Chapter 5 - Selection Flashcards
Part 2: Meeting Human Resources Requirements
Definition:
Selection
the process of
choosing among individuals who have been recruited
to fill existing or projected job openings
Definition:
Achievement Tests
Tests used to measure
knowledge or proficiency
acquired through education, training, or experience.
Definition:
Aptitude Tests
Tests that measure an individual’s
aptitude or potential to perform a job
provided they are given proper training.
Definition:
Behavioural Interview, or
Behaviour Description Interview (BDI)
A series of job-related questions
that focus on
relevant past job-related behaviours.
Definition:
Construct Validity
The extent to which a selection tool
measures a theoretical construct or trait
deemed necessary to perform the job successfully.
Definition:
Content Validity
The extent to which a selection tool (such as a test)
adequately samples
the knowledge and skills needed to perform the job.
Definition:
Contrast, or
Candidate-Order Error
An error of judgement by the interviewer
because of their having interviewed on or more very good or very bad candidates
just before the interview in question.
Definition:
Criterion-Related Validity
The extent to which a selection tool
predicts or
significantly correlates with
important elements of work behaviour.
Definition:
Differential Validity
Confirmation that the selection tool
accurately predicts
the performance of all possible employee subgroups,
including - white males, women, visible minorities, persons with disabilities, and Aboriginal people.
Definition: Emotional Intelligence (EI) Tests
Tests that measure a person's ability to monitor their own emotions and the emotions of others and to use that knowledge to guide thoughts and actions.
Definition:
Halo Effect
In performance appraisal,
the problem that occurs when
a supervisor’s rating of an employee on one trait
biases the rating of that person on other traits.
Definition:
Intelligence (IQ) Tests
Tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical ability, speed of perception, spatial visualization, and word fluency.
Definition:
Interest Inventories
Tests that compare
a candidate’s interests
with those of people in various occupations.
Definition:
Management Assessment Centre
A comprehensive, systematic procedure
used to assess candidates’ management potential
that uses a combination of
realistic exercises, management games, objective testing, presentations, and interviews.
Definition:
Micro-assessment
A series of
verbal, paper based, or computer based questions and exercises
that a candidate is required to complete,
covering the range of activities required on the job for which they are applying.
Definition:
Mixed (semi-structured) Interview
Interview format that combines the structured and unstructured techniques.
Definition:
Multiple-Hurdle Strategy
An approach to selection involving a series of successive steps or hurdles.
Only candidates clearing the hurdle are permitted to move on to the next step.
Definition:
Must Criteria
Requirements that are
absolutely essential for the job,
include a measurable standard of acceptability,
or are absolute and can be screened initially on paper.
Definition:
Panel Interview
Interview where a group of interviewers question the applicant.
Definition:
Personality Test
Tests used to measure basic basic aspects of personality, such as introversion, stability, motivation, neurotic tendency, self-confidence, self-sufficiency, and sociability.
Definition:
Realistic Job Preview (RJP)
Strategy used to provide applicants with realistic information - positive and negative - about the
job demands,
organization’s expectations,
and work environment.
Definition:
Reliability
Degree to which interviews, tests and other selection procedures yield comparable data over time.
AKA
Degree of dependability, consistency, or stability of measures used.
Definition:
Selection Interview
Procedure designed to predict future job performance on the basis of applicant’s oral responses to oral inquiries.
Definition:
Selection Ratio
Ratio of the # of applicants hired to the total # of applicants. (# hired / total # applicants) x 100 = ?%
