HR CH 6

Decision Making Strategies

Clinical Approach Statistical Approach

Initial Screening Methods

Cover Letters and Resume Internet Checks and Phone Screening Application Forms

Preemployment Tests

Job Knowledge Tests Work Sample Tests Assessment Center Tests Cognitive Ability Tests Biographical Data (Biodata) Tests Personality and Interest Inventories Polygraph Tests Honest and Integrity Tests Physical Ability Tests Medical Examinations Drug Tests

Types of Interviews

Nondirective Structured Situational Behavioral Description Sequential Panel

Post-Interview Screening

Reference Checks Background Checks Criminal Records Checks Credit Checks

Selection Process

Submission of Resume Completion of Application Interviews Reference and Background Checks Pre-Employment Tests Medical Exam/ Drug Test Hiring Decision

Sequential Interview

a format in which a candidate is interviewed by multiple people, one right after another

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

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

Panel Interview

an interview in which a board of interviewers questions and observes a single candidate1

Structured Interview

an interview in which a set of standardized questions having an established set of answers is used

Behavioral Description Interview (BDI)

an interview in which an applicant is asked questions about what he or she actually did in a given situation

Situational Interview

an interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it

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

Preemploymnet 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

Video Interviews

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 a firm's facilities, using kiosks, online or via phone

Statistical Approach

more objective, identifying the most valid predictors and weighting them using statistical methods

Clinical Approach

review all the data on the applicants, on the basis of their understanding of the job and the individuals who have been successful in that job

Video Resumes

short video clips that highlight applicants' qualifications beyond what they can communicate on their resumes

Validity

the degree to which a test or selection procedure measures a person's attributes

Reliability

the degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures

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

Construct Validity

the extent to which a selection tool measures a theoretical construct or traitq

Criterion-Related Validity

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

Predictive Validity

the extent to which applicants' test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite

Concurrent Validity

the extent to which the test scores of current employees correlate with job performance

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

Selection Ratio

the number of applicants compared with the number of people to be hired

Selection

the process of choosing individuals who have relevant qualifications to fill existing or projected job openings

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)