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Definition
| the process through which organizations make decisions about who will or will not be allowed to join the organization. |
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| the extent to which a measurement is free from random error. |
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| the extent to which the performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance). |
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| research that uses test scores of all applicants and looks for a relationship between the scores and future performance of the applicants who were hired. |
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| research that consists of administering a test to people who currently hold a job, and then comparing their scores to existing measures of job performance. |
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| consistency between the test items of problems and the kinds of situations or problems that occur on the job. |
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| consistency between a high score on a test and high level of a construct such as intelligence or leadership ability, as well as between mastery of this construct and successful performance of the job. |
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| Criterion-related validity |
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| a measure of validity based on showing a substantial correlation between test scores and job performance scores. |
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| Valid in other contexts beyond the context in which the selection method was developed. |
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| Immigration Reform and Control Act (1986) |
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| federal law requiring employers to verify and maintain records on applicants’ legal rights to work in the United States. |
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| a way to verify that applicants are as they represent themselves to be. |
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| tests that assess how well a person can learn or acquire skills and abilities. |
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| tests that measure a person’s existing knowledge and skills. |
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| tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability. |
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| a selection interview in which the interviewer has great discretion in choosing questions to ask each candidate. |
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| a selection interview that consists of a predetermined set of questions for the interviewer to ask. |
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| a structured interview in which the interviewer describes a situation likely to arise on the job, then asks the candidate what he or she would do in that situation. |
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| Behavioral description interview |
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| a structured interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past. |
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| selection interview in which several members of the organization meet to interview each candidate. |
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| process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. |
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| process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another. |
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