Chapter 6 Selecting Employees- Industrial & Organizational Psychology

Demand is expected to __________ for jobs in manufacturing and mining, but demand should _________ for jobs in health-related fields and terminology.

Effort to recruit good applicants should be based on a detailed specification of the

The more ________ an organization can be, the better the chances that the person hired will be a good employee.

The _____________ approach would replace assemblers with technicians

The __________ approach would turn assemblers into technicians

_________ is concerned with the benefits that organizations achieve from using scientific selection.

The ____________ is anything assessed in job applicants that relates to the criterion.

____________ is the definition of good employee performance

Determining if a given predictor relates to a criterion requires a _______________ which is a research study that attempts to show that the predictor relates to the criterion.

A __________________ validation study is measured before the criterion, not used in deciding who to hire.

In a(n) ___________, both the criterion and predictor scores are collected from a sample of participants, current employees, at more or less the same point in time.

Cross validation is done to be certain that our results are not due to _________________.

______________ means that the validities of selection devices are generalizable, or transportable, from job to job and organization to organization.

The ___________ approach uses the score of each predictor in an equation to provide a numerical forecast of the criterion.

______________ hurdles set a passing score for each predictor.

It is possible to purchase ______________ selection devices from psychological testing companies that offer validated tests for sale to organizations.

A _______________ program lets employees choose their benefits from a long list of possibilities

A(n)________________ is used to give job applicants accurate information about the jobs and the organization.

The _____________ rate is the percentage of applicants who would be successful on the job if all of them were hired.

The ___________ ratio is the proportion of job applicants that organization must hire.

A predictor is not necessarily the best choice for an organization, because the ________ of using the predictor might exceed the ____________

The __________ score on the predictor is represented by the vertical line running down the center of the graph. It determines who is eligible to be hired.

An alternative approach to conducting validation studies is to rely on the established validity of selection tools that can be linked to ____________

_____________ analysis is valuable because it shows that selection procedures can be of benefit to organizations

The ____________ changed the way organizations selected employees because it expanded legal protections against discrimination and provided a mechanism to enforce them.

The law states that discrimination against anyone is illegal; certain groups have been the target of protection under the law. These groups are called _________.

_____________ laws in the US have shaped how selection must be done.

________________ is a practice that many organizations have used to increase the number of protected class members in targeted jobs.

______________ impact refers to the impact of a given selection practice on a protected class. 4/5ths rule is violated.

___________________ accommodations must be made to enable a person with a disability to perform the job

For a successful selection procedure, what should be the first step in acquiring new employees?

Which approach deals with the shifting nature of jobs, is more expensive, provides the least amount of harm to employees, and gives employees a marketable skill?

Which of the following is NOT a possible source for recruiting applicants according to the textbook?

Which of the following recruiting sources can provide companies with prescreening, online assessments and systems to help manage recruitment?

What type of validation study would measure predictors, and then at a later time assess the criterion?

Which of the following is an approach for eliminating applicants which requires a passing score for each predictor?

Realistic job previews have been shown to do which of the following?

The study of how effective selection devices are for organizations and their overall effectiveness on organizational functioning is called:

A person who is not hired, but would have been successful on the job is called a: