psych

What are the main goals of recruitment in Talent Acquisition?

To influence the number, type, and diversity of applicants

Fill in the Blank: The ultimate goal of recruitment is to have a large pool of ___________.

Qualified, diverse applicants.

What is an example of Internal Sourcing in recruitment?

Internal job postings, leadership development programs, talent inventories, or succession plans.

Define 'Employer Brand'.

The perception of a company as a place to work, shaped by familiarity, image, and reputation.

Fill in the Blank: In evaluation of recruitment sources, factors like ___________, cost, volume, and quality are considered.

Speed

What is the purpose of a Realistic Job Preview (RJP)?

To present candidates with both positives and negatives about a job and organization to improve job satisfaction and reduce turnover.

What distinguishes 'open' sources from 'closed' sources in recruitment?

Open sources are fair and transparent with a larger pool but can be costly and time-consuming, while closed sources are efficient and faster but may lead to bias.

What are Barber's Recruitment Model phases?

Phase 1: Generating Candidates (Attraction), Phase 2: Maintaining Applicant Status (Retention), Phase 3: Encouraging Acceptances (Hiring).

Fill in the Blank: The evolution of talent sourcing has shifted from very _____________ to regional, national, and global.

Localized.

What are key factors that influence recruitment outcomes?

Brand, recruiters, timing, messaging, and market.

Departmentalization

element of organizational structure concerning how organizations are divided into units based on the functions they perform, the customers they serve, the geographic area they oversee, or the products they manage

Specialization

an element of organizational structure concerning how work is broken down into smaller routinized tasks

Chain of Command

an element of organizational structure concerning an organization’s reporting structure

Unity of Command

concept that each subordinate should be accountable only to one supervisor

Centralization

element of organizational structure concerning how decisions are carried out in an organization

Span of Control

element of organizational structure concerning the number or subordinates a manager is responsible for supervising

Formalization

element of organizational structure concerning the extent to which there are clear rules, procedures, and policies within an organization that dictate what is and isn’t allowable

What are the 6 Elements of Organizational Structure

Departmentalization, Specialization, Unity of Control, Centralization, Span of Control, and Formalization

Humanitarian Work Psychology

practice of IO Psych directed to the societal goal of improving employment for all mankind

Diversity

practice or state of having broad representation of people with different personal characteristics, including backgrounds, demographics, and viewpoints

Equity

fairness or justice w/o bias or favoritism, made to rectify imbalances and ensure all individuals have access to the same opportunities

Inclusion

involvement and integration of people from all groups into organizational systems and processes while allowing each to retain their own identity

Nepotism

an approach to personnel staffing whereby family members receive preferential treatment because of birth or marriage

Corporate Social Responsibility

obligation of organizations to take an active part in improving society

Protected Class

(provided for in Title VII of the Civil Rights Acts) designation for members of society who are granted legal status by virtue of a demographic characteristic, such as race, sex, national origin, color, religion, age, and disability

Bona Fide Occupational Qualification (BFOQ)

exception to Title VII allowing, in very rare circumstances, for organizations to make decisions on the basis of sex, religion, or national origin due to business necessity

Sexual Harassment

unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive work environment

Quid Pro Quo Harassment

legal classification of sexual harassment in which specified organizational rewards are offered in exchange for sexual favors

Hostile-Environment Harassment

legal classification of sexual harassment in which individuals regard conditions in the workplace (such as unwanted touching or off-color jokes) as offensive

Adverse Impact

type of unfair discrimination in which the result of using a particular personnel selection method has a negative effect on protected group members compared with majority group members; often contrasted w/ disparate treatment

Disparate Treatment

type of unfair discrimination in which protected group members are afforded differential employment procedures employment procedures compared to members of other groups; often contrasted w/ adverse impact

Affirmative Action

social policy that advocates members of protected group s will be actively recruited and considered for selection in employment

Whistleblower Laws

anti-retaliation stipulations that employers are prohibited from taking any adverse action against employees for filing complaints or raising awareness of dangerous or illegal activities

Child Labor

pattern of compelling children under the age of 15 to perform labor that is harmful to their overall health and/or psychological well-being

Recruitment

process by which individuals are solicited to apply for jobs

Personnel Selection

process of determining those applicants who are selected for hire versus those who are rejected

Predictor Cutoff

score on a test that differentiates those who passed the test from those who failed; often equated w/ the passing score on a test

Selection Ratio

numeric index ranging between 0 & 1.00 that reflects the selectivity of the hriing organization in filling jobs; the. number of job openings divided by the number of job applicants

Base Rate

percentage of employees who would be successful if individuals are randomly hired

Psychometric

the measurement of properties of properties of the mind; standards used to measure the quality of psychological assessments

Reliability

standard for evaluating tests that refers to the consistency, stability, or equivalence of test scores; often contrasted w/ validity

Test-Retest Reliability

type of reliability that reveals the stability of test scores upon repeated applications of the test

Equivalent-Form Reliability

type of reliability that reveals the equivalence of test scores between two versions or forms of the test

Internal-Consistency Reliability

type of reliability that reveals the homogeneity of the items comprising a test

Inter-Rater Reliability

type of reliability that reveals the degree of agreement among the assessments provided by two or more raters

Validity

standard for evaluating tests that refers to the accuracy or appropriateness of drawing inferences from test scores; often contrasted w/ reliability

Construct

theoretical concept to explain aspects of behavior

Operationalization

process of determining how a construct will be assessed

Construct Validity

degree to which a test is an accurate and faithful measure of the construct it purports to measure

Criterion-Related Validity

degree to which a test forecasts or is statistically related to a criterion

Validity Coefficient

statistical index (expressed as a coefficient) that reveals the degree of two variables

Content Validity

degree to which subject matter experts agree that the items in a test are a representative sample of the domain of knowledge the test purports to measure

Face Validity

appearance that items in a test are appropriate for the intended use of the test by the individuals who take the test

Big 5 Personality Theory

theory that defines personality in terms of 5 major factors: openness, conscientiousness, extraversion, agreeableness, and emotional stability; the 5 Factor Theory of personality

Dark Triad

cluster of 3 dysfunctional personality types associated w/ counterproductive work behavior: Machiavellianism, narcissism, and psychopathy

Faking

behavior of job applicants to falsify or fake their responses to items on personality inventories to create a favorable impression

Integrity Test

type of test that purports to assess a candidate’s honesty or character

Polygraph

instrument that assesses responses of a individual’s central nervous system that supposedly indicate giving false responses to questions

Situational Judgment Test

type of test that describes a problem to the test taker and requires the test taker to rate various possible solutions in terms of their feasibility or applicability

Biodata Inventories

method of assessing individuals in which biographical information pertaining to past activities, interests, and behaviors in their lives is considered

Drug Testing

method of assessment typically based on an analysis of urine that is used to detect illicit drug use by the candidate

Computerized Adaptive Testing (CAT)

form of assessment using a computer in which the questions have been pre-calibrated in terms of difficulty, and the examinee’s response (right or wrong) to one question determines the selection of the next question

Degree of Structure

format for the job interview in which the questions are different across all candidates; often contrasted w/ the structured interview

Structured Interview

format for the job interview in which the questions are consistent across all candidates; often contrasted w/ unstructured interviews

Situational Interview

type of job interview in which candidates are presented w/ a hypothetical problem and asked how they would respond to it

Behavior Description Interview

type of job interview in which candidates are asked to provide specific examples from their past to illustrate attributes important for the position

Work Samples

type of personnel selection test in which the candidate demonstrates proficiency on a task representative of the work performed in the job

Situational Exercises

method of assessment in which examinees are presented w/ a problem and asked how they would respond to it

Assessment Centers

technique for assessing job candidates using a series of structured, group-oriented exercises that are evaluated by raters

True Positives

term to describe individuals who were correctly selected for hire because they became successful employees

True Negatives

term to describe individuals who were correctly rejected for employment as they would have been unsuccessful employees

False Negatives

term to describe individuals who were incorrectly rejected for employment as they would have been successful employees

False Positives

term to describe individuals who were incorrectly accepted for employment as they became unsuccessful employees

Multiple Correlation

statistical index used to indicate the degree of predictability (ranging from 0 to 1.00) in forecasting the criterion on the basis of two or more other variables

Coefficient of Determination

amount of criterion variance that can be predicted or explained from using predictors , computed as the squared multiple correlation

Coefficient of Non-Determination

amount of criterion variance that cannot be predicted or explained from using predictors, computed by subtracting the coefficient of determination from 1.00

Validity Generalization

concept that the degree to which a predictive relationship empirically established in one context spreads to other populations or contexts

Banding

method of interpreting test scores such that scores of different magnitude in a numeric range or band (eg 90-95) are regarded as being equivalent

Utility

concept reflecting the economic value (expressed in monetary terms) of making personnel decisions

Benchmarking

process of comparing a company’s products or procedures w/ those of the leading companies in an industry

Placement

process of assigning individuals to jobs based on one test score

Classification

process of assigning individuals to jobs based on two or more test scores

Biological-Based Theory of Motivation

theory that presumes motivation is genetically predisposed, determined by one’s physiology and traits

Genetic Information Nondiscrimination Act of 2008 (GINA)

act prohibiting discrimination on the basis of genetic information w/ respect to employment and health insurance

Maslow’s Hierarchy of Needs

theory of motivation that suggests that motivation is based on the satisfaction of a prioritized sequence of needs

Two-Factor Theory

theory of motivation that suggests that people are motivated by intrinsic factors, whereas extrinsic factors will ensure people are not dissatisfied but will not increase motivation

Flow Theory

theory of motivation suggesting that individuals will experience an intense level of enjoyment, concentration, and lack of self-awareness when actively engaged in pursuits that have clear goals, unambiguous feedback, and a match between one’s skills and challenge of the task

Self-Determination Theory

theory of motivation based on the fulfillment of basic needs to experience intrinsic motivation

Equity Theory

theory of motivation based on the comparison of one’s inputs to outcomes w/ those of another person to determine if a situation is fair; these determinations of equity dictate subsequent actions taken

Equity Sensitivity

the individual differences that people have regarding their preference for equity (or tolerance for inequity)

Expectancy Theory

theory of motivation based on the perceived degree of relationship between how much effort a person expends and the performance that results from that effort

Expectancy

w/i Expectancy Theory, the belief that effort leads to performance

Instrumentality

w/i Expectancy Theory, the belief that performance will lead to an outcome

Valence

w/i Expectancy Theory, extent to which outcomes are valued

Goal-Setting Theory

theory of motivation based on directing one’s effort toward the attainment of specific goals that have been established

Self-Efficacy

the belief in one’s capabilities and capacity to perform successfully

Goal Orientation

the way in which individuals approach or avoid goals in achievement situations

Self-Regulation

process of monitoring goals, evaluating progress, and responding to discrepancies between actual and desired goal states

Self-Regulation Theories

theories of motivation based on the setting of goals and the receipt of accurate feedback that is self-monitored to enhance the likelihood of goal attainment

Job Characteristics Model

model that specifies that a job can be made more or less motivating depending on the levels of five core job dimensions