Chapter 7

Question 1

Validity

Answer 1

The accuracy which a predictor measures what is intended to measure

Question 2

Realistic job preview

Answer 2

(RIP) A strategy used to provide applicants with realistic information – but positive and negative - about the job demands, the organizations expectations, and the work environment by providing potential employees with a chance to work the actual job in a real or simulated environment for a relatively short time

Question 3

Achievement test

Answer 3

Tests used to measure knowledge or proficiency acquired through education training or experience

Question 4

Structured interview

Answer 4

An interview following a set of sequence questions

Question 5

Intelligence tests

Answer 5

(IQ) tests that measure general intellectual abilities, such as verbal comprehension, inductive reasoning, memory, numerical abilities, speed of perception, spatial visualization, and word fluency

Question 6

Contrast or candidate order error

Answer 6

An error of judgment in which the order of applicants are seen affect how they are rated on the part of the interview

Question 7

Selection

Answer 7

The process by which recruited applicants are screen, evaluating, and assessed until a final hire decision is made out of the applicant pool secured in the recruitment phase

Question 8

Micro assessment

Answer 8

Series of verbal, paper-based, or computer base questions and exercises that a candidate is required to complete, covering the range of activities required on the job for which they are applying

Question 9

Negligent hiring

Answer 9

Hiring workers with questionable backgrounds, ignoring concerns that indicate a higher likelihood for issues or workplace accidents

Question 10

Personality tests

Answer 10

Instrument used to measure basic aspects of personality, such as introversion, stability consciousness, neurotic tenancy, self-confidence, and sociability.

Question 11

Mixed interview

Answer 11

(Semi-structured) An interview format that combines the structured an unstructured techniques

Question 12

Multiple hurdle strategy

Answer 12

An approach to selection involving a series of successive steps or hurdles. Only candidates clearing the hurdle are permitted to move onto the next step.

Question 13

Reliability

Answer 13

The degree to which interviews, tests, and other selection procedures yield comparable data over time. In other words, the degree of dependability, consistency, or stability of the measures used.

Question 14

Aptitude test

Answer 14

Tests that measure an individuals attitude or potential to perform a job once given proper training

Question 15

Differential validity

Answer 15

Confirmation that the selection tool accurately predict the performance of all possible employee sub groups, including women, visible minorities, persons with disabilities, and indigenous peoples

Question 16

Content validity

Answer 16

The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform the job

Question 17

Assessment center

Answer 17

A comprehensive, systematic, procedure used to assess candidates potential that uses a combination of realistic exercises, games, objective testing, presentations, and interviews

Question 18

Panel interview

Answer 18

An interview that involves candidate being interviewed simultaneously by a group or panel of interviewers, including an HR representative, the hiring manager, and potential coworkers, superiors, or reporting employees

Question 19

Behavior description interview

Answer 19

(BDI) A series of job related questions that focus on relevant past job related behaviors, based on the assumption that past behavior is good predictor of future behavior.

Question 20

Criterion related validity

Answer 20

The extent to which a selection tool predicts or significantly correlates with important elements of work behavior

Question 21

Behavioral interview

Answer 21

A series of job related questions to focus on relevant past job related behaviors, based on the assumption that past behavior is a good predictor of future behavior.

Question 22

Statistical strategy

Answer 22

A more objective technique used to determine whom the job should be offered to involves identifying the most valid predictors and waiting them through statistical methods, such as multiple regression.

Question 23

Must criteria

Answer 23

Requirements that are absolutely essential for the job, including a measurable standard of acceptability.

Question 24

Selection ratio

Answer 24

The ratio of the number of applicants hired to the total number of applicants

Question 25

Mass interview

Answer 25

An interview process in which a panel of interviews pose a problem to be solved and then observe which candidates take the lead in formulating an answer.

Question 26

Want Criteria

Answer 26

Those criteria that represents qualifications that cannot be screened on paper or are not readily measurable, as well as those that are highly desirable but not critical.

Question 27

Emotional intelligence tests

Answer 27

(EI) Tests that measure a persons ability to monitor their own emotions and emotions of others and to use that knowledge to guide thoughts and actions.

Question 28

Unstructured interview

Answer 28

An unstructured, conversational style interview. The interviewer pursues points of interest as they come up in response to questions.

Question 29

Interrater reliability

Answer 29

The extent to which there is an agreement between two or more Raters

Question 30

Situational interview

Answer 30

A series of job related questions to focus on the individuals ability to project or Hypothesize what their future behavior would be in a given situation.

Question 31

Selection interview

Answer 31

A procedure designed to predict future job performance on The basis of applicants oral responses to oral inquiries

Question 32

Halo effect

Answer 32

A positive initial impression that distorts and interviews rating of a candidate because subsequent information was judged with a positive bias.

Question 33

Construct validity

Answer 33

The extent to which a selection tool accurately measures a theoretical construct or trade deemed necessary to perform the job successfully.

Question 34

Interest inventory

Answer 34

Tests that compare candidates interests with those of people in various occupations