Resumes & References
The intentional placement of untrue information on a résumé.
Resume fraud
The amount of goods lost by an organization as a result of theft, breakage, or other loss.
Shrinkage
The extent to which a score from a test or from an evaluation is consistent and free from error.
Reliability
A test that measures the amount of job-related knowledge an applicant possesses.
Job knowledge test
A subjective test in which a subject is asked to perform relatively unstruc- tured tasks, such as drawing pictures, and in which a psy- chologist analyzes his or her responses.
Projective tests
The expression of an opinion, either orally or through a written checklist, re- garding an applicant’s ability, previous performance, work habits, character, or potential for future success.
Reference
A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks.
Work sample
Tests that measure an applicant’s level of physical ability required for a job.
Physical ability tests
Tests designed to measure the level of intelligence or the amount of knowledge possessed by an applicant.
Cognitive ability test
The process of helping an individual prepare for the most suitable career.
Vocational Counseling
A letter expressing an opinion regarding an applicant’s ability, previous performance, work habits, character, or potential for success.
Letter of Recommendation
The method of obtaining biodata from questionnaires rather than from employee files.
Questionnaire approach
An assessment center exercise de- signed to simulate the types of information that daily come across a manager’s or employ- ee’s desk in order to observe the applicant’s responses to such information.
In-basket technique
The cognitive ability test that is most commonly used in industry.
Wonderlic Personnel Test
The most widely used objective test of psychopathology
Minnesota Multiphasic Personality Inventory-2 (MMPI-2)
The process of confirming the accuracy of résumé and job application information.
Reference check.
The gathering of biodata from employee files rather than by questionnaire.
File approach
Measure of facility with such processes as finger dexterity and motor coordination
Psychomotor ability
Measure of facility with such processes as spatial relations and form perception.
Perceptual ability
An electronic test intended to determine honesty by measuring an individual’s physiological changes after being asked questions.
Polygraph
A situation in which an employee with a previous criminal record commits a crime as part of his/her employment.
Negligent hiring
A method of selection involving application blanks that contain questions that research has shown will predict job performance
Biodata
A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators.
Assessment center
The developers of this test theorized that the large race differences in scores on traditional cognitive ability tests were due to the knowledge needed to understand the questions rather than the actual ability to learn or process infor- mation (intelligence).
Siena Reasoning Test (SRT)
A projective per- sonality test in which test-takers are shown pictures and asked to tell stories. It is designed to measure various need levels.
Thematic Apperception Test (TAT)
Interest inventory A psychological test designed to identify vocational areas in which an individual might be interested.
Interest inventory
An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.
Business game
A group of employees who are not used in creating the initial weights for a biodata instrument but instead are used to double-check the accuracy of the initial weights.
Hold-out sample
A psychological assessment designed to measure various aspects of an applicant’s personality.
Personality inventory
Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.
Graphology
Test designed to reduce faking by asking test-takers to select the reason that best explains a statement
Conditional reasoning test
A group of employees who were used in creating the initial weights for a biodata instrument.
Derivation sample
A type of honesty test that measures personality traits thought to be related to antisocial behavior
Personality-based integrity test
A type of honesty test that asks ques- tions about applicants’ attitudes toward theft and their previous theft history.
Overt integrity test
A type of honesty test that measures personality traits thought to be related to antisocial behavior
Personality-based integrity test