Exam 6: Employee Selection

Strategies for selecting managerial and technical people are relatively similar.

"Tell me about the last time you disciplined an employee" could be a behavioural description interview question.

The "can do" factors of an applicant include which of the following?

"Tell me about the last time you disciplined an employee" is an example of which of the following?

Which of the following conditions represents a test that could be described as "construct valid"?

Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible.

Credit checks are the most common form of reference check.

In general, a criterion-related method of assessing selection test validity is preferred over other methods because it is based on empirical data.

Video interviews have the advantages of speed and cost-effectiveness.

Scenario 6.2 Computer Direct Inc. is a midsized technology firm that specializes in designing, manufacturing, and selling computers. The organization staff complement is very diverse, and most of the company's employees are in the development and design, sales, and marketing departments. Computer Direct has been using only one method to make recruitment decisions for all of its employees, from managerial to technical to clerical. Data is gathered on each candidate, and a committee assigns scores to candidates based on its understanding of the job. Candidates, however, are not given the opportunity to be tested and hired based on their respective scores. Essentially, decisions are made based on personal judgments. -Refer to Scenario 6.2. Which approach is considered superior and would best serve the needs of Computer Direct?

Human rights legislation severely limits the types of medical inquiries and examinations that employers may use.

Behavioural description interviews appear to be more effective than situational interviews, especially for higher-level positions.

In which process is a test or test battery administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study?

Compare and contrast the following four interview approaches: (1)nondirective interview, (2)structured interview, (3)situational interview, and (4)behavioural description interview.

Which term refers to the degree to which inferences drawn from interviews, test scores, and other selection procedures are supported by evidence (such as good job performance)?

Asking a candidate for an auto mechanic position to disassemble and reassemble a carburetor is an example of which of the following?

Scenario 6.2 Computer Direct Inc. is a midsized technology firm that specializes in designing, manufacturing, and selling computers. The organization staff complement is very diverse, and most of the company's employees are in the development and design, sales, and marketing departments. Computer Direct has been using only one method to make recruitment decisions for all of its employees, from managerial to technical to clerical. Data is gathered on each candidate, and a committee assigns scores to candidates based on its understanding of the job. Candidates, however, are not given the opportunity to be tested and hired based on their respective scores. Essentially, decisions are made based on personal judgments. -Refer to Scenario 6.2. Which approach best reflects how decisions about recruiting are made at Computer Direct?

The closer the content of the selection instrument to actual work samples or behaviours, the higher the content validity.

When would an applicant be rejected during the selection process?

Reliability refers to the extent to which two methods yield similar results, but not to the agreement between two or more raters.