selection
The process of choosing individuals with qualifications needed to fill jobs in an organization.
person-job fit
Matching the knowledge, skills and abilities (KSAs) of people to the characteristics of jobs (tasks, duties and responsibilities-TDRs).
person-organization fit
The congruence between individuals and organizational factors.
selection criterion
A characteristic that a person must have to successfully perform work.
(such as motivation or intelligence)
predictors of selection criteria (gpa, criminal record)
Measurable or visible indicators of selection criteria.
validity
The correlation between a predictor and job performance.
reliability
The extent to which a predictor repeatedly produces the same results over time.
multiple hurdles
Establishing a minimum cutoff (level of performance) for each predictor, and requiring that each applicant must score at least the minimum on each predictor to be considered for hiring.
compensatory approach
Scores on all predictors are added together, allowing a higher score on one predictor to offset a lower score on another predictor.
realistic job preview
The process through which a job applicant receives an accurate picture of the job.
(helps avoid truth-in-hiring lawsuits)
employment at will
when you can hire/fire somebody at any given time (granted its not bc of discrimination)
Employee Polygraph Protection Act ( fed jobs, banking, pharmaceuticals & any post-employment)
what act concerns polygraphs and who can receive these tests prior to hiring?
biographical interview
interview that gives chance to explain past work history, etc.
behavioral interview
interview that tests to see how you act and respond to things
competency interview
interview where you explain your strengths and what you excel in
situational interview
interview that is beneficial for police/firefighter. see how you react upon certain circumstances
biographical, behavioral, competency, situational, stress, non-directive
list types of interviews based on degree of structure and validity for general selection decisions from higher to lower
non-directive interview
interview with questions developed from previous questions
stress interview
interview designed to create pressure on the applicant and to see how they respond
panel interview
interview with several interviewers at once
(eliminate possibility of discrimination bc less bias and witnesses in case of lawsuit)
team interview
interview in which applicants are interviewed by the group of people of whom they will work
Prohibits pre-employment medical exams.
Prohibits rejecting persons for disabilities or asking disability-related questions until after a conditional job offer is made.
what does the Americans with Disabilities Act do?