Recruitment and Selection

Having no bias or favoritism toward either side of a dispute or policy

Appropriateness to the purpose or circumstances

The value judgements people make about the decisions or outcomes that are based on measurements

Adherence to moral and ethical principles

An indication of the stability or dependability of repeated applications of a measurement procedure

The quality of being authentic; genuineness.

The condition or quality of being true, correct, or exact; freedom from error or defect; precision or exactness; correctness.

The quality or fact of being honest; uprightness and fairness.

Systematic errors in measurement or interference made from those measurements that are related to different identifiable group membership characteristics such as age, sex, and/or race

Measure performance after a person is hired to validate or refute test criterion evaluation given when they were an applicant

Fairness as opportunity to learn

Fairness in the integrity of the testing tools used

Fairness as lack of bias

Fairness in the impartiality of results

Fairness in tolerance of handicaps

Fairness as equitable treatment in the testing process

Fairness in selection and prediction

Fairness as equality in outcomes of testing

Abilities

Other Attributes

Capabilities

Talents

Knowledge

Skills

Flexibility and speed

Comfort with the process

Fits organizational culture

Maintains standards

Consistent process

Structured procedures

Test and retest (invite applicants back for 2nd interview)

Honesty verification (apply the use of a polygraph to detect deception)

Criterion validity (a score on a personality test predicting future performance or behaviour)

Alternate forms (use of different questions and compare tests)

Temporary individual characteristics (health, emotional state and interests)

Fairness (equitable treatment in the testing process)

Chance (anticipating questions and tests)

Predictive evidence (measured performance after hiring to refute test criterion)

Lack of standardization (change of conditions from one candidate to the next)

True

False

True

False

Measure performance after a person is hired to validate or refute test criterion evaluation given when they were an applicant

Systematic errors in measurement or interference made from those measurements that are related to different identifiable group membership characteristics such as age, sex, and/or race

Consistent process

Structured procedures

Fits organizational culture

Comfort with the process

Flexibility and speed

Maintains standards

The legitimacy or correctness of the inferences that are drawn from a set of measurements or other specified procedures

Conforming to established standards of usage, behaviour

Adequate to accomplish a purpose; producing the intended or expected result

Capacity for producing a desired result or effect

Criterion validity (ex: a score on a personality test predicting future performance or behaviour)

Construct and content validity (Step 1. Verify that content of the test is relevant. Step 2. Ask SMEs)

Alternate forms (use of different questions and compare tests)

Test and retest (invite applicants back for 2nd interview)

Must be defensible

Must be punctual and precise

Must meet legal requirements and professional standards

Be reliable and valid

Be correct and consistent