Human Resource Management Ch 7 Selecting Employees

selection

The process of choosing from among available applicants the individuals who are most likely to successfully perform a job.

weighted application forms

Application forms that assign different weights or values to different weights or values to different questions.

applicant flow record

A form completed voluntarily by a job applicant and used by an employer to obtain information that could be used to illegally discriminate.

aptitude tests

Means of measuring a person's capacity or latent ability to learn and perform a job.

psychomotor tests

Tests that measure a person's strength, dexterity, and coordination.

job knowledge tests

Test used to measure the job-related knowledge of an applicant.

proficiency tests

Test used to measure how well a job applicant can do a sample of the work to be performed in the job.

interest tests

Tests designed to determine how a person's interests compare with the interests of successful people in a specific job.

personality tests

Tests that attempt to measure personality traits.

polygraph

Device that records physical changes in a person's body as he or she answers questions (also known as a lie detector).

graphology (handwriting analysis)

Use of a trained analyst to examine a person's handwriting to assess the person's personality, emotional problems, and honesty.

structured interview

An interview conducted according to a predetermined outline.

semistructured interview

The major questions are prepared in advance but interviewers may use techniques such as probing to assess the applicant's strengths and weaknesses.

situational interview

Interview method that puts the applicant in action situations that might be encountered on the job.

unstructured interview

An interview conducted without a predetermined checklist of questions.

stress interview

Interview method that puts the applicant under pressure to determine whether he or she is highly emotional.

board or panel interviews

Interview method in which two or more people conduct an interview with one applicant.

group interview

Interview method in which several applicants are questioned together.

initial impressions

Interviewer draws conclusions about a job applicant within the first 10 minutes of the interview.

halo effect

Occurs when managers allow a single prominent characteristic of the employee to influence their judgment on several items of a performance appraisal.

criteria of job success

Ways of specifying how successful performance of the job is to be measured.

criterion predictors

Factors such as education, previous work experience, and scores on tests that are used to predict successful performance of a job.

validity

Refers to how accurately a predictor actually predicts the criteria of job success.

reliability

Refers to the extent to which a criterion predictor produces consistent results if repeated measurements are made.

predictive validity

Validity established by identifying a predictor, administering it to applicants, hiring without regard to scores, and later correlating scores with job performance.

concurrent validity

Validity established by identifying a predictor, administering it to current employees, and correlating the test data with the current employee's job performance.

content validity

The extent to which the content of a selection procedure or instrument is representative of important aspects of job performance.

construct validity

The extent to which a selection criterion measures the degree to which job candidates have identifiable characteristics determined to be important for successful job performance.

test-retest

One method of showing a test's reliability; involves testing a group and giving the same group the same test at a later time.

parallel (or alternative) forms

A method of showing a test's reliability; involves giving two separate but similar forms of the test.

split halves

A method of showing a test's reliability; involves dividing the test into halves.

adverse impact

Condition that occurs when the selection rate for minorities or women in less than 80 percent of the selection rate for the majority group in hiring, promotions, transfers, demotions, or any selection decision.

4/5ths (or 80 percent) rule

A limit used to determine whether or not there are serious discrepancies in hiring decision and other employment practices affecting women or minorities.

In a group interview, two or more interviewers simultaneously interview a single applicant to eliminate any personal biases.
True
False

False

Both content and construct validity, which are methods used to demonstrate the validity of employee selection procedures, are dependent on judgments.
True
False

True

In a polygraph test, the machine, not the operator, is the real lie detector.
True
False

False

A criterion predictor such as a test score can be valid without being reliable.
True
False

False

The two primary methods for establishing criterion-related validity are:
content validity and construct validity.
predictive validity and concurrent validity.
construct validity and concurrent validity.
predictive validity and content validity.

predictive validity and concurrent validity.

The general intelligence test as a measure of aptitude is:
increasingly popular among employers.
disfavored by the Equal Employment Opportunity Commission (EEOC).
closely related to successful performance on a job.
conducted free of cost by the state to p

disfavored by the Equal Employment Opportunity Commission (EEOC).

____ is a method used to demonstrate an employment test's reliability by administering the test to a group of employees and later, usually in about two to four weeks, giving the same group the same test.
Polygraph test
Test ranking
Test-retest
Perception

Test-retest

A selection procedure that has no adverse impact is generally considered to be legal.
True
False

True

Content and construct validity are frequently used in place of criterion-related validation to make employee selection decisions because:
of the limit placed on the number of employees in the case of criterion-related validation.
the performance of presen

of the costs and difficulties associated with criterion-related validation.

In a weighted application form, weights for different questions are developed by determining which item responses were:
marked by the highest number of applicants.
given more frequently by applicants who were eventually hired but less frequently by applic

given more frequently by applicants who proved to be higher performers but less frequently by applicants who proved to be poorer performers.