9.11 Key Terms
Key Terms
- Aptitude Test: Measures a person’s ability to learn new skills. It can evaluate specific skills relevant to a job and help determine if an individual’s abilities match job requirements. 9.1
- Big Five Personality Traits: A model assessing five dimensions of personality: openness, conscientiousness, extraversion, agreeableness, and neuroticism. 9.3
- Construct Validity: Ensures a test measures the concept it claims to assess, reflecting the true nature of the characteristic. 9.8
- Content Validity: The extent to which a test covers the relevant aspects of the subject or skill it aims to measure. 9.8
- Criterion Validity: The extent to which a test predicts or correlates with real-life success or performance. 9.8
- Emotional Intelligence: Awareness and management of one’s own emotions and the emotions of others, crucial for interpersonal skills and workplace relations. 9.4
- Face Validity: The degree to which test takers perceive a test as appropriate for its intended purpose. 9.8
- Honesty/Integrity Test: Assesses an applicant’s propensity toward undesirable behaviours such as lying or stealing. 9.5
- Inter-Rater Reliability: Consistency of test results among different raters, ensuring similar scores are given by various evaluators. 9.7
- Job Knowledge Test: Measures a candidate’s understanding and knowledge about a specific job. 9.5
- Knowledge, Skills, and Abilities (KSAs): Attributes that can be measured by interviews or tests, representing a candidate’s capacity to perform job tasks. 9.1
- Myers-Briggs Type Indicator (MBTI): A personality assessment measuring types rather than traits used for learning and team-building purposes. 9.3
- Physical Ability Test: Assesses physical capabilities necessary for specific job requirements, ensuring candidates meet minimum standards. 9.6
- Pre-Employment Drug and Alcohol Testing: Tests administered after a conditional job offer to ensure compliance with workplace standards. 9.6
- Reliability: Refers to how dependably or consistently a test measures a characteristic, ensuring consistent results over time and among different raters. 9.7
- Test-Retest Reliability: Consistency of test scores over time, showing stable results for the same individuals under similar conditions. 9.7
- Validity: The extent to which the scores from a test represent the characteristic they are intended to measure, ensuring the test measures what it is supposed to. 9.8
- Wonderlic Personnel Test: A cognitive ability test that measures general cognitive ability, including problem-solving and learning potential. 9.2
- Work Samples: Tasks or examples of previous work used to assess a candidate’s skills and competencies. 9.5
