Exam 6: Employee Selection

Situational interviews ask applicants how they would respond,while behavioural description interviews ask applicants how they did respond

What do we call the process whereby a test or test battery is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study?

A comprehensive analysis of honesty tests reveals that they are valid for predicting theft,disciplinary problems,absenteeism,and job performance.

Which of the following terms refers to the extent to which good performance on an employment selection test correlates with high marks on a performance review?

Validity tests related to such things as intelligence and anxiety typically asses which of the following?

During her interview for a position as a secretary,Nikki was asked to answer a real phone call from a client.The interviewer used her performance to help with the selection decision.Which of the following types of tests was used in this instance?

The "will do" factors of an applicant include which of the following?

Questions contained in structured job interviews should be based on which of the following?

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

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (3)behavioural description interview.

Employers are required by law to provide references for former employees.

Which of the following best describes drug testing in the selection process?

What is the GMAT an example of?

Behavioural description interviews are based on hypothetical situations.

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

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.

Online applications can speed up the selection process,combine information,and disseminate promising leads to hiring managers more efficiently.

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

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.

Giving applicants a clerical aptitude test and then tracking their performance one year later is an example of which of the following?