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MGT 4610-Chapter 6-Selection


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The process of choosing from a group of applicants those individuals best suited for a particular position and organization
The number of people hired for a particular job compared to the total number of individuals in the applicant pool
Selection ratio
Uniformity of the procedures and conditions related to administering tests
The condition that is achieved when all individuals scoring a given test obtain the same results.
A frame of reference for comparing an applicant's performance with that of others.
The extent to which a selection test provides conssitent results.
The extent to which a test measures what it purports to measure.
A test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal.
Criterion-related validity
A validation method in which test scores and critierion data are obtianed at essentially the same time.
Concurrent Validity
A validation method that involves administering a selection test and later obtaining the criterion information.
Predictive Validity
A test validation method whereby a person performs certain tasks that are actual samples of the kind of work a job requires or completes a paper-and-pencil test that measures relevant job knowledge.
Content Validity
A test validation method to determine whether a selection test measures certain traits or qualities that have been identified as important in performing a particular job.
Construct Validity
Tests that measure an individual's ability to learn as well as to perform a job
Cognitive aptitude tests
Aptitude tests that measure strength, coordination, and dexterity.
Psychomotor abilities tests
Tests designed to measure a candidate's knowledge of the duties of the job for which he or she is applying
Job knowledge tests
Test requiring the identification of a task or set of tasks that are representative of a particular job.
Work Sample tests
A method of determining the occupation in which a person has the greatest interest and from which the person is most likely to receive satisfaction
Vocational interest tests
Test that can determine whether a person carries the gene mutation for certain diseases, inlcuding heart disease, colon cancer, breast cancer, and Huntington's disease.
Genetic Testing
A goal-oriented conversation in which an interviewer and an applicant exchange information.
Employment interview
Interview in which applicants are interviewed by the team members with whom the will work
Team interview
Name one profession where there is a prominent use of team interviews
Fire service
Management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system
Organizational fit
A meeting with a job applicant during which the interviewer asks probing, open-ended questions
Unstructured interview
A process in which an interviewer consistently presents the same series of job-related questions to each applicant for a particular job.
Structured interview
A structured interview where applicants are asked to relate actual incidents from their past relevant to the target job.
Behavioral interview
A meeting in which several job applicants interact in the presence of one company representatives.
Group interview
A meeting in which several representatives of a company interview several candidates at the same time
Mass interview
Interview in which several interviewers meet with a candidate at the same time
Panel interview
A meeting in which several representatives of a company interview a candidate in one or more sessions
Board interview
A form of interview that intentionally creates ansxiety to determine how a job applicant will react in certain types of situations
Stress interview
A method of conveying both positive and negative job information to an applicant in an unbiased manner.
Realistic job preview (RJP)
A selection technique used to identify and select employees for positions in the organization that requires individuals to perform activities similar to those they might encounter in an actual job.
Assessment center
A way to gain additional insight into the information provided by an applicant and to verify the accuracy of the information provided.
Reference checks
The liability an employer incurs when it does not reasonably investigate an applicant's background and then assigns a potentially dangerous person to a position where he or she can inflict harm
Negligent hiring
When a company keeps persons on the payroll whose records indicate strong potential for wrongdoing
Negligent retention
When a former employer fails to offer a warning about a particularly severe problem with a past employee
Negligent referral
What method of interview may be the most economically feasible way to exchange information with applicants in distant locations
Telephone interview
More and more firms are using Internet technology in their recruitment and selection efforts thus resulting in an increase in the use of what type of interview
Virtual Job interview
Many people in the United States view handwriting analysis in the same context as psychic readings or astrology.
Graphoanalysis (handwriting analysis)
The internet is increasingly being used to test various skills required by applicants
Internet testing
Name at least 3 things that make up the typical content of an employment interview
Occupational experience, Academic achievement, Interpersonal skills, personal qualities, and Organizational fit
These types of interview questions pose a hypothetical job situation to determine what the applicant would do in that situation
Situational questions
These types of interview questions probe the applicant's job-related knowledge
Job knowledge questions
These types of interview questions involve situations in which an applicant may be actually required to perform a sample task from the job.
Job-sample simulation questions
These types of interview questions seek to determine the applicant's willingness to conform to the requirements of the job
Worker requirements questions
What are the four ways to scale data in the social sciences?
Nominal, ordinal, interval, and ratio
This scale for measurement is for mutual exclusive, but not ordered, categories
Nominal Scale
Gender or ethnicity would be measured what type of measurement scale?
Nominal Scale
This scale for measurement is one where the order matters but not the difference between values
Ordinal scale
Listing candidates in order of preference is an example of what type of measurement scale?
Ordinal Scale
This scale for measurement is a measurement where the difference between two values is meaningfull
Interval scale
Temperature is an example of what type of measurement scale?
Interval Scale
Most personality inventory scores are measured using what type of measurement scale?
Interval Scale
This scale for measurement has all the properties of an interval variable, but also has a clear definition of 0.0
Ratio Scale
Annual income is measured using what type of measurement scale?
Ratio Scale
In this type of employment interview, the applicant meets one-on-one with an interviewer
Name 3 things that an effective and comprehensive background investigation will include for examination and verification?
Previous employment, education, personal references, criminal history, driving record, civil litigation, workers' compensation history, credit history, and Social Security number
The act was amended in 1997 and places new obligations on employers who use certain information brought to light through background investigations
This act severely limited the use of polygraph tests in the private sector
The Employee Polygraph Protection Act of 1988
Tests that measure an individual's abilities such as strength, endurance and muscular movement
Physical ability tests
Tests that measure dexterity, hand-eye coordination, and arm-hand steadiness, and other factors
Psychomotor tests
Tests that measure a person's judgement in work settings
Situational judgement tests
Approach to combining predictors where a minimum cutoff score is set on each preditor, and each minimum level must be passed
Multiple hurdles
Approach to combining predictors where scores from individuals predictors are added together and combined into an overall score, thus allowing a higher score on one predictor to offset, or compensate for, a lower score on another.
Compensatory approach
If an individual follows an employers application procedure, they have expressed interest in a particular position and the employer takes steps to fill a particular job that individual is known as what?
An Applicant
Reliability within the same interviewer
Intra-rater reliability
This act prohibits the use of polygraphs for pre-employment screening purposes by most employers
EPPA or Employee Polygraph Protection Act
A mechanical device that measures a person's galvanic skin response, heart rate and breathing rate.
Polygraph test
Under this act a government employer must have a signed release from a person before it can give information about that person to someone else
Federal Privacy Act of 1974
The Immigration Reform and Control Act of 1986, as revised in 1990, requires that within _____ hours of hiring, an employer must determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien
This act prohibits the use of pre-employment medical exams, except for drug tests, until a job has been conditionally offered
ADA and American's with Disabilities Act
Reliability between or across different interviewers
Inter-rater reliability
When an interviewer allows a prominent positive characteristic to overshadow other evidence
Halo effect
When unfavorable information about an applicant is the biggest factor considered in interviewers' decisions about overall suitability
Negative emphasis
Refers to when interviewers decide whether an applicant is suitable for the job within the first two to four minutes of the interview, and spend the balance of the interview looking for evidence to support their decision
Snap judgements
When a interviewer allows a negative characteristic to overshadow other evidence
Horn effect
The sending of recruiters out into the field--college campuses, meetings of professional associations, and the like--to locate prospective employees
Field recruiting
The extent to which selection or appraisal standards are relevant to performance on the job
Job relatedness
Invisible barrier to lateral mobility confronting women and minorities
Glass wall
Legislation requiring employers of four or more workers to hire only U.S. citizens and aliens authorized to work in the United States
Immigration Reform and Control Act
An application from in which some items that are judged important are given more predictive weight than others
Weighted application form
When women and minorities are promoted to higher level positions but to positions of limited power and relevance
Glass elevator

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