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Definition
| a selection model in which a high score in one area can make up for a low score in another area |
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| a selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions |
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| a sequential strategy in which only the applicants with the highest scores at an initial test stage go on to the next stage |
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| the number of applicants compared with the number of ppl to be hired |
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| the degree to which interviews, tests, and other selection procedures yield comparable data overtime and alternative measures |
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| the degree to which a test or selection procedure measures a person's attributes |
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| an interview in whichthe the applicant is given the maximum freedom to direct the conversation with minimal interruption from the interviewer. this method is used for high level positions or counseling |
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| an interview in which a standardized set of quetions have an est. set of answers |
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| an interview in which an appliacnt is given hypothetical incidents and asked how would they respond to them |
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| behavioral description interview |
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| an interview in which an applicant is asked questions about what he or she actually did in a given situation |
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| a company that is found at fault because they did not do due diligence about an employee the hired who has the propensity to cause harm to others |
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| an objective and standardized measure of a sample of behavior that is used to gauge a persons KSAOs |
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| criterion related validity |
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| the extent to which a selction tool predicts or signifcantly correlates with important elements of work behavior |
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| extent to which the test scores of current employees correlate with job performance |
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| the extent to which applicants test scores match the criterin data obtained from when the applicant has been on the job for some period of time |
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| verifying the results obtained from a validity study by administering a test or test battery to a different sample |
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