05 Terms to Remember
Adverse Impact: Occurs when a selection procedure disproportionately affects protected groups, often measured by the 80% rule.
Americans with Disabilities Act (ADA): Prohibits disability discrimination and requires reasonable accommodations for qualified individuals who can perform essential job functions.
Assessment Centers: Structured evaluations using multiple raters and exercises to assess managerial potential.
Base Rate: The percentage of current employees performing successfully, used to evaluate the effectiveness of selection systems.
Behavioral Description Interviews: Interviews that focus on past behavior by asking candidates to describe specific situations and actions.
Biographical Information (Biodata): Data collected about past behaviors and experiences to predict future job performance.
Cognitive Ability Testing: Tests measuring general mental ability, consistently among the most valid predictors of job performance.
Concurrent Validity: Assesses how well a test correlates with current employee performance.
Cost-Benefit Analysis: Weighs the costs of a selection system against the benefits of improved hiring outcomes.
Decision Accuracy: Measures how well a selection system distinguishes between successful and unsuccessful hires.
Disparate Impact: Unintentional discrimination resulting from neutral practices that disproportionately affect protected groups.
Disparate Treatment: Intentional discrimination based on protected characteristics.
Employee Referral Programs: Recruitment strategy where current employees refer candidates, often with incentives.
Equal Employment Opportunity Commission (EEOC): Federal agency that enforces laws against workplace discrimination.
Essential Functions: Core job duties that must be performed, used to determine reasonable accommodations under the ADA.
External Recruitment: Seeking candidates from outside the organization to bring in new skills and perspectives.
Internal Recruitment: Filling positions with current employees through promotions or transfers.
Job Analysis: Systematic process of identifying job requirements and the KSAOs needed for success.
KSAOs (Knowledge, Skills, Abilities, and Other Characteristics): Attributes required to perform a job effectively.
Multiple Cutoff Approach: Selection model requiring candidates to meet minimum scores on all assessments.
Multiple Hurdle Method: Sequential selection process using inexpensive assessments first to screen candidates.
Multiple Regression: Statistical method combining predictors to estimate job performance.
Organizational Citizenship Behaviors (OCBs): Voluntary behaviors that contribute to organizational effectiveness beyond job duties.
Personality Testing: Measures individual traits; often used alongside cognitive tests to improve prediction and reduce adverse impact.
Predictive Validity: The extent to which test scores predict future job performance.
Prima Facie Case: Initial evidence suggesting discrimination, often based on statistical disparities.
Recruitment: The process of attracting qualified candidates to apply for open positions.
Selection Batteries: Sets of assessments used together to improve prediction of job success.
Structured Interviews: Standardized interviews with consistent questions and scoring, based on job analysis.
Validity: The degree to which a selection method accurately measures what it intends to and predicts job performance.