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36 Cards in this Set
- Front
- Back
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Selection
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The process of choosing individuals who have relevant qualifications to fill existing or projected job openings
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Person-job fit
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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
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Person-organization fit
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Matching the value and cultures of the organization to the person
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Reliability
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The degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures
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Validity
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The degree to which a test or selection procedure measures a person's attributes
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Criterion-related validity
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The extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior; two types are concurrent and predictive
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Concurrent validity
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The extent to which test scores match crieterion data obtained at about the same time from current employees
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Predictive validity
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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
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Cross-validation
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Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population)
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Correlational methods
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Used to determine the relationship between predictor information such as test scores and criterion data
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Validity generalization
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The extent to which validity coefficients can be generalized across situations
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Content validity
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The extent to which a selection instrument adequately samples the knowledge and skills needed to perform a particular job
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Construct validity
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The extent to which a selection tool measures a theoretical constrct or trait (intellgience, anxiety, etc.)
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Application Forms
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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 |
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Biographical information blanks
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Cover such issues as familty life, hobbies, club memberships, sales experience, and investments; can be scored
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Background investigations
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Include SS verificaiton, past employment and education verification, and criminal records check.
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Graphology
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A term that refers to a variety of systems of handwriting analysis, is used by some employers to make employment decisions
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Employment Test
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An objective and standardized measure of a sample of behavior that is used to gauge a person's KSAOs in relation to other individuals
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Aptitude Tests
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Measures of a person's capacity to learn or acquire skills
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Achivement Tests
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Measures of what a person knows or can do right now
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Cognitive ability tests
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Measure mental capabilities such as general intelligence, verbal fluency, numerical ability, and reasoning.
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Personality and Interest Inventories
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Measure disposition and temperament; Big Five Factors:
1. Extroversion 2. Agreeableness 3. Conscientiousness 4. Neuroticism 5. Openness to experience |
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Job knowledge tests
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Designed to measure a person's level of understanding about a particular job
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Nondirective interview
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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
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Structured interview
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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
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Situational interview
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An interview in which an applicant is given a hypothetical incident and asked how she or she would respond to it
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Behavioral description interview (BDI)
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An interview in which an applicant is asked questions about what he or she actually did in a given situation
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Panel interview
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An interview in which a board of interviewers questions and observes a single candidate
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Ten ground rules for interviews
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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 |
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Two factors an employer is interested in
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1. Can-do- include knowledge, skills and aptitude
2. Will-do- include motivation, interest, and other personality characteristics |
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Clincial approach to decision
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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
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Statistical appraoach
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Involves identifying the most valid predictors and weighting them through statistical methods such as multiple regression
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Compensatory model
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A selection decision model in which a high score in one area can make up for a low score in another area
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Multiple cutoff model
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A selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions
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Multiple hurdle model
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A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages
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Selection ratio
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The number of applicants compared with teh number of people to be hired
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