Employee Testing, Selection Interviews, and Training Methods

Vocabulary flashcards covering candidate selection tests, interview techniques, interview errors, onboarding, and organizational training and development concepts.

Reliable test

The consistency of scores obtained by the same person when retested with the identical test or with an equivalent form.

Different types of validity

Criterion-related, content, and construct validity used to ensure a test measures what it claims.

Correlations

Statistical relationships between test scores and job performance.

Intelligence tests

Assessments that measure general intellectual abilities including verbal, memory, numerical, and inductive reasoning skills.

Test validation steps

The sequential process of analyzing the job, choosing tests, administering them, relating scores to performance, and cross-validating.

Standardized selection tests

Tests administered with established norms, standard procedures, and consistent scoring protocols.

Achievement tests

Assessments that measure what someone has already learned or acquired.

Personality tests

Assessments measuring basic aspects of a candidate's personality and behavioral traits.

Motor ability tests

Assessments measuring physical skills and psychomotor attributes like finger dexterity and reaction time.

Cognitive ability tests

Assessments measuring mental capabilities such as general intelligence, memory, and verbal/numerical ability.

Aptitude tests

Assessments that measure a person's potential or capacity to learn a specific skill or job type.

Personality dimensions

Core traits including the Big Five dimensions (such as extraversion, emotional stability, and conscientiousness).

Work samples

Selection tools requiring applicants to actually perform tasks representative of the actual job.

Situational judgment tests

Assessments that measure a candidate's judgment in work-related problem scenarios.

Management assessment center

A simulation-based evaluation process where management candidates participate in exercises while assessors evaluate leadership potential.

Directive vs. Unstructured Interviews

Directive (structured) interviews have set questions and rated answers, whereas unstructured/nondirective interviews do not.

Selection Interviews

Interviews designed to predict job performance through candidates' responses.

Panel/Board Interviews

An interview format where a group of interviewers assesses one applicant.

Mass Interviews

An interview format where a panel interviews multiple candidates at once.

Behavioral Interviews

An interviewing technique focusing on past actions rather than hypothetical responses.

Situational Interviews

An interviewing technique asking candidates to respond to hypothetical scenarios.

Case Interviews

Interviews combining behavioral and situational questioning to solve problems.

Stress Interviews

Interviews featuring deliberately uncomfortable questions to test a candidate's stress tolerance.

First Impressions (Interview Error)

Making snap judgments based on appearance or initial impressions.

Not Clarifying Job Requirements (Interview Error)

Failing to ensure candidates have a clear understanding of job roles beforehand.

Overlooking Impression Management (Interview Error)

Being overly influenced by candidate self-promotion and ingratiation tactics.

Structured Situational Interviews

Interviews using specific job-related questions with set answers for all candidates.

Impression Management

Self-promotion and ingratiation tactics used by candidates that interviewers must look past to assess true job fit.

Employee Orientation

Also called onboarding, this process introduces new employees to the company's values, culture, and necessary information.

Training

The process of providing skills for job performance, where inadequate training can lead to negligent training liability.

Competency Model

A diagram showing the skills, knowledge, and behaviors needed to perform a job effectively.

Performance Analysis

A process that identifies if job performance issues require training or other solutions.

On-the-Job Training

Learning through actual job tasks.

Apprenticeship

A structured program combining classroom instruction and on-the-job training.

Programmed Learning

A step-by-step, self-paced learning method.

Videoconferencing

A technology method that enables remote instruction.

Diversity Training

Training that enhances cultural sensitivity and fosters teamwork across diverse groups.

Management Development

Programs focused on improving managerial skills and aligning them with company goals.

Organizational Change

Kurt Lewin's model consisting of Unfreezing (create urgency), Moving, and Refreezing (solidifying new norms).

Training Evaluation

The Kirkpatrick Model evaluating training across four levels: reaction, learning, behavior, and results.