Exam 2: Foundations of Recruitment and Selection I

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

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(True/False)

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Question 1

Correct Answer:

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True

Issues of fairness need to be determined statistically.

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(True/False)

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Question 2

Correct Answer:

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False

Choose a specific job you are familiar with and choose one characteristic that you think is critical to successfully performing that job. If you were the HRM hiring for this position, what would you consider in measuring the characteristic and job performance to ensure reliability and validity?

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(Essay)

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Question 3

Correct Answer:

Verified

Refer to the short answer question and answer (above) on science-based selection, reliability, and validity. Figure 2.1, Job Analysis, Selection, and Criterion Measurements of Performance: A Systems Approach (p. 34), Table 2.1, Human Resources Management: Science versus Practice in Selection (p. 38), and Recruitment and Selection Notebook 2.1 Validity (p. 52) emphasize the importance of job analysis, selection, and criterion measurements of performance, systems approach, and science-based selection. Refer to the example of the Winnipeg Police Service (p. 37).

Since TS Inc. is a small growing aviation company, the CEO makes the hiring decisions based on his years of experience as well as his gut feeling. He started the business 10 years ago with 10 employees and has grown to over 30 employees. The CEO has asked you, the HRM, to explain some of the differences between using his practice-based selection approach and an empirical-based process. Also explain what challenges you anticipate in using validation techniques.

(Essay)

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Question 4

What is the concept that is defined as the predicted average performance score of a subgroup?

(Multiple Choice)

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Question 5

When candidates are asked different questions from one interview to the other, validity is reduced.

(True/False)

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Question 6

What is a potential outcome of a science-based selection process?

(Multiple Choice)

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Question 7

Validity is the degree to which observed scores are free from random measurement errors.

(True/False)

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Question 8

What does a regression line mean?

(Multiple Choice)

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Question 9

The Meiorin case became a precedent setting case in British Columbia in the 1990s. What was the main thesis of the case?

(Multiple Choice)

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Question 10

Which employment test has been identified as being biased toward males?

(Multiple Choice)

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Question 11

From the Meiorin case, what new selection issue was identified for human resources managers?

(Multiple Choice)

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Question 12

Measurement error can be thought of as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score.

(True/False)

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Question 13

In order to estimate reliability, it is important to adopt a strategy to develop approximations of parallel measures. Which of the following is NOT such a strategy?

(Multiple Choice)

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Question 14

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions. What method of estimating reliability was used?

(Multiple Choice)

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Question 15

What is the term that explains relationships between observations?

(Multiple Choice)

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Question 16

What is reliability? Identify three factors affecting reliability.

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Question 17

Achieving fairness often requires compromise between conflicting interests.

(True/False)

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Question 18

An employer's recruitment and selection process goal is to attract and hire an applicant who possesses the knowledge, skills, abilities, and other attributes to successfully perform the job.

(True/False)

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Question 19

In the selection process for the Winnipeg Police Service, which of the following is NOT a competency adopted by the City of Winnipeg?

(Multiple Choice)

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Question 20

Showing 1 - 20 of 63

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

Issues of fairness need to be determined statistically.

Choose a specific job you are familiar with and choose one characteristic that you think is critical to successfully performing that job. If you were the HRM hiring for this position, what would you consider in measuring the characteristic and job performance to ensure reliability and validity?

What is the concept that is defined as the predicted average performance score of a subgroup?

When candidates are asked different questions from one interview to the other, validity is reduced.

What is a potential outcome of a science-based selection process?

Validity is the degree to which observed scores are free from random measurement errors.

What does a regression line mean?

The Meiorin case became a precedent setting case in British Columbia in the 1990s. What was the main thesis of the case?

Which employment test has been identified as being biased toward males?

From the Meiorin case, what new selection issue was identified for human resources managers?

Measurement error can be thought of as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score.

In order to estimate reliability, it is important to adopt a strategy to develop approximations of parallel measures. Which of the following is NOT such a strategy?

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions. What method of estimating reliability was used?

What is the term that explains relationships between observations?

What is reliability? Identify three factors affecting reliability.

Achieving fairness often requires compromise between conflicting interests.

An employer's recruitment and selection process goal is to attract and hire an applicant who possesses the knowledge, skills, abilities, and other attributes to successfully perform the job.

In the selection process for the Winnipeg Police Service, which of the following is NOT a competency adopted by the City of Winnipeg?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection II

Job Analysis and Competency Models

Recruitment, Selection, and Job Performance

Recruitment

Selection I

Selection II

Selection III

Decision Making

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