Glossary of terms
Ability Testing (cognitive) - a test that measures the applicant's ability to think, comprehend, analyze and correctly arrive at the most logical conclusion.
Aptitude Testing - a specific test of job knowledge or core technical ability to perform the job to defined standards. Aptitude testing is normally specific to occupation e.g. accountancy or a specific skill, e.g. typing (words per minute).
Attracting - getting the attention of a wide range of potentially suitable job applicants. So they are aware of the vacancy, know how to apply for it and are motivated to apply for it.
Behavioural Interview Questions - questions that require the applicant to talk about their actions or behaviour in a previous work situation that demonstrates a relevant competency, (SBO - Situation - Behaviour - Outcome).
Best Practice (recruitment) - a process evolving from research, experience, experimentation, and critically evaluating, reviewing, analysing, and seeking feedback to ensure it is as effective, valid and efficient as possible thereby increasing the likelihood it will result in superior recruitment outcomes.
Cognitive Ability - ability with regard to thinking, comprehending, analyzing, and evaluating.
Competencies - a set of behaviors that encompass skills, knowledge, abilities, and personal attributes that cumulatively determine work performance.
Contextual Performance - ability to engage in (and frequency of) duties outside the core technical requirements, (e.g. mentoring new staff), that contribute more to the organisational, social, and psychological environment.
Identifying - obtaining relevant, objective and valid information about all job applicants so the employer can accurately determine who best meets their needs.
Interviewer Bias - when an interviewer fails to rate an applicant only on their ability to provide evidence of relevant job related attributes or competencies. When judgment is impaired by stereotyping, emotion, and subjective evaluations. Common forms: halo / horn effect, contrast effect, similar to me effect, and central tendency.
Job Analysis - a comprehensive position review to determine duties and objectives, staff responsibilities and skills, knowledge and attributes required.
Objectivity - the factual reality, independent from feelings, emotions, bias, prejudice, and subjectivity.
Personality Testing - normally not a test but a standardized self completed questionnaire that requires the applicant to select preferences that best describe themselves. The output is a summary of personality characteristics ratings relative to standardized norms.
Psychometric Testing (recruitment and selection) - incorporating ability testing, aptitude testing and personality testing.
Recruitment - the process of attracting and objectively assessing applicants to determine their suitability for employment.
Reliability - an attribute of a process or system that consistently produces the same result.
Situational Interview Questions - questions that require the applicant to talk about their actions or behaviour given a hypothetical work situation that demonstrates a relevant competency.
Structure (HR Direction recruitment) - a format of recording information about applicants that promotes objectivity rather than subjectivity, resulting in superior recruitment outcomes.
Subjectivity - judgment based on personal impressions, feelings and opinions rather than reality, (see opposite objectivity).
Successfully Recruiting - having the preferred job applicant actually accept the offer of employment.
Task Performance - ability to perform the core or technical job requirements, (compare with contextual performance).
Quantitative - relating to, or expressed in terms of quantity, research based on numerical data.
Validity - the degree to which an assessment method or process measures what it is supposed to measure.
Work Sample Test - a short test or exercise containing a problem or scenario that is similar to that encountered in the recruiting position.
