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25 Cards in this Set
- Front
- Back
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The process of choosing individuals with the correct qualifications needed to fill jobs in an organization.
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Selection
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Fitting a person to the right job.
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Placement
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Matching the KSAs of individuals with the characteristics of jobs.
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Person/job fit
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The congruence between individuals and organizational factors.
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Person/organization fit
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Job candidates are attracted to and selected by firms where similar types of individuals are employed and individuals who are different quit their jobs to work elsewhere.
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Attraction-selection-attrition (ASA) theory
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Characteristic that a person must possess to successfully perform work.
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Selection criterion
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Measurable or visible indicators of selection criteria.
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Predictors of selection criteria
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Index number that fives the relationship between a predictor variable and criterion variable.
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Correlation coefficient
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Measured when an employer tests current employees and correlates the scores with their performance ratings.
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Concurrent validity
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Measured when test results of applicants are compared with subsequent job performance.
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Predictive validity
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Process through which a job applicant receives an accurate picture of a job.
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Realistic job preview
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Tests that measure an individual's thinking, memory, reasoning, verbal, and mathematical abilities.
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Cognitive ability tests
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Tests that measure an individual's abilities such as strength, endurance, and muscular movement.
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Physical ability test
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Tests that measure dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
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Psychomotor tests
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Tests that require an applicant to perform a simulated task that is a specified part of the target job.
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Work sample tests
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Tests that measure a person's judgement in work settings.
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Situational judgement tests
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Interview that uses a set of prepared, job-related questions that are asked of all applicants.
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Structured interview
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Interview in which applicants give specific examples of how they have performed a certain task or handled a problem in the past.
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Behavioral interview
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Structured interview that contains questions about how applicants might handle specific job situations.
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Situational interview
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Interview designed to create anxiety and put pressure on applicants to see how they respond.
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Stress interview
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Interview that uses questions developed from the answers to previous questions.
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Nondirective interview
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Interview in which several interviewers meet with candidate at the same time.
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Panel interview
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Interview in which applicants are interviewed by the team members with whom they will work.
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Team interview
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Occurs when an employer fails to check an employee's background and the employee injures someone on the job.
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Negligent hiring
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Occurs when an employer becomes aware that an employee may be unfit for work but continues to employ the person,a nd the person injures someone.
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Negligent retention
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