Chapter 7: Selection Process in Organizations

A test designed to assess the speed and precision of simple hand and arm movements, including finger dexterity, manual dexterity, arm movement speed, and reaction time.

The ability to manipulate small objects quickly and accurately, often tested with tasks involving fine motor skills like picking up tiny parts.

The ability to use hands skillfully and deftly, involving coordination of hand and arm movements for tasks like assembling objects.

A specific test that evaluates finger dexterity and hand-eye coordination by requiring participants to manipulate small objects with their hands.

Another specific test measuring hand dexterity by requiring participants to quickly place pegs into holes.

A test evaluating hand dexterity and speed by requiring participants to manipulate blocks or other objects in a specific pattern.

A test of fine motor skills and hand dexterity, requiring participants to place pegs into specific holes quickly and accurately.

An assessment used to evaluate job-related skills and abilities to match individuals with suitable roles based on their physical abilities.

The degree to which a selection tool accurately measures the psychological trait or construct needed for successful job performance.

Any method used to assess candidates for a job, such as tests, interviews, or work samples.

A theoretical concept or characteristic that cannot be directly observed, such as intelligence, leadership skills, or analytical ability.

The level of work quality and productivity expected from an employee in a particular role.

An accounting firm using an extroversion test for auditor positions, when the job requires independent work with data.

It ensures that selection tools accurately assess the skills and abilities needed for the job, leading to better hiring decisions.

By demonstrating a link between the psychological trait measured by the tool and successful job performance.

Intelligence, verbal skills, analytical ability, leadership skills.

The consistency and accuracy of a test in measuring what it's intended to measure.

Tendency to act without thinking, driven by immediate gratification.

Ability to resist impulses and act in accordance with long-term goals.

Verification of an applicant's information, often including criminal history, to assess suitability.

Agreement between multiple raters or assessors on the same test.

A unique and enduring pattern of thoughts, feelings, and behaviors that distinguish one person from another.

Degree to which different parts of a test measure the same construct.

A standardized test that measures different aspects of personality, often used to understand individual differences.

Answers provided without careful consideration, negatively affecting test reliability.

Distractions or discomfort that can lower the reliability of a test.

A widely used personality inventory that categorizes individuals into 16 personality types based on four dichotomies.

A personality inventory used to measure various psychological traits, including those related to clinical disorders.

A preoccupation with one's health, often accompanied by unfounded fears of having serious illnesses.

A persistent feeling of distrust and suspicion, often involving unfounded beliefs that others are trying to harm or deceive them.

Characteristic patterns of behavior, thought, and emotion that distinguish one person from another.

The process of gathering information about an individual's personality or abilities.

The criteria used by automated screening systems to determine which applicants are rejected. These standards should be valid and ensure fairness.

Employers should respond to inquiries from applicants about their application status promptly. This communication can often be automated.

Using existing employees to review and evaluate job applicants. This can provide valuable insights and perspectives beyond traditional screening methods.

Software used to manage and track job applications, often automating tasks like matching resumes with job requirements.

The ATS compares applicant information (like education and work history) with current employees to find potential matches.

Google allows current employees to provide feedback on job applicants, offering insights into their potential fit within the company.

Google's use of crowdsourcing for hiring can provide a unique and valuable perspective on job applicants.

Crowdsourcing allows Google recruiters to understand how existing employees perceive the job, providing a more realistic view of applicant suitability.

A structured process used to evaluate candidates for a job or role, typically involving a series of exercises and activities designed to assess various skills and competencies.

A simulation where candidates are presented with a collection of realistic work-related materials (e.g., emails, reports, memos) and tasked with making decisions and taking appropriate actions.

A type of assessment exercise where a group of candidates is given a topic to discuss and must collaboratively reach a decision without a designated leader.

Simulations designed to assess candidates' decision-making, problem-solving, and strategic thinking skills in a competitive business environment.

Used in assessment centers to allow observers to watch candidates during exercises without being seen by them, ensuring unobtrusive observation.

Assessment methods that involve standardized tests or tasks designed to measure specific skills or knowledge objectively.

Watching candidates during assessment exercises in a way that doesn't interfere with their natural behavior or performance.

The abilities required to communicate and interact effectively with others, such as communication, teamwork, and conflict resolution.