assessment center
A selection technique that uses simulations, tests, interviews, and observations to obtain information about candidates.

biographical information blank (BIB)
A more detailed form used to supplement an application blank. Asks for information related to a much wider array of attitudes and experiences.

construct validity
A demonstrated relationship between underlying traits inferred from behavior and a set of test measures related to those traits.

content validity
The degree to which a test, interview, or performance evaluation measures skills, knowledge, or ability to perform.

criterion-related validity
The extent to which a selection technique is predictive of or correlated with important elements of job behavior.

drug-testing program
A program that uses screening techniques to determine if drugs exist in a person's system.

Employee Polygraph Protection Act
Legislation that makes it illegal for most private organizations to use the polygraph as a selection technique.

reliability
Refers to a selection technique's freedom from systematic errors of measurement or its consistency under different conditions.

selection
The process by which an organization chooses from a list of applicants the person or people who best meet the selection criteria for the position available, considering current environmental conditions.

structured employment interview
An interview that follows a prepared pattern of questions that were structured before the interview was conducted.

utility
Assessed using cost-benefit analysis, utility measures whether the use of a selection technique improves the quality of the people hired.

validity
Refers to the accuracy of a measure or a test. It states that a measure of a concept is accurate.

weighted application blank
An application form designed to be scored and used in making selection decisions.