I/o Psychology 5 "employment Selection And Testing"

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Rejection Letter

Back 1

A letter informing an applicant that he or she will not receive a job offer

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Drug Testing

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Test that indicates whether an applicant has recently used a drug

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Graphology

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A method of measuring personality by looking at the way a person

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Conditional reasoning test

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Test designed to reduce faking by asking test takers to select a statement or reason that best describes the statement

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Shrinkage

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The amount of goods lost by an organization as a result of theft, breakage or other loss

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Personality Based Integrity Test

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Measures personality traits thought to be related to antisocial behavior

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Overt Integrity Test

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Ask applicants attitudes towards theft and their previous theft history

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Voice Stress Analyzer

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Measure an individuals voice changes after being asked questions

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Polygraph

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An electronic test intended to determine honesty by measuring an individual's physiological changes after being asked a question

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Integrity test

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Predicts an applicants tendency to steal

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Vocational Counseling

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Help an individual choose and prepare for the most suitable career

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Strong Interest Inventory

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A popular interest inventory to help people choose careers

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Interest Inventory

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Designed to identity vocational areas in which an individual might be interested

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Objective tests

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Structured

Limit the response to a fixed answer

Scored via standardized keys

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Thematic Apperception Test

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Show pictures and tell stories; it measures various needs level

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A projective personality test

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Rorschach inkblot test

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Projective Test

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A subjective test; perform a unstructured task, such as drawings and pictures in which a psychologist analyses his/her responses

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Minnesota Multiphasic Personality Inventory

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The most widely used objective test for psychopathology

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Personality Inventory

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A Psychological assessment designed to measure various aspects of an applicants personality

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Hold out samples

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Double checks the accuracy of initial weights

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Derivation Samples

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A group of employees who were used in creating the initial weights for bio-data instruments

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Vertical Percentage Method

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Percentage of successful employees responding in a particular way minus the percentage of successful employees responding in the same way

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Criterion Group

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Division of groups based on the high and low scores on a particular criterion

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Questionnaire Approach

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Obtaining bio-data from questionnaire rather than on employees file

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Bio-data

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A method of selection involving application blanks that contains questions that research has shown will predict a job performance

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Business Game

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Is designed to simulate business and marketing activities that takes place in an organization

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Work Sample

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A method of selecting employees in which an applicant is asked to perform samples of actual job related tasks

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Simulation

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An excercise designed to place an applicant in a situation similar to the one that will be encountered on the job

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In Basket Technique

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An assessment center excercise designed to simulate the types of information that daily comes across a manager's or employees desk

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Assessment center

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A method of selecting employees in which applicants participate in several job related activities, at least one of which must be a simulation and are trained by several trained evaluators

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Physical Ability Test

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Measures an applicants level of physical Ability required for a job

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Psychomotor Ability

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Finger dexterity and motor coordination

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Perceptual Ability

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Measure of facility with such processes as spatial relations and form perception

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Wonderlic Personnel Test

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Most commonly used cognitive ability test

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Cognitive ability Test

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Test that measures the level of intelligence

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Cognitive ability

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Refers to knowledge and use of information such as math and grammar

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Job Knowledge Test

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A job that measures the amount of job related knowledge an applicant possesses

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Reliability

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The score from a test is consistent and free from error

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Negligent Reference

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An organization's failure to meet it's legal duty to supply relevant information to a prospective employer about a former employee's potential for legal trouble

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Corrected Validity

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A correlation coefficient that has been corrected for predictor and criterion reliability and for range restrictions

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Validity Coefficient

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The correlation between scores on a selection method and a measure of job performance

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Negligent hiring

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A situation in which an employee with a previous criminal records commits crime as a part of his or her employment

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Resume Fraud

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The intentional placement of untrue information on a resume

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Letter of Recommendation

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A letter expressing an opinion regarding an Applicants ability

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Reference

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The expression of an opinion either orally or through a written checklist regarding an Applicants ability

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Reference Check

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The process of confirming the accuracy of resume and job application information