| A | B |
|---|
| selection | the process of choosing individuals who have relevant qualifications to fill existing or projected job openings |
| reliabilty | the degree to which interviews, tests, and other selection procedures yield comparable data over time and alternative measures |
| validity | the degree to which a test or selection procedure measures a persons's attributes |
| criterion-related validity | the extent to which a selection tool predicts, or significantly correlated with, important elements of work behavior |
| concurrent validity | the extent to which test scores (or other predictor information) match criterion data obtained at about the same time from current employees |
| predictive validity | the extent to which applicants test scores match criterion data obtained from those applicants/employees after they have been on the job for some indefinite period |
| cross-validation | verifying the results obtained from a validation study by administering a test or test battery to a different sample (drawn from the same population) |
| validity generalization | the extent to which validity coefficients can be generalized across situations |
| content validity | the extent to which a selection instrument, such as a test, adequately samples the knowledge and skills needed to perform a particular job |
| construct validity | the extent to which a selection tool measures a theoretical construct or trait |
| aptitude tests | measures of a person's capacity to learn or acquire skills |
| achievement tests | measures of what a person knows or can do right now |
| nondirective interview | an interview in which the applicant is allowed the maximum amount of freedom in determining the course of the discussion, while the interviewer carefully refrains from influencing the applicant's remarks |
| structured interview | an interview in which a set of standardized questions having an established set of answers is used |
| situational interview | an inteview in which an applicant is given a hypothetical incident and asked how he or she would respond to it |
| behavioral description interview | an interview in which an applicant is asked questions about what he or she actually did in a given situation |
| panel interview | an interview in which a board of interviewers questions and observes a single candidate |
| compensatory model | a selection decision model in which a high score in one area can make up for low score in another area |
| multiple cutoff model | a selection decision model that requires an applican 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 inital test stage go on to subsequent stages |
| selection ratio | the number of applicants compared with the number of people to be hired |
