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.

 

Generalizable

 

·         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.

 

Reliability

 

·         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.

 

Utility

 

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

 

Validity

 

·         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).