Question 1

Obtaining criterion data at about the same time as test scores (or other predictive information)is the technique used in:

Accepted Answer

A)  predictive validity. 
B)  concurrent validity. 
C)  content validity. 
D)  correlational validity. 
A)  predictive validity. 
B)  concurrent validity. 
C)  content validity. 
D)  correlational validity.

Question 2

A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.

Accepted Answer

A) True 
 B)False

Question 3

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 4

Reliability refers to what a test or other selection procedure measures and how well it measures it.

Accepted Answer

A) True 
 B)False

Question 5

The type of interview that provides the greatest consistency or standardization with respect to the questions asked is the:

Accepted Answer

A)  nondirective interview. 
B)  situational interview. 
C)  structured interview. 
D)  unstructured interview. 
A)  nondirective interview. 
B)  situational interview. 
C)  structured interview. 
D)  unstructured interview.

Question 6

The various types of employment interviews differ primarily in:

Accepted Answer

A)  length. 
B)  amount of structure. 
C)  methods for establishing rapport. 
D)  the degree to which body language is studied. 
A)  length. 
B)  amount of structure. 
C)  methods for establishing rapport. 
D)  the degree to which body language is studied.

Question 7

Honesty tests have been shown to validly predict all of the following employee outcomes except:

Accepted Answer

A)  job satisfaction. 
B)  theft. 
C)  absenteeism. 
D)  job performance. 
A)  job satisfaction. 
B)  theft. 
C)  absenteeism. 
D)  job performance.

Question 8

The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is:

Accepted Answer

A)  criterion-related validity. 
B)  content validity. 
C)  construct validity. 
D)  concurrent validity. 
A)  criterion-related validity. 
B)  content validity. 
C)  construct validity. 
D)  concurrent validity.

Question 9

Identify and explain the different types of employment tests.

Accepted Answer

•Cognitive ability tests measure mental

Question 10

Validity coefficients range from:

Accepted Answer

A)  0.00 to 1.00 
B)  1.00 to 10.00 
C)  1.00 to 5.00 
D)  -1.00 to +1.00 
A)  0.00 to 1.00 
B)  1.00 to 10.00 
C)  1.00 to 5.00 
D)  -1.00 to +1.00

Question 11

Behavioral description interviews are based on hypothetical situations.

Accepted Answer

A) True 
 B)False

Question 12

A low selection ratio means:

Accepted Answer

A)  the cutoff score for selection decisions will be relatively low. 
B)  there are very few qualified applicants. 
C)  only the most promising applicants will be hired. 
D)  little selectivity among applicants will be possible. 
A)  the cutoff score for selection decisions will be relatively low. 
B)  there are very few qualified applicants. 
C)  only the most promising applicants will be hired. 
D)  little selectivity among applicants will be possible.

Question 13

Validity generalization refers to averaging validity coefficients from all tests to form a composite 'general' validity measure.

Accepted Answer

A) True 
 B)False

Question 14

"Can-Do" factors in selection decisions include:

Accepted Answer

A)  skills 
B)  personality 
C)  values 
D)  motivation 
A)  skills 
B)  personality 
C)  values 
D)  motivation

Question 15

Validity refers to what a selection procedure measures and how well it measures it.

Accepted Answer

A) True 
 B)False

Question 16

Typically,a computer interview requires candidates to answer a series (75 - 125)of multiple-choice questions tailored to the job.

Accepted Answer

A) True 
 B)False

Question 17

The interview method that best reduces the possibility of discrimination is the:

Accepted Answer

A)  behavioral description interview. 
B)  panel interview. 
C)  situational interview. 
D)  structured interview. 
A)  behavioral description interview. 
B)  panel interview. 
C)  situational interview. 
D)  structured interview.

Question 18

Most large companies accept applications online.

Accepted Answer

A) True 
 B)False

Question 19

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a ____ selection decision model.

Accepted Answer

A)  multiple hurdle 
B)  compensatory 
C)  multiple cut-off 
D)  clinical 
A)  multiple hurdle 
B)  compensatory 
C)  multiple cut-off 
D)  clinical

Question 20

Approximately ______ of private firms drug test their employees

Accepted Answer

A)  20 percent 
B)  40 percent 
C)  50 percent 
D)  75 percent 
A)  20 percent 
B)  40 percent 
C)  50 percent 
D)  75 percent

Obtaining criterion data at about the same time as test scores (or other predictive information)is the technique used in:

A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.

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.

Reliability refers to what a test or other selection procedure measures and how well it measures it.

The type of interview that provides the greatest consistency or standardization with respect to the questions asked is the:

The various types of employment interviews differ primarily in:

Honesty tests have been shown to validly predict all of the following employee outcomes except:

The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is:

Identify and explain the different types of employment tests.

Validity coefficients range from:

Behavioral description interviews are based on hypothetical situations.

A low selection ratio means:

Validity generalization refers to averaging validity coefficients from all tests to form a composite 'general' validity measure.

"Can-Do" factors in selection decisions include:

Validity refers to what a selection procedure measures and how well it measures it.

Typically,a computer interview requires candidates to answer a series (75 - 125)of multiple-choice questions tailored to the job.

The interview method that best reduces the possibility of discrimination is the:

Most large companies accept applications online.

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a ____ selection decision model.

Approximately ______ of private firms drug test their employees

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding 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 Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters

Exam 6: Employee Selection

Obtaining criterion data at about the same time as test scores (or other predictive information)is the technique used in:

A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.

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.

Reliability refers to what a test or other selection procedure measures and how well it measures it.

The type of interview that provides the greatest consistency or standardization with respect to the questions asked is the:

The various types of employment interviews differ primarily in:

Honesty tests have been shown to validly predict all of the following employee outcomes except:

The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is:

Identify and explain the different types of employment tests.

Validity coefficients range from:

Behavioral description interviews are based on hypothetical situations.

A low selection ratio means:

Validity generalization refers to averaging validity coefficients from all tests to form a composite 'general' validity measure.

"Can-Do" factors in selection decisions include:

Validity refers to what a selection procedure measures and how well it measures it.

Typically,a computer interview requires candidates to answer a series (75 - 125)of multiple-choice questions tailored to the job.

The interview method that best reduces the possibility of discrimination is the:

Most large companies accept applications online.

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a ____ selection decision model.

Approximately ______ of private firms drug test their employees

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding 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 Labor Relations

International Human Resources Management

Creating High Performance Work Systems

Filters