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| When an interviewer unconsciously compares your interview with the person or people who were interviewed before you |
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| Use test batteries approach to offer a detailed structured assessment of applicant's employment potential; this is most often used for high-level managerial positions |
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| Estimate of the dollars gained in increasing productivity and efficiency because of the use of screening tests |
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| A standardized test should be valid outside of the organization that it was created at |
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| These are found to be the best predictor in future job performance. |
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| Criterion-related validity |
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| Relationship between screening test scores and some criterion of job success |
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| Whether a test measures what it was intended to measure |
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| Ability of the items on a test to measure the KSAOs of the job itself |
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| Correlate scores on two exams that are equally difficult/test for the same knowledge; method of establishing validity |
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| Method of establishing validity; examine how the test's items intercorrelate |
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| Method of establishing validity; giving the same test to the same people twice and seeing if the two scores correlate |
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| Written materials (applications, resumes, letters of recommendation & referrals) |
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| The first step in screening applicants |
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| Use standardized tests to measure characteristics that are predictive of job performance |
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Definition
| The second step in choosing an employee to review |
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| (1) biodata, (2) cognitive ability tests, (3) mechanical ability tests, (4) motor and sensory ability tests, (5) personality tests, (6) integrity and honesty tests |
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| Prohibited involuntary servitude (abolished slavery) |
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| 14th amendment (emancipation proclamation) |
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Definition
| Granted equal protection under the law for all, including former slaves. |
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| Males and females with the SAME company with the SAME job need equal pay. |
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| Prohibited unfair discrimination of "conditions of employment" has upon "race, color, creed, country of origin, and sex" |
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| Private clubs, Native American tribes or tribal, tax-exempt religious organizations (churches), U.S. employees on non-American solider; groups with 15 or less people |
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| Which groups are not included in the CRA of 1964? |
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| When members of one group are treated better than another; "unfair discrimination" |
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| When members of the same group are affected more than another; "unfair discrimination" |
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| When the selection ratio of one racial/ethnic group is less than 4/5 of the selection ratio of another group |
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Term
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| on average, males have more job experience than females, thus males tend to have more seniority. if a company has veterans preferences then more males are going to get this veterans benefit. |
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| Example: You are almost hired, but you need a drug test, credit check, or background check. These can all be valid employment tests. |
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| Greggs vs. Duke Power Company (1972) |
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Definition
| Case that defined valid pre-employment inquires; i.e. an IQ test that measured intelligence that was JOB-RELATED |
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Term
1. Go to the state Equal Opportunity Commission.
2. They will encourage you to talk to your employer and solve the issue in court.
3. Finally, they will allow litigation if they think it's a slam dunk win case. |
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Definition
| 3 steps to using the Equal Opportunity Commission |
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Term
| This only applies when an employer is harassing ONLY women or ONLY men. It does not apply when both sexes are harassed. |
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Definition
| What is the loophole of the CRA of 1964 concerning sexual harassment? |
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Term
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Definition
| "This for this, that for that". When employment decisions are based on sexual favors. |
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Term
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Definition
| Sexual language or conduct that is frequent or severe and interferes with work or the psychological well being of a REASONABLE woman. This implied that women are more sensitive than men. |
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| Age Discrimination (1967) |
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Definition
| When was the Age Discrimination Act added to the CRA? |
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| Pregnancy Discrimination Act (1968) |
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Definition
| When/what policy got added to the CRA that stated that pregnancy is a temporary disability? |
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Term
| Immigration Reform & Control Act (1986) |
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Definition
| Which addition to the CRA added the legitimate ID form to job employment apps? This is why you have to show ID when you get hired. This made it illegal to hire illegal aliens. This conflicted with the CRA which states that you cannot discriminate based on country of origin. |
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Term
| Qualified individual with a disability |
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Definition
| Defined as being able to perform ESSENTIAL functions without reasonable accommodation; accommodations can be reasonable depending on the time and effort they require. 98% of all accommodations are either free or cost less than $20. |
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| A physical or mental disability that interferes with one or more major life activity; work is considered a major life activity |
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| Civil Rights Act reform of 1991 |
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Definition
| Outlawed using different cut-offs on employment exams for different races |
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Term
| Family Medical Leave Act (1993) |
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Definition
| Allows up to 12 weeks unpaid leave and job security for up to a 12 month period. Only applies to medical concerns of yourself and immediate family in a 12 month period. This does NOT apply if your job is in the top 10% of salary because your job needs immediate replacement. |
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| The person would have been a good employee, but they didn't get past the screening. To prevent this from happening, you would have to lower your qualifications but that also means you will have to sift through more bad applicants. |
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Term
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Definition
| The applicant meets the requirements, but they turn out to be bad employees. |
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| Component of the Multiple Regression Model; high scores on one section compensate for low scores on another section |
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| You have to get minimal scores on each section of a screening test to be hired |
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Definition
| This model asks job experts what they think the cutoffs should be on screening tests |
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Definition
| Arrange the screening test in order from cheapest resource to most expensive, or hardest to easiest. This way you can eliminate the bad applicants without wasting money on them. |
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Definition
| Measure of validity measuring that content of your test is the same as the job content |
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Term
| Criterion related validity |
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Definition
| Measure of validity; statistically significant |
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Term
| Criterion-related validity |
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Definition
| Measure of validity; giving existing employees your CURRENT selection test |
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Term
| Weighted application blank |
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Definition
| Assign a score to each answer on an application form; over time, you can adjust the weights to suit your organization |
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| Biographical Information Blank |
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Definition
| More like a multiple choice survey; ask applicants to choose from hobbies and other questions of the like; rarely used |
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Term
| You can get thousands of answers and there is no way to know why some answers are predictive of good job performance (i.e. better pilots tend to have mothers that went to college) |
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Definition
| What is the problem with biographical data? |
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Term
| When you're stuck between two applicants |
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Definition
| When is a letter of recommendation a good tool to use? |
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Term
| Intelligence tests and cognitive ability tests |
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Definition
| Screening test that often leads to legal issues because there can be an unintentional bias against minorities |
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Term
| Wonderlic Cognitive Abilities Test |
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Definition
| Screening test that is short and many different formats; the test gets shorter and more general and it tends to have racial differences; ironically used in the NFL |
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Definition
| Type of screening test in which a series of questions that are job-related; it has to be created for each specific job in a company |
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| Screening test that applies to jobs involving assembly; tends to screen out more women than men |
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| Screening test that is losing popularity because they have not been very high quality |
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| Best predictor of job performance with respect to the Big 5 |
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| Best predictor of jobs in sales with respect to the Big 5 |
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| Predicts the worst job performance; one of the Big 5 |
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| Screening measure that is only used for very high-up positions because it is costly and timely |
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| Type of screening test that is good for blue collar jobs; it is good to the extend that the work MATCHES the job; it measures your present abilities but not your potential |
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| Screening test used for more white collar jobs; example: inbox test, leaderless group discussion |
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| Screening test in which jobs expose you to chemicals; women get discriminated against because a lot of chemicals can harm fertility, but now women can be hired for these jobs as long as they sign saying they know the risks |
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Definition
| This measures if the test is equally valid in and out of the organization of which it was created |
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| Most common and least valid form of screening |
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