Managing Human Resources 17th Edition by Scott A. Snell -Test Bank A+

Validity refers to what a selection procedure measures and how well it measures it. In other words, the selection process should be able to predict how well a person performs on the job. Like a new medicine, a selection procedure must be validated before it is used.

• Personality and interest inventories measure dispositional characteristics such as extroversion, inquisitiveness, and dependability.

• Physical ability tests assess a job candidate’s physical abilities such as strength and endurance.

• Job knowledge tests are a type of achievement test designed to measure a person’s level of understanding about a particular job.

• Job sample tests, or work sample tests, require the job applicant to perform tasks that are actually part of the work required on the job.

Students may also discuss Honesty/Integrity testing, Polygraph testing, Medical exams, Drug testing and Biodata tests.

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The structured interview has a number of standard questions asked of each job applicant. Questions are job-related based upon job analysis. Since applicants are asked identical questions, the structured interview provides a more consistent basis for evaluating job candidates. This interview strives to maximize the validity of selection decisions.

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With the situational interview, the applicant is given a hypothetical incident and asked to respond how he or she would handle it. Responses are evaluated relative to preestablished benchmark standards.

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Behavioral description interviews focus on actual work incidents in the interviewee’s past and what the applicant did in response. This interviewing approach assumes that past performance is the best predictor of future performance.

2. Completion of application;

3. Interview;

4. Reference and background checks;

5. Pre-employment tests;

6. Medical exam/drug test;

7. Hiring decision.