Occupational Psychology: Recruitment and Selection

Flashcards on Occupational Psychology: Recruitment and Selection

Occupational Psychology

Psychology applied to work, business, and organisations, also known as Industrial and Organisational Psychology.

Person-Job Fit

How well an individual's knowledge, skills, abilities, and other characteristics align with the demands of a specific job.

Person-Organisation Fit

How well an individual's personality, values, goals, and other characteristics align with the overall culture and values of the organisation.

Task-Oriented Job Advertisement

Focuses on the specific duties and responsibilities of the job.

Worker-Oriented Job Advertisement

Focuses on the characteristics, skills, and qualities needed to perform the job.

Attraction-Selection-Attrition (ASA) Theory

People are attracted to and select environments that fit their dispositions, and those who don't fit tend to leave the organisation.

Beautyism

A bias in recruitment and selection based on physical attractiveness.

Halo Effect

A bias where a positive impression in one area influences opinions in other areas.

Horns Effect

A bias where a negative impression in one area influences opinions in other areas.

Stereotyping

A bias based on generalizations about a person's group membership.

Self-delusion

A bias where recruiters overestimate their ability to assess candidates.

Strength-Based Recruitment

Focuses on hiring candidates with natural talents and motivations, rather than solely on competencies.

General Mental Ability (GMA)

A strong predictor of job, task, and academic performance; higher learning ability leads to quicker knowledge acquisition.

Internal Consistency (Reliability)

The extent to which a test or assessment is consistently accurate in measuring what it is intended to measure.

Interrater Reliability

The extent to which two different people agree in their assessments of a candidate using the same process.

Construct Validity

Does the test measure what it claims to measure?

Face Validity

Does the test appear relevant to candidates?

Content Validity

Is the test relevant to the specific job role?

Criterion Validity

Does the test predict job performance?

Openness

A personality trait measuring how creative, imaginative, down to earth or pragmatic someone is.

Conscientiousness

A personality trait measuring preference for an organized approach to life in contrast to a spontaneous one.

Extraversion

A personality trait measuring a tendency to seek stimulation in the external world, the company of others, and to express positive emotions.

Agreeableness

A personality trait relating to a focus on maintaining positive social relations, being friendly, compassionate, and cooperative.

Neuroticism

A personality trait measuring the tendency to experience mood swings and emotions such as guilt, anger, anxiety, and depression.

Holland's Theory of Vocational Choice

People and work environments can be classified into six types (Realistic, Investigative, Artistic, Social, Enterprising, Conventional), and people are happiest when there is a match between personality and environment.