Exam 6: Employee Selection

Scenario 6.1 Canadian Fasteners is an Ottawa-based packing firm that packages nuts, bolts, and screws for various Canadian furniture companies. The firm started operations in 2003 with 13 employees and has grown to over 150 employees today. Employees are paid hourly rates with benefits similar to other packing firms across Ontario. The work does not need previous experience. Canadian Fasteners has been struggling to recruit and hire the right employees to take the company into the new millennium. Part of the problem is that workers, especially floor workers, are hired by word of mouth with no formal application process or even an interview. As a result, the company faces a high turnover rate and spends valuable time training new employees who may not have the prerequisite skills to effectively do the job in the first place. -Refer to Scenario 6.1. Canadian Fasteners needs to do which of the following to gather information about its candidates?

Which of the following is appropriate to ask on an application form?

Which type of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

A situational interview asks the applicant what he or she actually did in a given situation.

Medical examinations are usually conducted before an offer of employment is made.

Since biographical information blanks rarely have obviously right or wrong answers, they are difficult to fake.

Measuring KSAOs of an applicant against the competencies required for the job is called person-organization fit.

Which of the following represents an essential factor in the selection procedure, regardless of the selection methods used?

Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis on the essential functions of the job.

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of which of the following?

Organization Omega is hiring 20 new front-line employees. The company is using an interview that involves three people taking turns asking questions and then pooling their scores of the responses. What is this type of interview called?

Situational interviews ask applicants how they would respond, while behavioural description interviews ask applicants how they did respond

In most instances, employers can legally use polygraph tests to screen applicants.

What is one of the most important processes in establishing validity?

Why would an organization use an integrity test?

Which of the following types of test is increasingly being aided by computer simulations?

Measuring construct validity requires linking a psychological test to job performance.

Content validity is the most direct and least complicated type of validity to assess.

Predictive and concurrent validity are determined by comparing test scores with supervisor performance ratings.