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36 Cards in this Set

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  • Back
The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
Person-job fit
By identifying competencies through job analysis, managers can then use selcteciton methods such as interviews, references, etc. to measure KSAOs against competenices required for job
Person-organization fit
Matching the value and cultures of the organization to the person
The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
The degree to which a test or selection procedure measures a person's attributes
Criterion-related validity
The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior; two types are concurrent and predictive
Concurrent validity
The extent to which test scores match crieterion data obtained at about the same time from current employees
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 period of time
Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)
Correlational methods
Used to determine the relationship between predictor information such as test scores and criterion data
Validity generalization
The extent to which validity coefficients can be generalized across situations
Content validity
The extent to which a selection instrument adequately samples the knowledge and skills needed to perform a particular job
Construct validity
The extent to which a selection tool measures a theoretical constrct or trait (intellgience, anxiety, etc.)
Application Forms
Fairly quick and systematic means of obtaining a variety of information about an applicant; typically includes:
application date, educational background, experience, criminal history, country of citizenship, references, and disabilities
Biographical information blanks
Cover such issues as familty life, hobbies, club memberships, sales experience, and investments; can be scored
Background investigations
Include SS verificaiton, past employment and education verification, and criminal records check.
A term that refers to a variety of systems of handwriting analysis, is used by some employers to make employment decisions
Employment Test
An objective and standardized measure of a sample of behavior that is used to gauge a person's KSAOs in relation to other individuals
Aptitude Tests
Measures of a person's capacity to learn or acquire skills
Achivement Tests
Measures of what a person knows or can do right now
Cognitive ability tests
Measure mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning.
Personality and Interest Inventories
Measure disposition and temperament; Big Five Factors:
1. Extroversion
2. Agreeableness
3. Conscientiousness
4. Neuroticism
5. Openness to experience
Job knowledge tests
Designed to measure a person's level of understanding about a particular job
Nondirective interview
An interview in which the applicant is allowed the maximum amoutn of freedom in determing the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks
Structured interview
An interview in which a set of standardized quesiton s have an established set of answers in used; the two types are situational and behavioral description interview
Situational interview
An interview in which an applicant is given a hypothetical incident and asked how she or she would respond to it
Behavioral description interview (BDI)
An interview in which an applicant is asked questions about what he or she actually did in a given situation
Panel interview
An interview in which a board of interviewers questions and observes a single candidate
Ten ground rules for interviews
1. Establish an interview plan
2. Establish and maintain rapport
3. Be an active listener
4. Pay attention to nonverbal cues
5. Provide information as freely and honestly as possible
6. Use questions effectively
7. Separate facts from inferences
8. Recognize biases and stereotypes
9. Control the course of the interview
10. Standardize the questions asked
Two factors an employer is interested in
1. Can-do- include knowledge, skills and aptitude
2. Will-do- include motivation, interest, and other personality characteristics
Clincial approach to decision
Those making the selection decision review all the applicant data; then, on the basis of their understanding of the job and the individuals who have been successful in that job, they make a decision
Statistical appraoach
Involves identifying the most valid predictors and weighting them through statistical methods such as multiple regression
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
Selection ratio
The number of applicants compared with teh number of people to be hired