Question 1

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the

Accepted Answer

A) personal judgment approach. 
B) quantitative approach. 
C) objective approach. 
D) statistical approach. 
A) personal judgment approach. 
B) quantitative approach. 
C) objective approach. 
D) statistical approach.

Question 2

In the __________ to decision making, those making the selection decision review all the data on the applicants.

Accepted Answer

A) statistical approach 
B) clinical approach 
C) subjective iterative approach 
D) demonstrated approach 
A) statistical approach 
B) clinical approach 
C) subjective iterative approach 
D) demonstrated approach

Question 3

Which of the following interview questions is appropriate?

Accepted Answer

A) Why did you leave your last job? 
B) Are you a man or a woman? 
C) How much do you weigh? 
D) How tall are you? 
A) Why did you leave your last job? 
B) Are you a man or a woman? 
C) How much do you weigh? 
D) How tall are you?

Question 4

The statistical approach to decision making is less objective than the clinical approach.

Accepted Answer

A) True 
 B)False

Question 5

Malia's test results indicate that she is trusting, amiable, cooperative, and flexible. This shows that Malia has a high level of conscientiousness.

Accepted Answer

A) True 
 B)False

Question 6

A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.

Accepted Answer

A) True 
 B)False

Question 7

BluTech uses a sequential selection strategy in which the applicants take a series of tests. Only the applicants with the highest scores on a test go on to the next stage. BluTech uses a multiple hurdle selection decision model.

Accepted Answer

A) True 
 B)False

Question 8

A selection ratio of 0.20 for example means that __________ percent of the applicants will be selected.

Accepted Answer

A) 0.2 
B) 2 
C) 20 
D) 80 
A) 0.2 
B) 2 
C) 20 
D) 80

Question 9

In the course of an interview, the interviewer asked the candidate the origin of his name, whether he was married, and what year he graduated high school. These are all inappropriate questions.

Accepted Answer

A) True 
 B)False

Question 10

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a

Accepted Answer

A) computer interview. 
B) panel interview. 
C) situational interview. 
D) nondirective interview. 
A) computer interview. 
B) panel interview. 
C) situational interview. 
D) nondirective interview.

Question 11

BluTech requires applicants to achieve some minimum level of proficiency on all selection dimensions in order to be hired. BluTech uses a compensatory selection model.

Accepted Answer

A) True 
 B)False

Question 12

All of the following questions may be considered appropriate during an interview EXCEPT

Accepted Answer

A) Have you ever been arrested? 
B) Do you have a legal right to work in the U.S.? 
C) Are you physically able to perform the essential duties of the job? 
D) Did you finish school? 
A) Have you ever been arrested? 
B) Do you have a legal right to work in the U.S.? 
C) Are you physically able to perform the essential duties of the job? 
D) Did you finish school?

Question 13

According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes.

Accepted Answer

A) True 
 B)False

Question 14

One of the drawbacks of pre-employment testing is that it creates the potential for

Accepted Answer

A) cross-validation. 
B) legal challenges. 
C) employer misunderstanding. 
D) spurious correlation. 
A) cross-validation. 
B) legal challenges. 
C) employer misunderstanding. 
D) spurious correlation.

Question 15

An interviewer needs to find out if a candidate is physically capable of performing the job for which she applied. The interviewer may not ask the candidate the date or results of her last physical, but he may ask her if she would be willing to take a physical exam.

Accepted Answer

A) True 
 B)False

Question 16

Which of the following interview questions is appropriate?

Accepted Answer

A) What is the origin of your name? 
B) What is your date of birth? 
C) Have you ever worked under a different name? 
D) Are you a U.S.citizen? 
A) What is the origin of your name? 
B) What is your date of birth? 
C) Have you ever worked under a different name? 
D) Are you a U.S.citizen?

Question 17

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Accepted Answer

A) True 
 B)False

Question 18

The degree to which selection procedures yield consistent data when repeated is known as

Accepted Answer

A) consistency. 
B) reliability. 
C) validity. 
D) conformity. 
A) consistency. 
B) reliability. 
C) validity. 
D) conformity.

Question 19

It is much easier to measure what individuals can do than what they will do.

Accepted Answer

A) True 
 B)False

Question 20

In order to determine the validity of its tests, BluTech tests applicants and then obtains criterion data after they have been hired and on the job for some indefinite period. BluTech is validating its tests through concurrent validity.

Accepted Answer

A) True 
 B)False

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the

In the __________ to decision making, those making the selection decision review all the data on the applicants.

Which of the following interview questions is appropriate?

The statistical approach to decision making is less objective than the clinical approach.

Malia's test results indicate that she is trusting, amiable, cooperative, and flexible. This shows that Malia has a high level of conscientiousness.

A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.

BluTech uses a sequential selection strategy in which the applicants take a series of tests. Only the applicants with the highest scores on a test go on to the next stage. BluTech uses a multiple hurdle selection decision model.

A selection ratio of 0.20 for example means that __________ percent of the applicants will be selected.

In the course of an interview, the interviewer asked the candidate the origin of his name, whether he was married, and what year he graduated high school. These are all inappropriate questions.

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a

BluTech requires applicants to achieve some minimum level of proficiency on all selection dimensions in order to be hired. BluTech uses a compensatory selection model.

All of the following questions may be considered appropriate during an interview EXCEPT

According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes.

One of the drawbacks of pre-employment testing is that it creates the potential for

An interviewer needs to find out if a candidate is physically capable of performing the job for which she applied. The interviewer may not ask the candidate the date or results of her last physical, but he may ask her if she would be willing to take a physical exam.

Which of the following interview questions is appropriate?

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

The degree to which selection procedures yield consistent data when repeated is known as

It is much easier to measure what individuals can do than what they will do.

In order to determine the validity of its tests, BluTech tests applicants and then obtains criterion data after they have been hired and on the job for some indefinite period. BluTech is validating its tests through concurrent validity.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

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Exam 6: Employee Selection

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the

In the __________ to decision making, those making the selection decision review all the data on the applicants.

Which of the following interview questions is appropriate?

The statistical approach to decision making is less objective than the clinical approach.

Malia's test results indicate that she is trusting, amiable, cooperative, and flexible. This shows that Malia has a high level of conscientiousness.

A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.

BluTech uses a sequential selection strategy in which the applicants take a series of tests. Only the applicants with the highest scores on a test go on to the next stage. BluTech uses a multiple hurdle selection decision model.

A selection ratio of 0.20 for example means that __________ percent of the applicants will be selected.

In the course of an interview, the interviewer asked the candidate the origin of his name, whether he was married, and what year he graduated high school. These are all inappropriate questions.

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a

BluTech requires applicants to achieve some minimum level of proficiency on all selection dimensions in order to be hired. BluTech uses a compensatory selection model.

All of the following questions may be considered appropriate during an interview EXCEPT

According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes.

One of the drawbacks of pre-employment testing is that it creates the potential for

An interviewer needs to find out if a candidate is physically capable of performing the job for which she applied. The interviewer may not ask the candidate the date or results of her last physical, but he may ask her if she would be willing to take a physical exam.

Which of the following interview questions is appropriate?

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

The degree to which selection procedures yield consistent data when repeated is known as

It is much easier to measure what individuals can do than what they will do.

In order to determine the validity of its tests, BluTech tests applicants and then obtains criterion data after they have been hired and on the job for some indefinite period. BluTech is validating its tests through concurrent validity.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters