consistency between the test items or problems and the kinds of situations or

Consistency between the test items or problems and

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: consistency between the test items or problems and the kinds of situations or problems that occur on the job, most suitable for measuring behaviour that is concrete and observable-The usual basis for deciding that a test has content validity is through expert judgementConstruct ability: consistency between a high score and a high level of a construct, as well as between mastery of this construct and successful performance on the job, usually measure a combination of behaviours thought to be associated with the constructGeneralizable: valid in other contexts beyond the context in which the selection method was developedUtility: the extent to which the selection method provides economic value greater than its cost
-Legal standards for selection:oThe interview needs to be conducted in a way that candidates can be assessed without drawing out information that is not relevant to the job being filledoInterview notes made by interviewers cannot include references to prohibited grounds of discriminationoCandidates must provide their consent before a background or reference check can be conducted-An important principle of selection is to combine several sources of information about candidates-The usual ways of gathering background information are by asking applicantsto fill out application forms and provide resumes-Employment applications ask for:oContact informationThe employee’s name, address, phone number, and email addressoWork experienceCompanies the applicant worked for, job titles, and dates of employmentoEducational backgroundHigh school, college, or university attended and diplomas or degrees awardedoApplicant’s signatureSignature or verification following a statement that the applicant has provided true and complete informationApplicant tracking system (ATS): a software application that streamlines the flow of information between job seekers, HR staff, and hiring managersNegligent hiring: a situation where an employer may be found liable for harm an employee causes to others if references and background checks were not performed adequately at the time of hiring-Consent is needed before performing a background check to comply with privacy legislationAptitude tests: tests that assess how well a person can learn or acquire skills and abilitiesAchievement tests: tests that measure a person’s existing knowledge and skillsCognitive ability tests: tests designed to measure such mental abilities as verbal skills, quantitative skills, and reasoning ability, especially valid for complex jobs and for those requiring adaptability in changing circumstances
-Physical ability tests measure strength, endurance, psychomotor skills, and other physical abilities, they can be accurate but can discriminate and are not always job-related-Cognitive ability tests, or intelligence tests, tend to be valid, especially for complex jobs and those requiring adaptability, job performance tests tend to be valid but are not always generalizable-

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