Question 1

Which of the following is NOT a statement about reliability

Accepted Answer

A) Reliability is an indication of the stability of measurements. 
B) Reliability is the degree that observed scores are free from random errors. 
C) Reliability is the amount of systemic errors relative to their true score. 
D) Reliability is the consistency of a set of measurements over time. 
A) Reliability is an indication of the stability of measurements. 
B) Reliability is the degree that observed scores are free from random errors. 
C) Reliability is the amount of systemic errors relative to their true score. 
D) Reliability is the consistency of a set of measurements over time. C

Question 2

If an employer does not have a reliable and valid selection process, it can still make a correct guess about an applicant that will have positive benefits for the organization.

Accepted Answer

A) True 
 B)False  True

Question 3

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

Accepted Answer

A) a significant number of qualified applicants 
B) a defensible system with effective employees 
C) a flexible, quick process that fits the organization's culture 
D) a process that is comfortable and flexible for all employees 
A) a significant number of qualified applicants 
B) a defensible system with effective employees 
C) a flexible, quick process that fits the organization's culture 
D) a process that is comfortable and flexible for all employees B

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering what element in the proper use of tests

Accepted Answer

A) content validity 
B) validity generalization 
C) face validity 
D) construct validity 
A) content validity 
B) validity generalization 
C) face validity 
D) construct validity

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

The Toronto Police Service requires candidates to show that they are Canadian citizens or permanent residents, are at least 18 years of age, and have a valid driver's licence and no record of criminal convictions.What would these requirements be classified as

Accepted Answer

A) KSAOs 
B) screening criteria 
C) performance dimensions 
D) reliable qualifications 
A) KSAOs 
B) screening criteria 
C) performance dimensions 
D) reliable qualifications

Question 8

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.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following is NOT a selection criterion for the Toronto Police Service

Accepted Answer

A) The applicant must meet the vision standard for the Toronto Police Service. 
B) The applicant must have successfully completed four years of secondary school education. 
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 Toronto Police Service. 
B) The applicant must have successfully completed four years of secondary school education. 
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 10

What do you get when you square the reliability coefficient

Accepted Answer

A) the proportion of consistency in the true scores attributed to true differences on the measured characteristic 
B) the proportion of error in the error scores attributed to true differences on the measured characteristic 
C) the proportion of measurement error in the observed scores attributed to true differences on the measured characteristic 
D) the proportion of variance in the observed scores attributed to true differences on the measured characteristic 
A) the proportion of consistency in the true scores attributed to true differences on the measured characteristic 
B) the proportion of error in the error scores attributed to true differences on the measured characteristic 
C) the proportion of measurement error in the observed scores attributed to true differences on the measured characteristic 
D) the proportion of variance in the observed scores attributed to true differences on the measured characteristic

Question 11

Discuss face validity and explain whether it is based on the perceptions of the test taker or of experts.

Accepted Answer

Face validity is the degree to which the

Question 12

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 13

Hiring decisions must be defensible; they must meet legal requirements and professional standards of reliability and validity.

Accepted Answer

A) True 
 B)False

Question 14

What is the first step in an organization's selection process

Accepted Answer

A) reviewing the candidate pool for the job position 
B) identifying knowledge, skills, abilities, and other attributes for the job position 
C) acquiring job analysis information for the job position 
D) developing performance indicators and job dimension for the job position 
A) reviewing the candidate pool for the job position 
B) identifying knowledge, skills, abilities, and other attributes for the job position 
C) acquiring job analysis information for the job position 
D) developing performance indicators and job dimension for the job position

Question 15

Which of the following is NOT a broad category of factors that affect 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 16

Which of the following is NOT a reason to use practice-based selection approaches

Accepted Answer

A) fit with organizational culture 
B) comfort with the process 
C) consistency of the process 
D) flexibility and speed 
A) fit with organizational culture 
B) comfort with the process 
C) consistency of the process 
D) flexibility and speed

Question 17

What is the best way for HR professionals to ensure that their selection decisions meet the standards set by courts and tribunals

Accepted Answer

A) completely eliminating factors such as age, gender, and disability when considering candidates 
B) thoroughly analyzing required KSAOs for each position to be filled 
C) avoiding making hiring decisions 
D) using valid and reliable science-based methods when choosing BFORs 
A) completely eliminating factors such as age, gender, and disability when considering candidates 
B) thoroughly analyzing required KSAOs for each position to be filled 
C) avoiding making hiring decisions 
D) using valid and reliable science-based methods when choosing BFORs

Question 18

What is reliability
 Identify three factors affecting reliability.

Accepted Answer

Reliability is the degree to which obser

Question 19

Achieving fairness often requires compromise between conflicting interests.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following concepts refers to the use of different selection rules for different identifiable subgroups

Accepted Answer

A) subgroup differential 
B) subgroup bias 
C) subgroup norming 
D) subgroup fairness 
A) subgroup differential 
B) subgroup bias 
C) subgroup norming 
D) subgroup fairness

Which of the following is NOT a statement about reliability

If an employer does not have a reliable and valid selection process, it can still make a correct guess about an applicant that will have positive benefits for the organization.

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

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

Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering what element in the proper use of tests

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

The Toronto Police Service requires candidates to show that they are Canadian citizens or permanent residents, are at least 18 years of age, and have a valid driver's licence and no record of criminal convictions.What would these requirements be classified as

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.

Which of the following is NOT a selection criterion for the Toronto Police Service

What do you get when you square the reliability coefficient

Discuss face validity and explain whether it is based on the perceptions of the test taker or of experts.

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

Hiring decisions must be defensible; they must meet legal requirements and professional standards of reliability and validity.

What is the first step in an organization's selection process

Which of the following is NOT a broad category of factors that affect reliability

Which of the following is NOT a reason to use practice-based selection approaches

What is the best way for HR professionals to ensure that their selection decisions meet the standards set by courts and tribunals

What is reliability Identify three factors affecting reliability.

Achieving fairness often requires compromise between conflicting interests.

Which of the following concepts refers to the use of different selection rules for different identifiable subgroups

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters

Exam 2: Foundations of Recruitment and Selection I: Reliability and Validity

Which of the following is NOT a statement about reliability

If an employer does not have a reliable and valid selection process, it can still make a correct guess about an applicant that will have positive benefits for the organization.

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

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

Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering what element in the proper use of tests

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

The Toronto Police Service requires candidates to show that they are Canadian citizens or permanent residents, are at least 18 years of age, and have a valid driver's licence and no record of criminal convictions.What would these requirements be classified as

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.

Which of the following is NOT a selection criterion for the Toronto Police Service

What do you get when you square the reliability coefficient

Discuss face validity and explain whether it is based on the perceptions of the test taker or of experts.

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

Hiring decisions must be defensible; they must meet legal requirements and professional standards of reliability and validity.

What is the first step in an organization's selection process

Which of the following is NOT a broad category of factors that affect reliability

Which of the following is NOT a reason to use practice-based selection approaches

What is the best way for HR professionals to ensure that their selection decisions meet the standards set by courts and tribunals

What is reliability Identify three factors affecting reliability.

Achieving fairness often requires compromise between conflicting interests.

Which of the following concepts refers to the use of different selection rules for different identifiable subgroups

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters