| A | B |
|---|
| Achievement tests | Measures of what a person knows or can do right now. |
| Aptitude tests | Measures of a person's capacity to learn or acquire skills. |
| Behavioral description interview (BDI) | An interview in which an applicant is asked questions about what he or she actually did in a given situation. |
| Compensatory model | Selection decision model in which a high score in one area can make up for a low score in another area. |
| Concurrent validity | Extent to which test scores match criterion data obtained at about the same time from current employees. |
| Construct validity | Extent to which a selection tool measures a theoretical construct or trait. |
| Content validity | Extent to which a selection instrument adequately samples the knowledge and skills needed to perform a particular job. |
| Criterion-related validity | Extent to which a selection tool predicts, or significantly correlates with, important elements of work behavior. |
| Cross-validation | Verifying the results obtained from a validation study by administering a test to a different sample from the same population. |
| Multiple cutoff model | Selection decision model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions. |
| Multiple hurdle model | A sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages. |
| Nondirective interview | Applicant is allowed maximum amount of freedom in determining the course of the discussion. |
| Panel interview | An interview in which a board of interviewers questions and observes a single candidate. |
| Predictive validity | Applicants' test scores match criterion data obtained from those applicants/employees after they have been on the job for some time. |
| Reliability | Degree to which interviews, tests, etc. yield comparable data over time. |
| Selection | Process of choosing individuals who have relevant qualifications to fill existing or projected job openings. |
| Selection ratio | The number of job applicants compared with the number of persons to be hired. |
| Situational interview | An interview in which an applicant is given a hypothetical incident and asked how he or she would respond to it. |
| Structured interview | An interview in which a set of standardized questions having an established set of answers is used. |
| Validity | Degree to which a test or selection procedure measures a person's attributes. |
