Recruitment Selection Final Exam Notes
Recruitment Selection
Selection (Chapter 1 page 40
The choice of a job candidate from a previously generated applicant pool in a way that will meet management goal and objectives as well as current legal requirement.
Ethics (Chapter 1 page 10)
Determination of right and wrong; the standards of appropriate conduct or behavior for members of a profession: what those members may or may not do
Validity (Chapter 2 page 25)
The degree to which accumulated evidence and theory support specific interpretation of test codes in the context of the test proposed to use.
Construct (Chapter 2 page 29)
The idea of concept constructed or invoked to explain relationships bentween observations e.g. the construct extraversion has been invoked the relationship between “social forthrightness” and sales; “learning” is a construct used to explain change in behavior that results from experience. Constructs are abstractions that we infer from observations that we cannot directly observe.
In natural sciences “gravity” is perhaps the most famous construct.
Employment equity (Chapter 2 page 39)
A term coined in 1986 Federal Employment Equity Act, referring to policies and initiatives to promote employment opportunities for member of designated minority groups.
Reliability (Chapter 2 page 35)
The degree to which observed scores are free from random measurable errors. Reliability is an indication of the stability or dependability of a set of measurement over repeated application of the measurement procedure.
True score (Chapter 2, page 36)
The average score that an individual would earn on infinite number of administrations of the same test or parallel versions of the same test.
Error score (Ch.2, pg.36)
The hypothetical difference between an observed score and true score.
Validity generalization (Ch2, pg.48)
The application of validity evidence, obtained through meta-analysis of data obtained from many situations, to other situations that are similar to
Selection (Chapter 1 page 40
The choice of a job candidate from a previously generated applicant pool in a way that will meet management goal and objectives as well as current legal requirement.
Ethics (Chapter 1 page 10)
Determination of right and wrong; the standards of appropriate conduct or behavior for members of a profession: what those members may or may not do
Validity (Chapter 2 page 25)
The degree to which accumulated evidence and theory support specific interpretation of test codes in the context of the test proposed to use.
Construct (Chapter 2 page 29)
The idea of concept constructed or invoked to explain relationships bentween observations e.g. the construct extraversion has been invoked the relationship between “social forthrightness” and sales; “learning” is a construct used to explain change in behavior that results from experience. Constructs are abstractions that we infer from observations that we cannot directly observe.
In natural sciences “gravity” is perhaps the most famous construct.
Employment equity (Chapter 2 page 39)
A term coined in 1986 Federal Employment Equity Act, referring to policies and initiatives to promote employment opportunities for member of designated minority groups.
Reliability (Chapter 2 page 35)
The degree to which observed scores are free from random measurable errors. Reliability is an indication of the stability or dependability of a set of measurement over repeated application of the measurement procedure.
True score (Chapter 2, page 36)
The average score that an individual would earn on infinite number of administrations of the same test or parallel versions of the same test.
Error score (Ch.2, pg.36)
The hypothetical difference between an observed score and true score.
Validity generalization (Ch2, pg.48)
The application of validity evidence, obtained through meta-analysis of data obtained from many situations, to other situations that are similar to