
RECOMMENDATIONS
A
- Confirming details on the resume
- Checking for discipline problem so as to avoid “negligent hiring”
- Discovering new information about the
applicant - Predicting future performance
* Leniency
* Knowledge of the applicant
* Low reliability
* Extraneous factors in writing and reading
letters
6
Q
- One of the intelligence measurement categories developed by Peres and Garcia for analyzing the adjectives used in letters of recommendation
A
MENTAL AGILITY
7
Q
- if an organization hires an applicant without checking his references and background and he later commits a crime while in employ of the organization
A
NEGLIGENT HIRING
8
Q
- a person providing references can be charged with defamation of character
A
FEAR OF RAMIFICATION
* SLANDER if the reference is oral
* LIBEL if it is written
9
Q
- they have the right to express their opinion provided they believe what they say is true and has reasonable grounds for this belief
A
CONDITIONAL PRIVILEGE
10
Q
- an employer can be guilty of negligent hiring for not contacting references, a former employer also can be guilty of this
A
NEGLIGENT REFERENCE
11
Q
A. PREDICTING PERFORMANCE USING
APPLICANT KNOWLEDGE
A
JOB KNOWLEDGE TESTS
12
Q
- designed to measure how much a person knows about a job Example: Applicants for a bartender position might be asked how to make a martini, and applicants for an HR position might be asked how to conduct
a job analysis.
A
JOB KNOWLEDGE TESTS
13
Q
B. PREDICTING PERFORMANCE USING
APPLICANT ABILITY
A
- ABILITY TESTS
- COGNITIVE ABILITY
- PERCEPTUAL ABILITY
- PSYCHOMOTOR ABILITY
- PHYSICAL ABILITY TESTS
- SKILL TEST
- PHYSICAL EXAMINATIONS
14
Q
- most commonly used in industry (12 minutes
administration)
A
- WONDERLIC PERSONNEL TEST
15
Q
- consists of vision, color discrimination, depth perception, glare sensitivity, speech and hearing
A
PERCEPTUAL ABILITY
16
Q
- finger dexterity, manual dexterity, control precision, multi-limb coordination, response control, reaction time, arm hand steadiness, wrist-finger speed, and speed- of-limb
A
PSYCHOMOTOR ABILITY
17
Q
- often used for jobs that require physical strength and stamina
- measured in one of the two ways
A
PHYSICAL ABILITY TESTS
two ways
(1) Job simulations
(2) Physical agility
18
Q
- test that measures an employee’s
level of some job-related skill
A
SKILL TEST
19
Q
- Applicants undergo physical examination to
determine the physical fitness of the applicant for the job.
A
PHYSICAL EXAMINATIONS
20
Q
PREDICTING PERFORMANCE USING
APPLICANT SKILL
A
WORK SAMPLES
ASSESSMENT CENTER
LEADERLESS GROUP DISCUSSION
BUSINESS GAMES
IN-BASKET TECHNIQUE
- IN: holds paperwork that must be handled
- OUT: contains completed paperwork
SIMULATIONS
- - role plays and work samples
21
Q
- the applicant actual job- related tasks
A
WORK SAMPLES
22
Q
selection technique characterized by the use of multiple assessment methods that allow assessors to actually observe applicants perform simulated job tasks
A
ASSESSMENT CENTER
23
Q
-applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss
A
LEADERLESS GROUP DISCUSSION
24
Q
- exercises allowing applicant to demonstrate attributes like creativity, decision making, and ability to work with others
A
BUSINESS GAMES
25
- designed to simulate the types of daily
information that appear on a manager's or
employee's desk
IN: holds paperwork that must be handled
OUT: contains completed paperwork
IN-BASKET TECHNIQUE
26
- backbone of the assessment center because they enable assessors to see an
applicant 'in action'
SIMULATIONS
27
- place an applicant in a situation that is similar as possible to one that will be encountered on the job
role plays and work samples
28
PREDICTING PERFORMANCE USING
PRIOR EXPERIENCE
BIODATA
DERIVATION SAMPLE
HOLD-OUT SAMPLE
FILE APPROACH
QUESTIONNAIRE APPROACH
VERTICAL PERCENTAGE METHOD
29
- selection method that considers an applicant's life, school, military, community and
work experience; best predictor of future
employee tenure
BIODATA
30
- group of employees who were used in creating the initial weights for a biodata instrument
DERIVATION SAMPLE
31
- group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-
check the accuracy of the initial weights
HOLD-OUT SAMPLE
32
- obtain information from personnel files on employee's previous employment, education, interests, and demographics
FILE APPROACH
33
- information cannot be obtained from employees who have quit or been fired
QUESTIONNAIRE APPROACH
34
- For scoring biodata in which the percentage of unsuccessful employees responding in a
particular way is subtracted from the percentage of successful employees responding in the same way
VERTICAL PERCENTAGE METHOD
35
PREDICTING PERFORMANCE USING
PERSONALITY, INTEREST, AND CHARACTER
- TESTS OF NORMAL PERSONALITY
- TEST OF PSYCHOPATHOLOGY (ABNORMAL
BEHAVIOR)
*PROJECTIVE TESTS
*OBJECTIVE TESTS
- INTEREST INVENTORIES
- STRONG INTEREST INVENTORY (SII)
- INTEGRITY TESTS (HONESTY TESTS)
- POLYGRAPH
- VOICE STRESS ANALYZER
- OVERT INTEGRITY TEST
- PERSONALITY-BASED INTEGRITY TESTS
- CONDITIONAL REASONING TESTS
- GRAPHOLOGY
- VOCATIONAL COUNSELING
36
DRUG TESTING
- ENZYME MULTIPLIED IMMUNOASSAY
TECHNIQUE (EMIT)
- RADIOIMMUNOASSAY (RIA)
- GAS CHROMATOGRAPHY OR MASS
SPECTROMETRY ANALYSIS
- THIN-LAYER CHROMATOGRAPHY
- IMPAIRMENT TESTING
37
- measure the traits exhibited by normal individuals in everyday life (Ex: extraversion, shyness, assertiveness and friendliness)
TESTS OF NORMAL PERSONALITY
38
- determine whether individuals have serious psychological problems (Ex: depression, bipolar disorder, and schizophrenia)
TEST OF PSYCHOPATHOLOGY (ABNORMAL
BEHAVIOR)
39
- provide the respondent with unstructured tasks such as describing ink blots and drawing
pictures (Ex: Rorschach ink blot test and
TAT)
PROJECTIVE TESTS
40
- structured so that the respondent is limited to a few answers that will be scored by standardized keys
OBJECTIVE TESTS
41
- designed to tap vocational interests; useful in vocational counseling; helping people find the careers for which they are best suited
INTEREST INVENTORIES
42
- popular interest inventory used to help people choose careers
STRONG INTEREST INVENTORY (SII)
43
- tell an employer the probability that an applicant would steal money or merchandise; used mostly in the retail area
INTEGRITY TESTS (HONESTY TESTS)
44
- electronic test intended to determine honesty by measuring an individual's physiological changes after being asked questions
POLYGRAPH
45
- electronic test to determine honesty by measuring an individual's voice changes after being asked questions
VOICE STRESS ANALYZER
46
- based on the premise that a person's attitudes about theft as well as his previous theft behavior will accurately predict his
future honesty
OVERT INTEGRITY TEST
47
general in that they tap a variety of personality
traits thought to be related to a wide range of
counterproductive behavior (Ex: theft,
absenteeism, and violence)
PERSONALITY-BASED INTEGRITY TESTS -
48
- provide test takers with a series of statements and then ask the respondent to select the reason that best justifies or explains each of the statements
CONDITIONAL REASONING TESTS
49
- handwriting analysis
GRAPHOLOGY
50
- process of helping an individual choose and prepare for the most suitable career.
VOCATIONAL COUNSELING
51
- one of the most controversial testing methods
used by HR professionals
DRUG TESTING
52
- method of drug testing that uses enzymes to detect the presence of drugs in a urine sample
ENZYME MULTIPLIED IMMUNOASSAY
TECHNIQUE (EMIT)
53
- method of drug testing that uses radioactive tagging to determine the presence of drugs in a urine sample.
RADIOIMMUNOASSAY (RIA)
54
- means of analyzing urine samples for the presence of drugs in which the urine sample is vaporized and then bombarded with electrons
GAS CHROMATOGRAPHY OR MASS
SPECTROMETRY ANALYSIS
55
method of analyzing urine specimens for drugs that is performed by hand and requires a great deal of analyst skill.
THIN-LAYER CHROMATOGRAPHY
56
- alternative to drug testing where in order to know if an employee is alert enough to work
IMPAIRMENT TESTING
57
OPTIMAL EMPLOYEE SELECTION SYSTEMS
- ARE VALID
- REDUCE THE CHANCE OF A LEGAL
CHALLENGE
- ARE COST EFFECTIVE
- COST PER APPLICANT
- COST PER QUALIFIED APPLICANT
58
Based on a job analysis
(content validity) and predict work-related
behavior (criterion validity)
ARE VALID
59
- Face valid; don't invade privacy and don't intentionally discriminate; minimize adverse impact
REDUCE THE CHANCE OF A LEGAL
CHALLENGE -
60
- Cost to purchase/create, to administer, and to
score
ARE COST EFFECTIVE
61
- The amount of money spent on a recruitment campaign divided by the number of people that
subsequently apply for jobs as a result of
the recruitment campaign.
COST PER APPLICANT
62
-The amount of money spent on a
recruitment campaign divided by the
number of qualified people that
subsequently apply for jobs as a result of
the recruitment campaign.
COST PER QUALIFIED APPLICANT
