Question 1

Which of the following most accurately represents the typical steps in the selection process?

Accepted Answer

A)  candidates participate in employment testing before being interviewed 
B)  supervisors interview candidates followed by individual interviews with the HR department 
C)  candidates are interviewed in the initial stages and again the late stages of the process 
D)  background investigations are carried out near the beginning of the process 
A)  candidates participate in employment testing before being interviewed 
B)  supervisors interview candidates followed by individual interviews with the HR department 
C)  candidates are interviewed in the initial stages and again the late stages of the process 
D)  background investigations are carried out near the beginning of the process

Question 2

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behaviour.

Accepted Answer

A) True 
 B)False

Question 3

Aptitude tests measure what a person knows or can do right now.

Accepted Answer

A) True 
 B)False

Question 4

If a work sample test includes major job functions and predicts job success, it has content validity.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following best describes credit reports?

Accepted Answer

A)  Organizations must advise and receive written consent from the applicant when they request a credit report. 
B)  Organizations can request a report on any employee at any time without consent. 
C)  Organizations do not have to inform applicants if adverse decisions are made based on information in the report. 
D)  Organizations cannot make adverse decisions based on information in such a report. 
A)  Organizations must advise and receive written consent from the applicant when they request a credit report. 
B)  Organizations can request a report on any employee at any time without consent. 
C)  Organizations do not have to inform applicants if adverse decisions are made based on information in the report. 
D)  Organizations cannot make adverse decisions based on information in such a report.

Question 6

Person-organization fit has become more of a focus in firms that need teamwork and flexibility.

Accepted Answer

A) True 
 B)False

Question 7

The Scholastic Aptitude Test (SAT)is an example of a cognitive ability test.

Accepted Answer

A) True 
 B)False

Question 8

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?

Accepted Answer

A)  a statistical model 
B)  a multiple hurdle model 
C)  a compensatory model 
D)  a multiple cutoff model 
A)  a statistical model 
B)  a multiple hurdle model 
C)  a compensatory model 
D)  a multiple cutoff model

Question 9

Which of the following best describes the use of reference checks?

Accepted Answer

A)  They are no longer used because organizations won't share information about previous employees for fear of litigation. 
B)  Their usefulness is limited because most managers will not share performance data. 
C)  Some organizations have detailed forms for previous employers to fill out in order to get the best information. 
D)  New human rights laws prohibit their use. 
A)  They are no longer used because organizations won't share information about previous employees for fear of litigation. 
B)  Their usefulness is limited because most managers will not share performance data. 
C)  Some organizations have detailed forms for previous employers to fill out in order to get the best information. 
D)  New human rights laws prohibit their use.

Question 10

Organization C has developed a new selection system. The company is interested in determining if the system predicts performance on the job, so Organization C gave the selection tests to 100 existing employees. What is the best way to describe this process?

Accepted Answer

A)  assessing concurrent validity through a cross-validation study 
B)  assessing concurrent validity through a criterion-related validity study 
C)  assessing predictive validity through a criterion-related validity study 
D)  assessing predictive validity through a cross-validation study 
A)  assessing concurrent validity through a cross-validation study 
B)  assessing concurrent validity through a criterion-related validity study 
C)  assessing predictive validity through a criterion-related validity study 
D)  assessing predictive validity through a cross-validation study

Question 11

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Accepted Answer

A) True 
 B)False

Question 12

Although many organizations are encouraging applicants to apply for jobs online, this practice slows down the application process.

Accepted Answer

A) True 
 B)False

Question 13

Define the concepts of reliability and validity.

Accepted Answer

Reliability describes the degree to whic

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

Which of the following should the selection decision focus on?

Accepted Answer

A)  the strategic objectives of the organization's competition 
B)  the personality match of the applicant and the supervisor 
C)  the motivation of the applicant 
D)  both "can-do" and "will-do" factors of the applicant 
A)  the strategic objectives of the organization's competition 
B)  the personality match of the applicant and the supervisor 
C)  the motivation of the applicant 
D)  both "can-do" and "will-do" factors of the applicant

Question 16

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following best captures the current state of thinking on the use of biographical information blanks?

Accepted Answer

A)  Personal questions are viewed as inappropriate in a selection setting. 
B)  It is very time consuming to score them, but they are considered valid in particular industries, such as health care. 
C)  They are not considered valid. 
D)  They are a very valid method of predicting job success. 
A)  Personal questions are viewed as inappropriate in a selection setting. 
B)  It is very time consuming to score them, but they are considered valid in particular industries, such as health care. 
C)  They are not considered valid. 
D)  They are a very valid method of predicting job success.

Question 18

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 19

Studies have shown that an objective scoring of biographical information blanks and application forms is one of the most potentially valid methods that can be used to predict job success.

Accepted Answer

A) True 
 B)False

Question 20

Behavioural description interviews are based on hypothetical situations.

Accepted Answer

A) True 
 B)False

Which of the following most accurately represents the typical steps in the selection process?

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behaviour.

Aptitude tests measure what a person knows or can do right now.

If a work sample test includes major job functions and predicts job success, it has content validity.

Which of the following best describes credit reports?

Person-organization fit has become more of a focus in firms that need teamwork and flexibility.

The Scholastic Aptitude Test (SAT)is an example of a cognitive ability test.

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?

Which of the following best describes the use of reference checks?

Organization C has developed a new selection system. The company is interested in determining if the system predicts performance on the job, so Organization C gave the selection tests to 100 existing employees. What is the best way to describe this process?

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Although many organizations are encouraging applicants to apply for jobs online, this practice slows down the application process.

Define the concepts of reliability and validity.

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

Which of the following should the selection decision focus on?

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Which of the following best captures the current state of thinking on the use of biographical information blanks?

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.

Studies have shown that an objective scoring of biographical information blanks and application forms is one of the most potentially valid methods that can be used to predict job success.

Behavioural description interviews are based on hypothetical situations.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

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Exam 6: Employee Selection

Which of the following most accurately represents the typical steps in the selection process?

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behaviour.

Aptitude tests measure what a person knows or can do right now.

If a work sample test includes major job functions and predicts job success, it has content validity.

Which of the following best describes credit reports?

Person-organization fit has become more of a focus in firms that need teamwork and flexibility.

The Scholastic Aptitude Test (SAT)is an example of a cognitive ability test.

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?

Which of the following best describes the use of reference checks?

Organization C has developed a new selection system. The company is interested in determining if the system predicts performance on the job, so Organization C gave the selection tests to 100 existing employees. What is the best way to describe this process?

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Although many organizations are encouraging applicants to apply for jobs online, this practice slows down the application process.

Define the concepts of reliability and validity.

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

Which of the following should the selection decision focus on?

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Which of the following best captures the current state of thinking on the use of biographical information blanks?

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.

Studies have shown that an objective scoring of biographical information blanks and application forms is one of the most potentially valid methods that can be used to predict job success.

Behavioural description interviews are based on hypothetical situations.

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis and Work Design

Branding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay for Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Filters