HR Test Ch. 6

personality

individual differences in characteristic patterns of thinking, feeling, and behaving

board interview

interview approach in which several of the firm's representatives interview a candidate at the same time

structured interview

interview in which the interviewer asks each applicant for a particular job the same series of job-related questions

unstructured interview

interview in which the job applicant is asked problem, open-ended questions

group interview

meeting in which several job applicants interact in the presence of one or more company respresentatives

realistic job preview (RJP)

method of conveying both positive and negative job information to an applicant in an unbiased manner

content validity

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

job-knowledge tests

tests designed to measure a candidate's knowledge of the duties of the job for which he or she is applying

genetic tests

tests given to identify predisposition to inherited diseases, including cancer, heart disease, neurological disorders, and congenital diseases

keywords

words or phrases that are used to search databases for resumes that match

selection testing

can be reliable and accurate means of selecting qualified candidates from a pool of applicants. but they are less successful in indicating the extent to which the individuals will be motivated to perform it, the will do.

objectivity

condition that is achieved when everyone scoring a given test obtains the same results

reliability

extent to which a selection test provides consistent results

validity

extent to which a test measures what it claims to measure

preliminary considerations

firms need to use tests in conjunction with other selection tools such as reference checks and interviews.

stress interview

form of interview in which the interviewer intentionally creates anxiety

norm

frame of reference for comparing an applicant's performance with that of others

situational interview

gives interviewers better insight into how candidates would perform in the work environment by creating hypothetical situations candidates would be likely to encounter on the job and asking them how much they would handle them.

resume

goal-directed summary of a persons experience, education, and training developed for use in the selection process

employement interview

goal-oriented conversation in which the interviewer and applicant exchange information

preliminary screening

in employee selection, a review to eliminate those who obviously do not meet the position's requirements

negligent hiring

liability a company incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm

organizational fit

management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system

selection ratio

number of people hired for a particular job compared to the number of qualified individuals in the applicant pool

applicant pool

number of qualified applicants recruited for a particular job

Selection

process of choosing from a group of applicants the individual best suited for a particular position and the organization

keyword resumes

resume that contains an adequate description of the job seekers characteristics and industry-specific experience presented in keyword terms in order to accommodate the computer search process.

assessment center

selection technique that requires individuals to perform activities similar to those they might encounter in an actual job

personality tests

self-reported measures of traits, temperaments, or dispositions

behavioral interview

structured interview in which applicants are asked to relate actual incidents from their past relevant to the target job

criterion-related validity

test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal

construct validity

test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job

work-sample tests

tests that acquire an applicant to perform a task or set of tasks representative of the job

cognitive ability test

tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability

standardization

uniformity of the procedures and conditions related to administering tests

graphoanalysis

use of handwriting analysis as a selection factor

reference checks

validation from individuals who know the applicant that provide additional insight into the information furnished by the applicant and verification of its accuracy.

aptitude test

a test of how well a person can learn or acquire skills or abilities

achievement tests

a test of current knowledge and skills