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Glossary of Human Resource Mgmt 11th Ed. Chapter 8

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Behavioral interview
Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
Cognitive ability tests
Tests that measure an individual’s thinking, memory, reasoning, verbal, and mathematical abilities.
Expatriate
Citizen of one country who is working in a second country and employed by an organization headquartered in the first country.
Host-country national
Citizen of one country who is working in that country and employed by an organization headquartered in a second country.
Negligent hiring
Occurs when an employer fails to check an employee’s background and the employee injures someone.
Negligent retention
Occurs when an employer becomes aware that an employee may be unfit for employment, continues to employ the person, and the person injures someone.
Non-directive interview
Interview that uses questions developed from the answers to previous questions.
Panel interview
Interview in which several interviewers meet with the candidate at the same time.
Person-organization fit
The congruence between individuals and organizational factors.
Person/job fit
Matching the KSAs of people with the characteristics of jobs.
Physical ability tests
Tests that measure an individual’s abilities such as strength, endurance, and muscular movement.
Placement
Fitting a person to the right job.
Predictors
Measurable or visible indicators of a selection criterion.
Psychomotor tests
Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
Realistic job preview (RJP)
Process through which a job applicant receives an accurate picture of a job.
Selection
Process of choosing individuals with qualifications needed to fill jobs in an organization.
Selection criterion
Characteristic that a person must have to do a job successfully.
Situational interview
Structured interview composed of questions about how applicants might handle specific job situations.
Situational judgment tests
Tests that measure a person’s judgment in work settings.
Stress interview
Interview designed to create anxiety and put pressure on applicants to see how they respond.
Structured interview
Interview that uses a set of standardized questions asked of all job applicants.
Team interview
Interview in which applicants are interviewed by the team members with whom they will work.
Third-country national
Citizen of one country who is working in a second country and employed by an organization headquartered in a third country.
Work sample tests
Tests that require an applicant to perform a simulated job task.

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