Question 1

-Refer to Figure 2.1. What process does Line C represent?

Accepted Answer

A)  validating the job analysis, knowledge, skills, abilities, and other attributes, and performance domain 
B)  utilizing the knowledge, skills, abilities, and other attributes' constructs to clarify the performance dimensions 
C)  translating the knowledge, skills, abilities, and other attributes' constructs into valid measurable predictors 
D)  establishing criterion-related validity 
A)  validating the job analysis, knowledge, skills, abilities, and other attributes, and performance domain 
B)  utilizing the knowledge, skills, abilities, and other attributes' constructs to clarify the performance dimensions 
C)  translating the knowledge, skills, abilities, and other attributes' constructs into valid measurable predictors 
D)  establishing criterion-related validity

Question 2

What did the Supreme Court of Canada decision in the Meiorin case illustrate?

Accepted Answer

A)  Employment testing can be inaccurate and unfair. 
B)  A completed job analysis will ensure that legal standards are met. 
C)  Selection procedures have been checked for validity. 
D)  There are physical differences between men and women. 
A)  Employment testing can be inaccurate and unfair. 
B)  A completed job analysis will ensure that legal standards are met. 
C)  Selection procedures have been checked for validity. 
D)  There are physical differences between men and women.

Question 3

An employer's employment decisions must be rational and intuitive.

Accepted Answer

A) True 
 B)False

Question 4

What is the concept that defines the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score?

Accepted Answer

A)  measurement error 
B)  standard deviation 
C)  lack of standardization 
D)  test and retest 
A)  measurement error 
B)  standard deviation 
C)  lack of standardization 
D)  test and retest

Question 5

-Refer to Figure 2.1. What process does Line E represent?

Accepted Answer

A)  validating the job analysis, knowledge, skills, abilities, and other attributes and performance domain 
B)  predicting which applicants will be successful in their position 
C)  utilizing the knowledge, skills, abilities, and other attributes constructs to clarify the performance dimensions 
D)  translating the knowledge, skills, abilities, and other attributes constructs into valid measurable predictors 
A)  validating the job analysis, knowledge, skills, abilities, and other attributes and performance domain 
B)  predicting which applicants will be successful in their position 
C)  utilizing the knowledge, skills, abilities, and other attributes constructs to clarify the performance dimensions 
D)  translating the knowledge, skills, abilities, and other attributes constructs into valid measurable predictors

Question 6

What two strategies are typical methods used given that the researcher requires evidence for test-criterion relationships?

Accepted Answer

A)  criterion-related and correlation 
B)  inference and intuition 
C)  differential and selective 
D)  predictive and concurrent 
A)  criterion-related and correlation 
B)  inference and intuition 
C)  differential and selective 
D)  predictive and concurrent

Question 7

How does science affect the selection process?

Accepted Answer

To remove the guessing in selection, a s

Question 8

-Describe the process and components of selection model Figure 2.1.

Accepted Answer

The job analysis information is used to

Question 9

What is fairness? Why is it an important concept in selection?

Accepted Answer

Fairness in measurement refers to the va

Question 10

In order to test validity, a content sampling strategy is often applied to the selection process. Which of the following is NOT a step in this content sampling strategy?

Accepted Answer

A)  A scoring scheme is developed for the selection assessments. 
B)  Tasks of the target position are identified by job experts. 
C)  Job experts independently rate the reliability of each task. 
D)  Job experts evaluate the relationship between performance and job success. 
A)  A scoring scheme is developed for the selection assessments. 
B)  Tasks of the target position are identified by job experts. 
C)  Job experts independently rate the reliability of each task. 
D)  Job experts evaluate the relationship between performance and job success.

Question 11

What concept is defined as the degree to which observed scores are free from random measurement errors?

Accepted Answer

A)  validity 
B)  fairness 
C)  error score 
D)  reliability 
A)  validity 
B)  fairness 
C)  error score 
D)  reliability

Question 12

-Refer to Figure 2.1. What occurs if the selection system does not have utility?

Accepted Answer

A)  The job should be reanalyzed. 
B)  The selection system should be reviewed. 
C)  The selection system should be implemented. 
D)  The selection system should be validated. 
A)  The job should be reanalyzed. 
B)  The selection system should be reviewed. 
C)  The selection system should be implemented. 
D)  The selection system should be validated.

Question 13

What is the final step in the selection process?

Accepted Answer

A)  developing performance indicators for the individuals who were hired with the process 
B)  gathering feedback from the individuals who were hired with the process 
C)  demonstrating that hiring decisions based on the selection system have utility 
D)  demonstrating that hiring decisions based on the selection system are reliable 
A)  developing performance indicators for the individuals who were hired with the process 
B)  gathering feedback from the individuals who were hired with the process 
C)  demonstrating that hiring decisions based on the selection system have utility 
D)  demonstrating that hiring decisions based on the selection system are reliable

Question 14

For what is job analysis information used?

Accepted Answer

A)  to ensure reliability throughout the selection process 
B)  to identify both the performance domain and the knowledge, skills, abilities, and other attributes linked to job performance 
C)  to ensure the selection process is fair, equitable, and unbiased 
D)  to ensure utility throughout the recruitment and selection process 
A)  to ensure reliability throughout the selection process 
B)  to identify both the performance domain and the knowledge, skills, abilities, and other attributes linked to job performance 
C)  to ensure the selection process is fair, equitable, and unbiased 
D)  to ensure utility throughout the recruitment and selection process

Question 15

Which of the following is NOT a selection criterion for the Winnipeg Police Department?

Accepted Answer

A)  The applicant must meet the vision standard for the Winnipeg Police Service. 
B)  The applicant must successfully pass the physical abilities test within 10 minutes. 
C)  The applicant must be a Canadian citizen or landed immigrant. 
D)  The applicant must not have a criminal record for which a pardon has not been granted. 
A)  The applicant must meet the vision standard for the Winnipeg Police Service. 
B)  The applicant must successfully pass the physical abilities test within 10 minutes. 
C)  The applicant must be a Canadian citizen or landed immigrant. 
D)  The applicant must not have a criminal record for which a pardon has not been granted.

Question 16

The goal of selection is to identify job candidates who have those attributes required for success on the job.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is NOT a broad category of factors affecting reliability?

Accepted Answer

A)  lack of standardization 
B)  temporary individual characteristics 
C)  seasonality 
D)  chance 
A)  lack of standardization 
B)  temporary individual characteristics 
C)  seasonality 
D)  chance

Question 18

Employers must know the legal and professional standards in order to ensure their selection processes are compliant.

Accepted Answer

A) True 
 B)False

Question 19

Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions. Traditionally, Scribe has used a practice-based selection process. As the new HRM, what would you suggest to the CEO?

Accepted Answer

Scribe Engineering should undertake a jo

Question 20

What is the concept that is defined as "systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race?"

Accepted Answer

A)  discrimination 
B)  unfairness 
C)  bias 
D)  validity 
A)  discrimination 
B)  unfairness 
C)  bias 
D)  validity

-Refer to Figure 2.1. What process does Line C represent?

What did the Supreme Court of Canada decision in the Meiorin case illustrate?

An employer's employment decisions must be rational and intuitive.

What is the concept that defines the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score?

-Refer to Figure 2.1. What process does Line E represent?

What two strategies are typical methods used given that the researcher requires evidence for test-criterion relationships?

How does science affect the selection process?

-Describe the process and components of selection model Figure 2.1.

What is fairness? Why is it an important concept in selection?

In order to test validity, a content sampling strategy is often applied to the selection process. Which of the following is NOT a step in this content sampling strategy?

What concept is defined as the degree to which observed scores are free from random measurement errors?

-Refer to Figure 2.1. What occurs if the selection system does not have utility?

What is the final step in the selection process?

For what is job analysis information used?

Which of the following is NOT a selection criterion for the Winnipeg Police Department?

The goal of selection is to identify job candidates who have those attributes required for success on the job.

Which of the following is NOT a broad category of factors affecting reliability?

Employers must know the legal and professional standards in order to ensure their selection processes are compliant.

Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions. Traditionally, Scribe has used a practice-based selection process. As the new HRM, what would you suggest to the CEO?

What is the concept that is defined as "systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race?"

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

Filters

Exam 2: Foundations of Recruitment and Selection I

-Refer to Figure 2.1. What process does Line C represent?

What did the Supreme Court of Canada decision in the Meiorin case illustrate?

An employer's employment decisions must be rational and intuitive.

What is the concept that defines the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score?

-Refer to Figure 2.1. What process does Line E represent?

What two strategies are typical methods used given that the researcher requires evidence for test-criterion relationships?

How does science affect the selection process?

-Describe the process and components of selection model Figure 2.1.

What is fairness? Why is it an important concept in selection?

In order to test validity, a content sampling strategy is often applied to the selection process. Which of the following is NOT a step in this content sampling strategy?

What concept is defined as the degree to which observed scores are free from random measurement errors?

-Refer to Figure 2.1. What occurs if the selection system does not have utility?

What is the final step in the selection process?

For what is job analysis information used?

Which of the following is NOT a selection criterion for the Winnipeg Police Department?

The goal of selection is to identify job candidates who have those attributes required for success on the job.

Which of the following is NOT a broad category of factors affecting reliability?

Employers must know the legal and professional standards in order to ensure their selection processes are compliant.

Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions. Traditionally, Scribe has used a practice-based selection process. As the new HRM, what would you suggest to the CEO?

What is the concept that is defined as "systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race?"

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

Filters