29971454
Description
Flashcards by Taylor Bentley, updated more than 1 year ago
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Created by Taylor Bentley
about 3 years ago
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| Question | Answer |
| Selection | The process of choosing individuals who have relevant qualifications to fill existing or projected job openings |
| Reliability | The degree to which interviews, tests and other selection procedures yield comparable data over time |
| Validity | The degree to which a test or selection procedure measures a person's attributes |
| Video Resumes | Short video clips that highlight applicants qualifications beyond what they can communicate on their resume |
| Nondirective Interview | An interview where the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the remarks |
| Structural Interview | An interview where a set of standardized questions with an established set of answers is used |
| Situational Interview | An interview where an applicant is given a hypothetical incident and asjed how they would respond |
| Behavioural Description Interview (BDI) | An interview where an applicant is asked questions about where she did in a given situation |
| Sequential Interview | A format in which a candidate is interviewed by multiple people, one right after another |
| Preemployment Test | An objective and standardized measure of a samle of behaviour that is used to guage a persons KSAOs relative to other individuals |
| Assessment Centre | A process by which individuals are evaluted as they participate in a series of situations that resemble what they might need to handle the job |
| Criterion-Related Validity | The extent a selection tool predicts or correlates with, important elements of work behaviour |
| Concurrent Validity | The extent test scores match criterion 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 after they have been on the job for an indefinite amount of time |
| Cross-Validation | Verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population) |
| Content Validity | The extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job |
| Construct Validity | The extent to which a selection tool measures a theoretical construct or trait |
| 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 a 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 subsquent stages |
| Selection Ratio | The number of applicants commpared to the number of people to be hired |
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