Human Resource Management - Selection Methods

These flashcards cover key concepts and terms related to selection methods in human resource management, focusing on the interview process, testing, and decision-making practices.

Selection

The process of reducing the pool of applicants to hire new employees.

Applicant Screening

The initial step in the selection process by recruiters or ATS/AI systems.

Personality Tests

Tests that assess stable personal traits, such as how extroverted a candidate is.

Ability Tests

Tests that measure cognitive or physical abilities, such as spatial reasoning.

Knowledge Tests

Tests that evaluate a candidate's knowledge in a specific subject matter.

Performance Tests

Tests that assess a candidate's ability to perform specific job tasks.

Integrity Tests

Tests that determine a candidate's honesty and trustworthiness.

Test Validity

Measures accuracy; a valid test measures what it claims to measure.

Test Reliability

Measures consistency; a reliable test produces similar results across administrations.

Reference Checks

A method used to verify the qualifications and background of candidates.

Realistic Job Preview

An approach that provides candidates insight about the job prior to employment.

Medical Testing

Testing that may involve health data; must be handled by qualified professionals.

Structured Interview

An interview format with planned questions that are the same for all candidates.

Unstructured Interview

An interview format with few planned questions, varying across candidates.

Behavioral Questions

Questions designed to elicit responses about past behaviors in work situations.

Common Interview Mistakes

Errors made by interviewers or candidates, including not listening or talking too much.

Decision Making Approaches

Methods for final hiring decisions, including subjective approach and compensatory approach.