Employment Testing and Validation Quiz

The consistency of scores obtained by the same person when retested with the same test or similar versions.

Indicates whether a test is measuring what it is intended to measure.

The process of evaluating a test's accuracy and effectiveness.

Important for ensuring accurate employee selection and mitigating legal risks.

The costs associated with recruiting, hiring, and onboarding new employees.

Employers have legal obligations to ensure fair and non-discriminatory hiring practices.

Potential issues with selecting the wrong employee can lead to problems with organizational performance.

A process that involves various tools and techniques to select the best candidates for a job.

A test has criterion validity if it predicts how someone will perform at a job based on their test score.

Content validity is demonstrated when a test accurately measures the knowledge, skills, and abilities needed for a particular job.

This type of validity is important because it shows that the test is a fair representation of the job's requirements.

If a test has criterion validity, it means that people who score well on the test are more likely to be successful at their jobs.

The process of validating a test involves analyzing the job, choosing the right tests, administering the tests, and comparing test scores to performance on the job.

The act of damaging someone's reputation through false statements, especially in writing (libel) or spoken words (slander).

Testing used by employers to assess a candidate's basic abilities, such as reading, writing, and mathematical skills.

Testing used by employers to evaluate a candidate's knowledge and proficiency in specific job-related skills.

Tests designed to uncover an individual's personality traits, tendencies, and emotional patterns.

Tests that assess an individual's current knowledge and abilities in a specific subject area.

Tests used by employers to measure an applicant's strength, dexterity, and speed related to physical tasks.

Tests that evaluate an individual's capacity for reasoning, problem-solving, and critical thinking.

Computer-based or online assessments that provide an efficient way to conduct pre-employment screening or evaluations.

A personality test often used in hiring, assessing five broad personality traits: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism.

A method of evaluating potential employees by simulating real-world work situations, often involving video-based scenarios or mini-work projects.

A type of evaluation that directly assesses how well a person will perform a specific job, often through work samples or simulations.

This assessment method focuses on testing a candidate's knowledge and skills directly related to the requirements of the job, often involving questions related to economics, marketing, or human resources.

These assessments evaluate an applicant's mechanical comprehension, such as their understanding of basic physics, machinery, and tools.

Gathering information about a candidate's past employment, education, and other relevant details.

A check on previous employment history, usually done by contacting former employers.

Collecting information about a candidate's past criminal offenses.

Verifying a candidate's driving records, important for jobs involving driving.

Checking a candidate's financial history, often relevant for financial roles.

Legal issues that can arise during background checks, such as defamation or privacy violations.

The reluctance of an employer to provide a detailed reference, often due to concerns about legal liability.

Making background checks more effective by using telephone references, clear authorization statements, and minimizing reliance on social networks.

A structured approach to interviewing involves using a predefined set of questions and rating scales to ensure consistency and fairness across all candidates.

Situational questions are designed to assess how candidates would handle hypothetical work scenarios.

Past behavior questions focus on specific examples of how candidates have handled past situations.

Job knowledge questions assess a candidate's understanding of the specific skills and knowledge required for the job.

Objective criteria are specific and measurable standards that are used to rate candidate responses.

Standardized interview forms help maintain consistency and fairness by ensuring that the same questions and rating scales are used for all candidates.

Using descriptive rating scales, like 'excellent', 'fair', and 'poor', provides a clearer and more objective way to assess interviewee responses.

The main purpose of using the same questions for all candidates is to ensure fairness and a level playing field.