Personnel Selection
organizations make decisions about who will or will not be allowed to join the organization.
Reliability
indicates how free that measurement is from random error; measures consistent results
Validity
describes the extent to which performance on the measure (such as a test score) is related to what the measure is designed to assess (such as job performance)
Criterion-related Validity
a measure of validity based on showing a substantial correlation between test scores and job performance scores.
Predictive Validation
This research uses the test scores of all applicants and looks for a relationship between the scores and future performance. The researcher administers the tests, waits a set period of time, and then measures the performance of the applicants who were hir
Concurrent Validation
This type of research administers a test to people who currently hold a job, then compares their scores to existing measures of job performance. If the people who score highest on the test also do better on the job, the test is assumed to be valid.
Content Validity
consistency between the test items or problems and the kinds of situations or problems that occur on the job.
Construct Validity
involves establishing that tests really do measure intelligence, leadership ability, or other such "constructs," as well as showing that mastery of this construct is associated with successful performance of the job.
Generalizable Method
method that applies not only to the conditions in which the method was originally developed�job, organization, people, time period, and so on. It also applies to other organizations, jobs, applicants, and so on.
Utility
Methods that provide economic value greater than the cost of using them
Immigration Reform and Control Act of 1986
employers must verify and maintain records on the legal rights of applicants to work in the United States.
Aptitude Tests
assess how well a person can learn or acquire skills and abilities. In the realm of employment testing
Achievement Tests
measure a person's existing knowledge and skills. For example, government agencies conduct civil service examinations to see whether applicants are qualified to perform certain jobs.
Cognitive Ability Tests
sometimes called "intelligence tests"�are designed to measure such mental abilities as verbal skills (skill in using written and spoken language), quantitative skills (skill in working with numbers), and reasoning ability (skill in thinking through the an
Assessment Center
a wide variety of specific selection programs that use multiple selection methods to rate applicants or job incumbents on their management potential.
Non directive Interview
the interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask; typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. Be
Structured Interview
establishes a set of questions for the interviewer to ask. Ideally, the questions are related to job requirements and cover relevant knowledge, skills, and experiences. The interviewer is supposed to avoid asking questions that are not on the list. Althou
Situational Interview
a structured interview in which the interviewer describes a situation likely to arise on the job and asks the candidate what he or she would do in that situation. This type of interview may have high validity in predicting job performance.
Behavior Description Interview
structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. Questions about candidates' actual experiences tend to have the highest validity
Panel Interview
several members of the organization meet to interview each candidate.
Multiple-Hurdle Model
Each stage of the process is a hurdle, and candidates who overcome a hurdle continue to the next stage of the process.