Job Analysis
This 195-item standardized questionnaire is broad and useful for comparing jobs, though its reports can be abstract.
PAQ (Position Analysis Questionnaire)
This chart shows where employees in one job category move over time and helps estimate labor supply.
Transitional Matrix
These tests measure reasoning, verbal, and quantitative ability.
Cognitive Ability Test
A résumé has this weakness as a source of applicant information.
the applicant controls the content/presentation
This approach to job design focuses on reducing physical strain and making work safer and more comfortable.
ergonomics
This approach to job design focuses on making jobs simpler and more efficient.
Industrial Engineering
This recruiting concept gives applicants accurate information about both the positive and negative sides of a job.
Realistic Job Preview
This interview type gives the interviewer broad freedom and often suffers from low reliability and validity.
Nondirective Interview
An employer asks, “What religious holidays do you observe?” This is a hiring mistake because it asks about this protected area.
religion
This federal agency enforces employers’ general duty to protect workers from hazards, including ergonomic hazards.
OSHA
In workflow design, raw materials, information, people, and equipment are all examples of these.
Inputs
If a company expects a short-term labor shortage and wants a simple solution it can easily undo later, this is a strong option.
Hiring temporary workers
In most organizations, this is the first step in the selection process.
screening applications to see who meets the basic requirements
A company uses a third party to check a candidate’s credit history without consent. That violates this law.
Fair Credit Reporting Act
This type of test measures existing knowledge and skills rather than the ability to learn them.
Achievement Test
This schedule requires employees to be present during certain core hours but allows flexibility around them.
Flex Time
This policy can help recruiting because it suggests fairness and job security.
Due-process policy (as opposed to the standard at-will employment)
This selection process eliminates candidates at each stage until finalists remain.
multiple-hurdle model
An interviewer asks whether a candidate can meet the work schedule. This is allowed because it focuses on this.
job performance/requirements
Organizations usually check references at this point in the process.
When the applicant becomes a finalist
A job description focuses on these.
TDRs (tasks, duties, responsibilities) - NOT KSAOs
This is usually the fastest way to reduce a labor surplus, but it causes high suffering.
Downsizing
“Can you meet the job requirements of this work schedule?” is an example of this kind of interview question.
Permissible/legal question
One reason interviews create legal risk is that this kind of interview gives the interviewer too much freedom and can lead to invalid or illegal questions.
nondirective
This legal integrity test asks applicants directly about attitudes toward theft and their own experiences with theft.
honesty test