Flashcards in Chapter 5 - Selection Deck (32)
the process of
choosing among individuals who have been recruited
to fill existing or projected job openings
Tests used to measure
knowledge or proficiency
acquired through education, training, or experience.
Tests that measure an individual's
aptitude or potential to perform a job
provided they are given proper training.
Behavioural Interview, or
Behaviour Description Interview (BDI)
A series of job-related questions
that focus on
relevant past job-related behaviours.
The extent to which a selection tool
measures a theoretical construct or trait
deemed necessary to perform the job successfully.
The extent to which a selection tool (such as a test)
the knowledge and skills needed to perform the job.
An error of judgement by the interviewer
because of their having interviewed on or more very good or very bad candidates
just before the interview in question.
The extent to which a selection tool
significantly correlates with
important elements of work behaviour.
Confirmation that the selection tool
the performance of all possible employee subgroups,
including - white males, women, visible minorities, persons with disabilities, and Aboriginal people.
Emotional Intelligence (EI) Tests
Tests that measure a person's
ability to monitor
their own emotions and
the emotions of others
and to use that knowledge to guide thoughts and actions.
In performance appraisal,
the problem that occurs when
a supervisor's rating of an employee on one trait
biases the rating of that person on other traits.
Intelligence (IQ) Tests
Tests that measure general intellectual abilities, such as
speed of perception,
and word fluency.
Tests that compare
a candidate's interests
with those of people in various occupations.
Management Assessment Centre
A comprehensive, systematic procedure
used to assess candidates' management potential
that uses a combination of
realistic exercises, management games, objective testing, presentations, and interviews.
A series of
verbal, paper based, or computer based questions and exercises
that a candidate is required to complete,
covering the range of activities required on the job for which they are applying.
Mixed (semi-structured) Interview
Interview format that combines the structured and unstructured techniques.
An approach to selection involving a series of successive steps or hurdles.
Only candidates clearing the hurdle are permitted to move on to the next step.
Requirements that are
absolutely essential for the job,
include a measurable standard of acceptability,
or are absolute and can be screened initially on paper.
Interview where a group of interviewers question the applicant.
Tests used to measure basic basic aspects of personality, such as
Realistic Job Preview (RJP)
Strategy used to provide applicants with realistic information - positive and negative - about the
and work environment.
Degree to which interviews, tests and other selection procedures yield comparable data over time.
Degree of dependability, consistency, or stability of measures used.
Procedure designed to predict future job performance on the basis of applicant's oral responses to oral inquiries.
Ratio of the # of applicants hired to the total # of applicants. (# hired / total # applicants) x 100 = ?%
Series of job-related questions that focus on how the candidate would behave in a given situation.
Tests where candidates are presented with hypothetical situations (representative of the job for which they are applying) and are evaluated on their responses.
A more objective technique used to determine whom the job should be offered to.
Involves identifying he most valid predictors and weighing them through statistical methods, such as multiple regression.
Interview following a set sequence of questions.
Unstructured, conversational style interview. The interviewer pursues points of interest as they come up in response to questions.