Selection and Placement
The process of choosing individuals with the correct qualifications needed to fill jobs in an organization.
Selection
The extent to which a test measures what it claims to measure.
Validity
Most companies follow this set of steps to select from a pool of applicants.
The Selection Process
Employers use this an an extra way to evaluate candidates. An employer who uses this method has low confidence in other screening techniques.
Selection Testing
A form of selection/placement in which a company is acquired for the use its employees’ skills or knowledge, rather than for its products or services.
Acquihire
The main objective of selection; the matching process of fitting a person to the right job.
Placement
The extent to which a test or measure repeatedly produces the same results over time.
Reliability
According to federal guidelines, this word means any method of collecting information about job applicants that is used to make hiring decisions
Test
A test that assesses an individual's ability to perform inn a specific manner.
Ability Test
Measured when an employer tests current employees and correlates the scores with their performance ratings.
Concurrent Validity
Employees who are temporarily assigned to work in a foreign country.
Expatriate
Under predictive validity, before measuring job performance success, after hiring applicants without considering tests.
Evaluate Job Performance
A qualification or requirement in selection that is significantly related to the successful performance of job duties
Job Relatedness
A test to determine the unique blend of individual characteristics that can affect how people interact with their work environment.
Personality Test
A selection process composed of a series of testing activities or exercises during which candidates are assessed by a panel of trained raters.
Assessment Center
Measurable or visible indicators of selection criteria.
Predictors of Selection Criteria
Primary method of determining validity of a predictor; involves obtaining quantitative scores.
Criterion-Related Validity
Illegal question to ask in the interview process (pick one).
○Marital status
○Height and weight
○Number and ages of dependents
○Information on spouse
○Date of high school graduation
○Emergency contact information
○Social security number
A test to determine a participant’s ability to recognize their own feelings and the feelings of others to effectively manage our own and others’ emotions.
Most employers admit to using this method of gathering data in their employment screening.
Social Media
Job candidates are attracted to and selected by firms where similar types of individuals are employed, and individuals who are very different quit their jobs to work elsewhere
Attraction-Selection-Attrition Theory
Second to last step in the Reliability & Validity flow chart.
"If correlation is significant, validity exists."
Examples of this include, videos, employee testimonies, and job shadowing, provided by the prospective company.
Realistic Job Previews
The instruments for this detect honesty but have limitations, the most popular of which is the Polygraph test.
Honesty and Integrity Test
In the selection process flow chart. After the background/reference check, before the on-boarding process.
Medical Screen/Drug Test