EMPLOYEE SELECTION: PART 1

REFERENCE CHECK

confirming if the applicant’s information (like job history or skills) is true.

REFERENCE

someone’s opinion (spoken or written) about the applicant’s skills, work habits, or charcter. The format depends on what the employer asks for.

LETTER OF RECOMMENDATION

a written opinion about the applicant’s ability, past work, and potential. The writer decides what to include.

RESUME FRAUD

lying on their resume about what experience or education they actually have

NEGLIGENT HIRING

if a comoany hires someone without checking their background, and that person commits a crime at work, the company can be held responsible—especially if a background check would have revealed a problem.

TORTS

Negligent hiring cases are usually taken to court as common-law cases (also called?)

REFERENCES AND LETTER OF RECOMMENDATION

employers use different ways to lean about an applicant’s personality and skills

these can come from former employers or teachers, who can share details about the applicant’s work habits, behavior, and abilities.

used to predict how well someone will perform in the future by looking at how they did in the past.

LENIENCY

people often give too positive references to be kind

KNOWLEDGE OF THE APPLICANT

The person writing the reference might not know the applicant well enough to give a fair opinion.

LOW RELIABILITY

references can be inconsistent or subjective

EXTRANEOUS FACTORS

external factors, like how the letter is written or who reads it, can affect the judgement.

NEGLIGENT REFERENCE

if a former employer doesn’t give relevant information about a former employee that could prevent harm, they could be legally responsible for?

JOB KNOWLEDGE TESTS

are used to measure how much someone knows about a specific job. These tests are commonly used in the public sector, especially for things like promotions.

COMMON JOB KNOWLEDGE TESTS

include things like programming knowledge, electronics knowledge, or understanding mechanical principles.

COGNITIVE ABILITY

refers to different mental skills such as reading comprehension, math reasoning, problem-solving, memory, and general learning ability. It’s important for many types of jobs, like those in management, accounting, and administration.

COGNITIVE ABILITY TESTS

are used to measure an applicant’s intelligence or knowledge. These tests are commonly used because they are good at predicting how well someone will perform in a job, easy to administer, and not very expensive.

PERCEPTUAL ABILITY

involves the sense-sight and hearing-and how well someone can use them.

VISION

seeing clearly at different distances or in different light conditions (e.g., near, far, night vision)

COLOR DISCRIMINATION

telling apart different colors

DEPTH PERCEPTION

understanding how far away objects are

GLARE SENSITIVITY

being able to see clearly in bright lights.

SPEECH CLARITY

understanding spoken words clearly

HEARING

the ability to hear well, including recognizing sounds or locating where they are coming from.

PSYCHOMOTOR ABILITY

refers to physical skills that involve coordinating your mind and body to perform tasks.

FINGER DEXTERITY

the ability to move you fingers quickly and accurately

MANUAL DEXTERITY

the skill to use you hands for detailed tasks

CONTROL PRECISION

the ability to control movements accurately, especially in difficult or delicate situations.

MULTILIMB COORDINATION

Coordinating multiple limbs (arms and legs) at the same time.

RESPONSE CONTROL

the ability to respond to signals or changes in the environment in a controlled manner.

REACTION TIME

how quickly you can respond to a stimulus

ARM-HAND STEADINESS

Keepings your arms and hands steady while performing tasks

WRIST-FINGER SPEED

the speed with which you can move your wrist and fingers

SPEED-OF-LIMB

the overall speed of your limb movements

PHYSICAL ABILITY

refers to the strength, stamina, and overall physical capability required to perform certain jobs. These tests are often used for positions that demand physical tasks, like police officers, firefighters, and lifeguards.

JOB STIMULATIONS

applicants perform actual job-related tasks to show they can handle physical aspects of the job.

are often the most accurate way to measure physical abilities, but they can be expensive, hard to perform safely, or impractical

PHYSICAL AGILITY TESTS

Applicants do specific exercises (like push-ups or sit-ups) to measure strength, edurance, or flexibility.