Term
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Definition
| A characteristic of selection methods that reflects applicants beliefs about the appropriateness of the selection methods |
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Term
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Definition
| A selection approach emphasizing existing skills and past accomplishments |
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Term
| Alternate-forms Method (206) |
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Definition
| A process of estimating reliability that compares scores on different versions of a selection assessments |
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Term
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Definition
| A complex selection method that includes multiple measures obtained from multiple applicants across multiple days |
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Term
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Definition
| The process of treating people as doing equally well when they have similar scores on a selection assessment |
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Term
| Behavioral Interview (227) |
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Definition
| Type of structured interview that uses questions concerning behavior in past situations |
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Term
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Definition
| Assessment focusing on previous events and experiences in an applicant's life |
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Term
| Cognitive Ability Testing (215) |
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Definition
| Assessment of a person's capability to learn and solve problems. |
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Term
| Concurrent Validation Strategy (209) |
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Definition
| A form of criterion-related validity estimation in which selection assessments are obtained from people who are already employees |
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Term
| Content Validation Strategy (208) |
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Definition
| A process of estimating validity that uses expert raters to determine if a test assesses skills needed to perform a certain job |
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Term
| Correlation Coefficient (207) |
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Definition
| A statistical measure that describes the strength of the relationship between two measures |
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Term
| Criterion-related Validation Strategy (208) |
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Definition
| A process of estimating validity that uses a correlation coefficient to determine whether scores on tests predict job performance |
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Term
| Defamation of Character (224) |
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Definition
| Information that causes injury to another's reputation or character; can arise as a legal issue when an organization provides negative information about a current or former employee |
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Term
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Definition
| The process of testing and gathering information to decide who to hire |
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Term
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Definition
| A characteristic of selection methods that reflects individuals' perceptions concerning potential bias and discrimination in the selection methods |
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Term
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Definition
| Assessment of the likelihood that an individual will be dishonest |
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Term
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Definition
| A process of estimating reliability that compares assessment scores provided by different raters |
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Term
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Definition
| Matching an employee's knowledge and skills to the tasks associated with a specific job |
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Term
| Long-term Generalists (201) |
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Definition
| Workers hired to perform a variety of different jobs over a relatively long period of time |
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Term
| Long-term Specialists (202) |
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Definition
| Workers hired to develop specific expertise and establish a lengthy career within an organization |
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Term
| Minimum Cutoffs Approach (229) |
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Definition
| The process of eliminating applicants who do not achieve an acceptable score on each selection assessment |
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Term
| Multiple Hurdles Approach (230) |
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Definition
| The process of obtaining scores on a selection method and only allowing those who achieve a minimum score to take the next assessment |
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Term
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Definition
| A legal issue that can arise when an organization does not thoroughly evaluate the background of an applicant who is hired and then harms someone |
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Term
| Organization-based Fit (203) |
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Definition
| Matching an employees's characteristics to the general culture of the organization |
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Term
| Personality Testing (216) |
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Definition
| Assessment of traits that show consistency in behavior |
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Term
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Definition
| A selection approach emphasizing broad characteristics that foreshadow capability to develop future knowledge and skill |
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Term
| Predictive Validation Strategy (208) |
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Definition
| A form of criterion-related validity estimation in which selection assessments are obtained from applicants before they are hired |
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Term
| Predictor Weighting (229) |
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Definition
| Multiplying scores on selection assessments by different values to give more important means greater weight |
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Term
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Definition
| The degree to which a selection method yields consistent results |
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Term
| Short-term Generalists (201) |
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Definition
| Workers hired to produce general labor inputs for a relatively short period of time |
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Term
| Short-term Specialists (202) |
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Definition
| Workers hired to provide specific labor inputs for a relatively short period of time |
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Term
| Situational Interview (227) |
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Definition
| Type of structured interview that uses questions based on hypothetical situations |
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Term
| Situational Specificity (209) |
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Definition
| The condition in which evidence of validity in one setting does not support validity in other settings |
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Term
| Split-Halves Method (206) |
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Definition
| A process of estimating reliability that compares scores on two parts of a selection assessment |
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Term
| Structured Interview (226) |
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Definition
| Employment interview that incorporates multiple raters, common questions, and standardized evaluation procedures |
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Term
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Definition
| A process of estimating reliability that compares scores on a single selection assessment obtained at different times |
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Term
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Definition
| A characteristic of selection methods that reflects their cost effectiveness |
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Term
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Definition
| The quality of being justifiable. To be valid, a method of selecting employees must accurately predict who will perform the job well. |
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Term
| Validity Generalization (209) |
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Definition
| The condition in which evidence of validity in one setting can be seen as evidence of validity in other settings |
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Term
| Work Sample Testing (220) |
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Definition
| Assessment of performance on tasks that represent specific job actions |
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