what is the process of attracting people with the right qualifications to apply for the job known as?
employee recruitment
what do realistic job previews involve? telling potential applicants the ____ a job with an objective of increasing ____
truth, tenure
what are the different types of interview questions
clarifiers, disqualifiers, and past focus questions: patterned behavioral description
which recruitment method is based on the same principles used to market products to consumers where help wanted ads are posted at the organization's entrances and exits where customers can easily see the ads?
point of purchase
compare and contrast unstructured interview vs structured interviews with respect to reliability, validity, and legal defensibility.
unstructured: unreliable, not valid, and legally problematic bc they suffer from common rating problems
structured: reliable, valid, not as prone to legal change
which recruitment method is based on providing employees a financial incentive for recommending applicants who are subsequently hired and remain on the job for a specific period of time?
employee referral programs
which recruitment method is based on using organization that specializes in finding jobs for applicants in order to find applicants?
?
which of the selection methods has applicants perform tasks that replicate actual job tasks?
work samples
what are the truths regarding grade point average for employee selection?
-GPA is valid predictor of performance on the job, training performance, starting salary, promotions, and grad school performance
-GPA is most predictive in the first few years after graduation
-GPA will result in high levels of adverse impact
-People wit
which of the selection methods uses multiple techniques and multiple observers to evaluate applicants as they perform different job-related tasks?
assessment centers
which tests are designed to tell an employer the probability that an applicant would steal money or merchandise?
integrity tests
What are tests that are designed to tap the extent to which an applicant can learn or perform a job-related skill and are used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire; instead, will
job related skills test (job ability test)
What are tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant referred to as?
cognitive ability tests
Which tests directly ask for attitudes about theft and occurrences of theft behavior?
overt integrity tests
What are the methods used for evaluating prior experience?
(all are methods)
- applications/resumes
-interviews
-reference checks
-biodata
Which tests measures the physiological responses that accompany the verbal responses an individual makes to direct questions asked by polygraph operator?
polygraph
What are the different methods of determining reliability? Be prepared to be tested via the presentation of definitions and/or scenarios.
Test-retest (temporal stability)
Alternate forms (form stability)
Internal reliability (item stability)
Scorer reliability (rater agreement)
ch 6 slides 2-9
Which measure of validity measures the extent to which a test found valid for a job in one location is valid for the same job in another location?
validity generalization
Which measure of reliability measures the extent two scores from alternate forms of a test are correlated and similar?
form stability
Which research design used to measure the degree of criterion validity entail the following: (a) The test is administered to a group of job applicants who are going to be hired; and (b) the test scores, which are not used in the actual hiring decision, ar
predictive validity
In industry, what is used to establish the content validity of selection tests or test batteries?
job analysis
A test is considered to have what if there are race differences in test scores that are unrelated to the construct being measured?
measurement bias
What are the different approaches to making a hiring decision? Be prepared to be tested via the presentation of definitions and/or scenarios.
Unadjusted Top-down Selection
Passing Scores
Banding
Which hiring decision strategy entails the following: An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job.
passing score approach
Which hiring decision strategy takes into consideration the standard error of measurement associated with any test score?
SEM banding
What are the different forms of formal/direct recruitment methods; what are the different forms of informal/indirect recruitment methods? Be prepared to be tested via the presentation of definitions and/or scenarios.
-Structured interviews
-The source of the questions is a job analysis.
-All applicants are asked the same questions.
-There is a standardized scoring key to evaluate each answer.
-Unstructured interviews
-Interviewers are free to ask anything they want.
-
What are the steps in constructing a structured interview?
-Conduct a thorough job analysis
-Determine best way to measure each KSAO
-Construct questions
-Determine rating anchors for each question
-Choose two or more members for the interview panel
What are the common rating problems of unstructured interviews?
The appearance of the interviewee affects interview ratings.
Interviewees have an advantage if they are:
-Physically attractive
-Dressed well and conservatively
-Nonverbal cues
-The presence or absence of nonverbal cues affects interview ratings.
-Appropr
What are the different styles of interviews? Be prepared to be tested via the presentation of definitions and/or scenarios.
-One on one
-Involves one interviewer interviewing one applicant
serial
-Involves a series of single interviews
return
-Involves a passage of time between first and subsequent interview
panel
-Involves multiple interviewers interviewing the same applicant
Which type of interview would be poor at predicting future performance because it is unreliable, not valid, and legally problematic?
unstructured interview
What are the different criteria a company can use to evaluate the effectiveness of a recruitment strategy?
-get the attention of the public
-screen unqualified
-motivate qualified
-be cost effective
-be timely
What are the different rating anchors for scoring interview responses? Be prepared to be tested via the presentation of definitions and/or example questions. For assistance, please review example rating approaches in PowerPoint presentation.
-Right/wrong approach
-->A method of scoring interview answers on the basis of whether the answers given were correct or incorrect.
-Typical answer approach
-->A method of scoring interview answers that compares an applicant's answer with benchmark answer
Which tests contain measures of finger dexterity and motor coordination?
psychomotor ability tests
What are tests that are designed to measure the amount of job-related knowledge an applicant possesses referred to as?
cognitive ability tests
Which tests are designed to tap an applicant's interest in particular types of work or careers?
interest inventories
Which tests measure a collection of traits that persist across time and situations and differentiate one person from another?
personality inventories
What is the process of confirming the accuracy of information provided by the applicant is called?
reference check
Which tests measure an applicant's level of physical ability required for a job?
physical abilities test
What are tests that measures of facility with such processes as spatial relations and form perception referred to as?
perceptual ability tests
Which tests measure traits linked to several theft related employee behaviors that are detrimental to the organization?
personality based measures (paper and pencil)
What is the extent to which a score from a test is stable and free from error referred to as?
reliability
Which measure of validity measures the extent to which a test score is related to some measure of job performance?
criterion validity
Which measure of validity measures the extent test takers believe items on a test measure what they are supposed to measure?
face validity
What does the test-retest reliability method measure?
temporal stability
What measure of reliability is an issue especially in projective or subjective tests in which human judgment of performance is involved in the selection process?
interrator/scorer reliability
How is construct validity determined?
by correlating scores on one test with scores from another similar test
If a test is valid for two groups, but more valid for one than the other it is said to have what?
differential validity
Which hiring decision strategy entails the following: (a) The top three or five scorers' names be given to the person making the decision; and (b) then applicants are chosen based on immediate needs of the company.
banding
Which hiring decision strategy entails results in high levels of adverse impact and less flexibility in decision making and ignores measurement error?
top down selection
questions that allow submitted information to be clarified and missing information to be obtained
clarifiers
questions that must be answered a particular way or the applicant is disqualified
disqualifiers
questions that focus on previous behavior and previous demonstrations of job-related behavior
past focus questions: patterned behavioral description
Of the available approaches to making a hiring decision, the _______ method results in high levels of adverse impact and less flexibility in decision making and ignores measurement error.
top-down
An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job. The hiring decision strategy to be used in this situation is:
passing scores
Which of the following hiring decision strategies takes into consideration the standard error of measurement associated with any test score?
banding
If a personnel professional hires the top six scoring applicants, he/ she is using the ________
hiring decision strategy.
top-down
Point of purchase, job fairs, and direct mailings are all examples of:
external recruitment methods: direct/formal
Which recruitment method is based on the same principles used to market products to consumers where help wanted ads are posted at the organization's entrances and exits where customers can easily see the ads?
point of purchase: informal/indirect
If an HR director believes the higher that applicants score on a test, the better they will do on the job, she could take a ________ approach to hiring decisions, which emphasizes a "performance first" hiring formula.
right/wrong
what is the process of attracting people with the right qualifications to apply for the job known as?
employee recruitment
what do realistic job previews involve? telling potential applicants the ____ a job with an objective of increasing ____
truth, tenure
what are the different types of interview questions
clarifiers, disqualifiers, and past focus questions: patterned behavioral description
which recruitment method is based on the same principles used to market products to consumers where help wanted ads are posted at the organization's entrances and exits where customers can easily see the ads?
point of purchase
compare and contrast unstructured interview vs structured interviews with respect to reliability, validity, and legal defensibility.
unstructured: unreliable, not valid, and legally problematic bc they suffer from common rating problems
structured: reliable, valid, not as prone to legal change
which recruitment method is based on providing employees a financial incentive for recommending applicants who are subsequently hired and remain on the job for a specific period of time?
employee referral programs
which recruitment method is based on using organization that specializes in finding jobs for applicants in order to find applicants?
?
which of the selection methods has applicants perform tasks that replicate actual job tasks?
work samples
what are the truths regarding grade point average for employee selection?
-GPA is valid predictor of performance on the job, training performance, starting salary, promotions, and grad school performance
-GPA is most predictive in the first few years after graduation
-GPA will result in high levels of adverse impact
-People wit
which of the selection methods uses multiple techniques and multiple observers to evaluate applicants as they perform different job-related tasks?
assessment centers
which tests are designed to tell an employer the probability that an applicant would steal money or merchandise?
integrity tests
What are tests that are designed to tap the extent to which an applicant can learn or perform a job-related skill and are used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire; instead, will
job related skills test (job ability test)
What are tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant referred to as?
cognitive ability tests
Which tests directly ask for attitudes about theft and occurrences of theft behavior?
overt integrity tests
What are the methods used for evaluating prior experience?
(all are methods)
- applications/resumes
-interviews
-reference checks
-biodata
Which tests measures the physiological responses that accompany the verbal responses an individual makes to direct questions asked by polygraph operator?
polygraph
What are the different methods of determining reliability? Be prepared to be tested via the presentation of definitions and/or scenarios.
Test-retest (temporal stability)
Alternate forms (form stability)
Internal reliability (item stability)
Scorer reliability (rater agreement)
ch 6 slides 2-9
Which measure of validity measures the extent to which a test found valid for a job in one location is valid for the same job in another location?
validity generalization
Which measure of reliability measures the extent two scores from alternate forms of a test are correlated and similar?
form stability
Which research design used to measure the degree of criterion validity entail the following: (a) The test is administered to a group of job applicants who are going to be hired; and (b) the test scores, which are not used in the actual hiring decision, ar
predictive validity
In industry, what is used to establish the content validity of selection tests or test batteries?
job analysis
A test is considered to have what if there are race differences in test scores that are unrelated to the construct being measured?
measurement bias
What are the different approaches to making a hiring decision? Be prepared to be tested via the presentation of definitions and/or scenarios.
Unadjusted Top-down Selection
Passing Scores
Banding
Which hiring decision strategy entails the following: An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job.
passing score approach
Which hiring decision strategy takes into consideration the standard error of measurement associated with any test score?
SEM banding
What are the different forms of formal/direct recruitment methods; what are the different forms of informal/indirect recruitment methods? Be prepared to be tested via the presentation of definitions and/or scenarios.
-Structured interviews
-The source of the questions is a job analysis.
-All applicants are asked the same questions.
-There is a standardized scoring key to evaluate each answer.
-Unstructured interviews
-Interviewers are free to ask anything they want.
-
What are the steps in constructing a structured interview?
-Conduct a thorough job analysis
-Determine best way to measure each KSAO
-Construct questions
-Determine rating anchors for each question
-Choose two or more members for the interview panel
What are the common rating problems of unstructured interviews?
The appearance of the interviewee affects interview ratings.
Interviewees have an advantage if they are:
-Physically attractive
-Dressed well and conservatively
-Nonverbal cues
-The presence or absence of nonverbal cues affects interview ratings.
-Appropr
What are the different styles of interviews? Be prepared to be tested via the presentation of definitions and/or scenarios.
-One on one
-Involves one interviewer interviewing one applicant
serial
-Involves a series of single interviews
return
-Involves a passage of time between first and subsequent interview
panel
-Involves multiple interviewers interviewing the same applicant
Which type of interview would be poor at predicting future performance because it is unreliable, not valid, and legally problematic?
unstructured interview
What are the different criteria a company can use to evaluate the effectiveness of a recruitment strategy?
-get the attention of the public
-screen unqualified
-motivate qualified
-be cost effective
-be timely
What are the different rating anchors for scoring interview responses? Be prepared to be tested via the presentation of definitions and/or example questions. For assistance, please review example rating approaches in PowerPoint presentation.
-Right/wrong approach
-->A method of scoring interview answers on the basis of whether the answers given were correct or incorrect.
-Typical answer approach
-->A method of scoring interview answers that compares an applicant's answer with benchmark answer
Which tests contain measures of finger dexterity and motor coordination?
psychomotor ability tests
What are tests that are designed to measure the amount of job-related knowledge an applicant possesses referred to as?
cognitive ability tests
Which tests are designed to tap an applicant's interest in particular types of work or careers?
interest inventories
Which tests measure a collection of traits that persist across time and situations and differentiate one person from another?
personality inventories
What is the process of confirming the accuracy of information provided by the applicant is called?
reference check
Which tests measure an applicant's level of physical ability required for a job?
physical abilities test
What are tests that measures of facility with such processes as spatial relations and form perception referred to as?
perceptual ability tests
Which tests measure traits linked to several theft related employee behaviors that are detrimental to the organization?
personality based measures (paper and pencil)
What is the extent to which a score from a test is stable and free from error referred to as?
reliability
Which measure of validity measures the extent to which a test score is related to some measure of job performance?
criterion validity
Which measure of validity measures the extent test takers believe items on a test measure what they are supposed to measure?
face validity
What does the test-retest reliability method measure?
temporal stability
What measure of reliability is an issue especially in projective or subjective tests in which human judgment of performance is involved in the selection process?
interrator/scorer reliability
How is construct validity determined?
by correlating scores on one test with scores from another similar test
If a test is valid for two groups, but more valid for one than the other it is said to have what?
differential validity
Which hiring decision strategy entails the following: (a) The top three or five scorers' names be given to the person making the decision; and (b) then applicants are chosen based on immediate needs of the company.
banding
Which hiring decision strategy entails results in high levels of adverse impact and less flexibility in decision making and ignores measurement error?
top down selection
questions that allow submitted information to be clarified and missing information to be obtained
clarifiers
questions that must be answered a particular way or the applicant is disqualified
disqualifiers
questions that focus on previous behavior and previous demonstrations of job-related behavior
past focus questions: patterned behavioral description
Of the available approaches to making a hiring decision, the _______ method results in high levels of adverse impact and less flexibility in decision making and ignores measurement error.
top-down
An HR director determines that all applicants who receive at least an 81 on their test will be able to perform the functions of the job. The hiring decision strategy to be used in this situation is:
passing scores
Which of the following hiring decision strategies takes into consideration the standard error of measurement associated with any test score?
banding
If a personnel professional hires the top six scoring applicants, he/ she is using the ________
hiring decision strategy.
top-down
Point of purchase, job fairs, and direct mailings are all examples of:
external recruitment methods: direct/formal
Which recruitment method is based on the same principles used to market products to consumers where help wanted ads are posted at the organization's entrances and exits where customers can easily see the ads?
point of purchase: informal/indirect
If an HR director believes the higher that applicants score on a test, the better they will do on the job, she could take a ________ approach to hiring decisions, which emphasizes a "performance first" hiring formula.
right/wrong