Chapter 6 Flashcards
Selection
The process of choosing individuals who have relevant qualifications to fill existing or projected openings.
Reliability
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures.
Validity
The degree to which a test or selection procedure measures a person’s attributes
Video Resumes
Short video clips that highlight applicants’ qualifications beyond what they can communicate on their resumes.
Nondirective Interview
An interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant’s remarks.
Structured Interview
An interview in which a set of standardized questions having an established set of answers is used.
Situational Interview
An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it.
Behavioral Description Interview (BDI)
An interview in which an applicant is asked questions about what he or she actually did in a given situation.
Sequential Interview
A format in which a candidate is interviewed by multiple people, one right after another.
Panel Interview
An interview in which a board of interviewers questions and observes a single candidate.
Video Interview
Interviews conducted via videoconferencing or over the web.
Computer-Administered (Automated) Interview
Interviews in which the questions are administered to applicants via computers. The interviews can be conducted at the firm’s facilities, using kiosks, online or via phone.
Negligent Hiring
The failure of an organization to discover, via due diligence, that an employee it hired had the propensity to do harm to others.
Preemployment Test
An objective and standardized measure of a sample of behavior that is used to gauge a person’s knowledge, skills, abilities, and other characteristics (KSAOs) relative to other individuals. A process by which individuals are evaluated as they participate in a series of situations that resemble what they might need to handle on the job.
Assessment Center Test
A process by which managerial candidates are evaluated at an assessment center as they participate in a series of situations that resemble what they might need to handle on the job.
Criterion-Related Validity
The extent to which a selection tool predicts or significantly correlates with, important elements of work behavior.
Concurrent Validity
The extend to which applicants’ test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period.
Cross-Validation
Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population).
Content Validity
The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job.
Constructed Validity
The extent to which a selection tool measures a theoretical construct or trait.
Compensatory Model
A selection decision model in which a high score in one area can make up for a low score in another area.
Multiple Cutoff Model
A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions.
Multiple Hurdle Model
A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages.
