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57 Cards in this Set
- Front
- Back
– abilities involving such dimensions as oral and written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning and general learning. |
Cognitive Ability |
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– tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant |
Cognitive Ability Tests |
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– cognitive ability test that is most commonly used in industry. Takes only 12 minutes to administer and can be given in a group. |
Wonderlic Personnel Test |
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– measure of facility with such processes as spatial relations and form perceptions |
Perceptual Ability |
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–measure of facility with such processes as finger dexterity and motor coordination |
Psychomotor Ability |
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– measure an applicant’s level of physical ability required for a job. |
Physical Ability tests |
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Physical ability can be measured in one of two ways: |
Job simulations and Agility test |
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– the applicant performs actual job-related tasks. These are excellent selection tools as they directly relate to job tasks and have content validity. |
Work Samples |
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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 rated by several trained evaluators. |
Assessment Centers |
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– 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 |
Simulations |
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– 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 |
Technique |
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– 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. |
Leaderless Group Discussions |
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– 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. |
Business Games |
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– 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. |
Biodata |
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– a psychological assessment designed to measure various aspects of an applicant personality |
Personality Inventory |
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five main personality dimensions |
Openness to Experience Conscientiousness Extraversion Agreeableness Neuroticism/ Emotional Stability |
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(bright, inquisitive) |
Openness to Experience |
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(reliable, dependable) |
Conscientiousness |
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(outgoing, friendly) |
Extraversion |
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(works well with others, team player) |
Agreeableness |
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(not anxious, tense) |
Neuroticism/ Emotional Stability |
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– a psychological test designed to identify vocational areas in which an individual might be interested. |
Interest Inventory |
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– the process of helping an individual choose and prepare for the most suitable career. |
Vocational Counseling |
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– also called an “honesty test”; a psychological test designed to predict an applicant’s tendency to steal. |
Integrity Tests |
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– an electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions |
Polygraph |
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– An electronic test to determine honesty by measuring an individual‘s voice changes after being asked questions |
Voice stress analyzer |
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– a type of honesty test that asks questions about applicant’s attitude toward theft and their previous theft history. |
Overt integrity tests |
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– a type of honesty test that measures personality traits thought to be related to antisocial behavior. |
Personality-based integrity test |
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– running ads in periodicals such as local newspapers or professional journals is a common method of recruiting employees |
Media Advertisement |
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Types of media advertisements |
-Respond by calling ads -Apply in person ads -Send resume ads -Blind box ads |
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– a method of recruitment in which a current employee refers a friend or a family member for a job. |
Employee Referral |
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– a method of recruitment in which an organization sends out mass mailings of information about job openings to potential applicants. |
Direct Mail |
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– a recruitment method in which several employers are available at one location so that many applicants can obtain information at one time. |
Job Fair |
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– A method of recruitment in which job applicants are told both the positive and negative aspects of a job. |
Realistic Job Preview |
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– extent to which a score from a selection measure is stable and free from error |
Reliability |
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– two forms of the same tests are administered. |
Alternate form reliability |
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– designed to eliminate any effect that taking one form of the test first may have on scores on the second form |
Counter-balancing |
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– same or similar score |
“form stability” |
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– consistency with which an applicant responds to items measuring a similar dimension or construct “item stability” |
Internal reliability |
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– do items measure the same things or different constructs |
“item homogeneity” |
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“interrater reliability” |
Score reliability |
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– degree to which inferences from scores on`tests or assessments are justified by the evidence |
Validity |
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– extent to which test items sample the content that they are supposed to measure |
Content validity |
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– extent to which a test score is related to some measure of job performance |
Criterion validity |
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– test given to employees who are on the job and correlated with current performance |
Concurrent validity design |
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– administered to job applicants then compared to future measure of job performance |
Predictive validity design |
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– extent to which a test found valid in one location is valid for the same job in a different location |
“validity generalization” |
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– extent to which a test actually measures the construct it purports to measure |
Construct validity |
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- extent to which a test appears to be job related |
Face validity |
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– applicants are rank ordered on the basis of their test scores |
Unadjusted Top-down selection |
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– relationship between a low score on one test can be compensated for by a high score on another |
Compensatory approach |
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– names of the top 3 scorers will be deliberated on based on the immediate needs of the employer |
Rule of 3 (or 5) |
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– organization determines the lowest score on a test that is associated with acceptable performance on the job |
Passing score |
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– hire top test scorers while allowing flexibility for affirmative action - is the point difference highly significant? |
Banding |
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Preparing the reader for what is to come |
Priming |
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Early impressions are most important |
Primacy |
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The list should not be longer than 7 times |
Short-term memory limits |