Iop Quiz 2

Front 1

– abilities involving such dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning and general learning.

Back 1

Cognitive Ability

Front 2

– tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant

Back 2

Cognitive Ability Tests

Front 3

– cognitive ability test that is most commonly used in industry. Takes only 12 minutes to administer and can be given in a group.

Back 3

Wonderlic Personnel Test

Front 4

– measure of facility with such processes as spatial relations and form perceptions

Back 4

Perceptual Ability

Front 5

–measure of facility with such processes as finger dexterity and motor coordination

Back 5

Psychomotor Ability

Front 6

– measure an applicant’s level of physical ability required for a job.

Back 6

Physical Ability tests

Front 7

Physical ability can be measured in one of two ways:

Back 7

Job simulations and Agility test

Front 8

– the applicant performs actual job-related tasks. These are excellent selection tools as they directly relate to job tasks and have content validity.

Back 8

Work Samples

Front 9

– 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 rated by several trained evaluators.

Back 9

Assessment Centers

Front 10

– the real backbone of the assessment center as they enable assessors to see an applicant “in action”. It should be based on job-related behaviors and should be reasonably realistic. In-basket

Back 10

Simulations

Front 11

– an exercise designed to simulate the types of information that daily come across a managers or employee’s desk in order to observe the applicant’s responses to such information. During the assessment center, examples of job-related paperwork are placed in a basket, and the job applicant is asked to go through the basket and respond to the paperwork as if he were actually on the job

Back 11

Technique

Front 12

– applicants meet in small group with no leader appointed, and are given a job-related problem to solve or a job-related issue to discuss.

Back 12

Leaderless Group Discussions

Front 13

– exercises that allow the applicant to demonstrate such attributes as creativity, decision making and ability to work with others. It is designed to simulate business and marketing activities that takes place in the organization.

Back 13

Business Games

Front 14

– a method of selectioninvolving application blanks or questionnaires containing questions that research has shown will predict job performance. Each questions receives a weight that indicates how well it differentiates poor from good performers.

Back 14

Biodata

Front 15

– a psychological assessment designed to measure various aspects of an applicant personality

Back 15

Personality Inventory

Front 16

five main personality dimensions

Back 16

Openness to Experience

Conscientiousness

Extraversion

Agreeableness

Neuroticism/ Emotional Stability

Front 17

(bright, inquisitive)

Back 17

Openness to Experience

Front 18

(reliable, dependable)

Back 18

Conscientiousness

Front 19

(outgoing, friendly)

Back 19

Extraversion

Front 20

(works well with others, team player)

Back 20

Agreeableness

Front 21

(not anxious, tense)

Back 21

Neuroticism/ Emotional Stability

Front 22

– a psychological test designed to identify vocational areas in which an individual might be interested.

Back 22

Interest Inventory

Front 23

– the process of helping an individual choose and prepare for the most suitable career.

Back 23

Vocational Counseling

Front 24

– also called an “honesty test”; a psychological test designed to predict an applicant’s tendency to steal.

Back 24

Integrity Tests

Front 25

– an electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions

Back 25

Polygraph

Front 26

– An electronic test to determine honesty by measuring an individual‘s voice changes after being asked questions

Back 26

Voice stress analyzer

Front 27

– a type of honesty test that asks questions about applicant’s attitude toward theft and their previous theft history.

Back 27

Overt integrity tests

Front 28

– a type of honesty test that measures personality traits thought to be related to antisocial behavior.

Back 28

Personality-based integrity test

Front 29

– running ads in periodicals such as local newspapers or professional journals is a common method of recruiting employees

Back 29

Media Advertisement

Front 30

Types of media advertisements

Back 30

-Respond by calling ads

-Apply in person ads

-Send resume ads

-Blind box ads

Front 31

– a method of recruitment in which a current employee refers a friend or a family member for a job.

Back 31

Employee Referral

Front 32

– a method of recruitment in which an organization sends out mass mailings of information about job openings to potential applicants.

Back 32

Direct Mail

Front 33

– a recruitment method in which several employers are available at one location so that many applicants can obtain information at one time.

Back 33

Job Fair

Front 34

– A method of recruitment in which job applicants are told both the positive and negative aspects of a job.

Back 34

Realistic Job Preview

Front 35

– extent to which a score from a selection measure is stable and free from error

Back 35

Reliability

Front 36

– two forms of the same tests are administered.

Back 36

Alternate form reliability

Front 37

– designed to eliminate any effect that taking one form of the test first may have on scores on the second form

Back 37

Counter-balancing

Front 38

– same or similar score

Back 38

“form stability”

Front 39

– consistency with which an applicant responds to items measuring a similar dimension or construct

“item stability”

Back 39

Internal reliability

Front 40

– do items measure the same things or different constructs

Back 40

“item homogeneity”

Front 41

“interrater reliability”

Back 41

Score reliability

Front 42

– degree to which inferences from scores on`tests or assessments are justified by the evidence

Back 42

Validity

Front 43

– extent to which test items sample the content that they are supposed to measure

Back 43

Content validity

Front 44

– extent to which a test score is related to some measure of job performance

Back 44

Criterion validity

Front 45

– test given to employees who are on the job and correlated with current performance

Back 45

Concurrent validity design

Front 46

– administered to job applicants then compared to future measure of job performance

Back 46

Predictive validity design

Front 47

– extent to which a test found valid in one location is valid for the same job in a different location

Back 47

“validity generalization”

Front 48

– extent to which a test actually measures the construct it purports to measure

Back 48

Construct validity

Front 49

- extent to which a test appears to be job related

Back 49

Face validity

Front 50

– applicants are rank ordered on the basis of their test scores

Back 50

Unadjusted Top-down selection

Front 51

– relationship between a low score on one test can be compensated for by a high score on another

Back 51

Compensatory approach

Front 52

– names of the top 3 scorers will be deliberated on based on the immediate needs of the employer

Back 52

Rule of 3 (or 5)

Front 53

– organization determines the lowest score on a test that is associated with acceptable performance on the job

Back 53

Passing score

Front 54

– hire top test scorers while allowing flexibility for affirmative action - is the point difference highly significant?

Back 54

Banding

Front 55

Preparing the reader for what is to come

Back 55

Priming

Front 56

Early impressions are most important

Back 56

Primacy

Front 57

The list should not be longer than 7 times

Back 57

Short-term memory limits