Criteria
measure job success typically related to performance
Predictors
variables about job applicants related to criteria
Weighted Application Forms
assign different weights to various pieces of info provided on job application
Biodata
background info and personal characteristics can be used in employee selection
Work Sample Tests
used in job skill tests to emasure applicant’s abilities to perform brief examples of important job tasks
Personality Tests
instruments that emasure psychological characteristics of individuals
Emotional Intelligence
ability to understand, regulate and communicate emotions and use them to inform thinking
Polygraphs
instruments that measure physiological reactions presuemd to accompany deception; a.k.a lie detectors
Integrity Tests
measures of honest/dishonest attitudes a/o behaviors
Test Battery
cobination of employment tests used to increase ability to predict future job performance
Faking
purposely distoring one’s responses to a test to try to beat the test
Assessment Center
detailed, structured evaluation of job applicants using a variety of instruments and techniques
Situational Exercise
assessment tools that require the performance of tasks that approximate actual work tasks
Snap Judgment
arriving at premature, early overall evaluation of an applicant in hiring interview
False-Positive Errors
erroneously accepting applicants who would have been unsuccessful
False-Negative Errors
erroneously rejecting applicants who would have been successful
Multiple Regression Model
an employee selection method that combines separate predictors of job success in statistical procedure
Multiple Cutoff Model
employee selection method using a minimum cutoff score on each of the various predictors of job performance
Multiple Hurdle Model
requres that an accpetance or jection decision be made at each of several stages in a screening process
Employee Placement
the process of assigning workers to appropiate jobs
