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selection battery
a set of predictors, or tests, that are used to make employee hiring decisions TERM 2
recruitment
DEFINITION 2 the process of encouraging potentially qualified candidates to seek employment with a particular company TERM 3
person-environment fit
DEFINITION 3 the agreement or match between an individual's KSAO's and values and the demands of a job and characteristics of an organization TERM 4
cybervetting
DEFINITION 4 the use of social media as part of background investigations used to make employee selection decisions TERM 5
validity shrinkage
DEFINITION 5 a statistical phenomenon reflecting the likelihood a given selection battery will demonstrate lower validity when employed with a different sample
validity generalization
a statistical approach used to demonstrate that test validities do not vary across situations TERM 7
situational specificity
DEFINITION 7 the belief that test validities are specific to particular situations TERM 8
synthetic
validity
DEFINITION 8 validity that is inferred based on the links between job components and KSA's TERM 9
multiple cutoff approach
DEFINITION 9 a noncompensatory model of employee selection in which "passing scores", or cutoffs, are set on each predictor TERM 10
multiple hurdle approach
DEFINITION 10 a rendition of the multiple cutoff approach in which the predictors are administered in a predetermined order and applicants are measured on the next predictor only if they scored above the cutoff on the previous predictor
adverse impact
the most accepted operationalization of discrimination, defined in the EEOC Guidelines as the 80% rule of thumb; a selection battery exhibits adverse impact against a group if the selection rate for that group is less than 80% of the selection rate for the group with the highest rate TERM 17
affirmative action
DEFINITION 17 a practice employed in many organizations to increase the number of minorities or protected class members in targeted jobs TERM 18
disparate impact cases
DEFINITION 18 cases involving employment procedures that apparently unintentionally discriminate against or unfairly affect a minority group TERM 19
disparate treatment cases
DEFINITION 19 cases involving discrimination that results from intentional differential treatment or behavior TERM 20
bona fide occupational qualification (BFOQ)
DEFINITION 20 a characteristic such as one's gender, religion, or nationality that is required or necessary to effectively do the job
sexual harrassment
behaviors such as unwelcome sexual advances, requests, and other conduct of sexual nature, submission to or rejection of which affects one's job or creates offensive work environments TERM 22
essential functions
DEFINITION 22 tasks that are significant and meaningful aspects of the job TERM 23
reasonable
accomodations
DEFINITION 23 changes or exceptions made by an employer that allow qualified disabled individuals to successfully do a job TERM 24
undue hardship
DEFINITION 24 an accommodation for the disabled that result in significant difficulty or expense given the employer's size and resources
