Selection interview in which seeral members of the organization

Selection interview in which seeral members of the organization

Achievment Tests


·         Tests that measure a person's existing knowledge skills.(Ex. Examinations to see if applicants are qualified to perform certain jobs.)


Aptitude Tests


·         Tests that asess how well a person can learn or acquire skills and abilities.(Ex. General Aptitude Test Battery)


Assessment Center


·         A wide variety of specific selection methods to rate applicants or job incumbents on their management potential.


Behavior Description Interview


·         A situational interview where the interviewer asks the candidates how they handled a type of situation in the past.


Cognitive Ability Tests


·         Tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability. "Intelligence Test"


Compensatory Model


·         A very high score on one type of assessment can make up for a low score on another.


Concurrent Validation


·         Research that consist of a test given to people who currnently hold a job, and then comparing their scores to existing measures of job performance.


Construct Validity


·         Tests that really measures intelligence, leadership ability, or other "constructs".


Content Validity

·         Consistency between the test items or problems ande kinds of situations or problems that occur on the job.(Tests whether the applicant has knowledge, skills, or ability to handle a situation.)


Criterion-related Validity


·         A measure of validity based on showing a substantial correlation between test scores and job performance scores.




·         Valid in other contexts beyond the context in which the selection method was developed.


Immigration Reform and Control Act of 1986


·         Federal law requiring employers to verify and maintain records on applicants' legal rights to work in the United States.


Multiple-hurdle Model


·         Process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.


Nondirective Interiew


·         A selection interview in which the interviewers has great discretion in choosing questions to ask each candidate.(Ex.Open-ended questions about strengths, weaknesses, career goals, and work experience.)


Panel Interview


·         Selection interview in which seeral members of the organization meet to interview each candidate.


Personnel Selection


·         The process where organizations make decisions about who will or will not be allowed to join the organization.




·         The extent to which a measurement is free from random error.


Situational Interview


·         A structured interview in which the interviewer describes a situtation likely to occur and ask the candidate what they would do.



Structured Interview


·         A selection interview that consist of a predetermined set of questions for the interviewer to ask.




·         The extent to which something provides economic value greater than its cost.




·         The extent to which performance on a measure(such as test score) is related to what the measure is designed to assess(such as job performance).


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