staffing flashcards midterm 2

Term: Pure Judgmental Approach
Definition: Both the data collection and the final decision are based on human impressions. No numbers or formulas are used.
Example: A manager looks at a messy resume, does a "chatty" unstructured interview, and decides to hire the person because they "seem like a hard worker" and have a "good vibe."

Term: Profile Interpretation
Definition: You collect objective, statistical data, but then a human looks at those numbers and makes a judgmental decision based on their "gut."
Example: A recruiter looks at an applicant's high IQ score (95th percentile) and high Personality score, but says, "I've seen these scores before; people like this usually get bored here. I'm going to pass on them." (The data is objective; the decision is subjective).

Term: Trait Rating Approach
Definition: You collect judgmental data (like interviews or "gut feelings"), but you turn them into scores and use a statistical formula to make the final decision.
Example: Three managers interview a candidate. They each give a "Subjective Rating" from 1–10. Those numbers are put into an Excel formula that calculates the average. The person with the highest average is hired automatically.

Term: Judgmental Composite
Definition: You have both statistical data (test scores) and judgmental data (interviews), but the final decision is made by a human looking at all of it and forming an "overall impression."
Example: A hiring manager sees that a candidate scored perfectly on a math test (statistical) but was slightly rude in the interview (judgmental). The manager weighs both in their head and decides, "The rudeness is a dealbreaker," and rejects them.

Term: Statistical Composite
Definition: You have both statistical and judgmental data, and you feed all of it into a mathematical formula (like a regression equation) to get a final score.
Example: A company gives 40% weight to a Cognitive Test score, 30% to a structured interview score, and 30% to a reference check score. The computer adds them up, and the person with the highest total gets the job. There is no "gut feeling" at the end.

Term: Pure Statistical Approach
Definition: Only objective data is collected, and only a mathematical formula is used to decide. No interviews or "gut feelings" are involved at all.
Example: A tech company only looks at a candidate's score on a coding test and their years of experience from a Weighted Application Blank. The computer ranks the candidates, and the top 3 are hired automatically.