Exam 6: Employee Selection

Content validity is the most direct and least complicated type of validity to assess.

In large organizations,supervisors are usually responsible for making job offers and notifying applicants of selection decisions.

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

Data obtained from nondirective interviews are difficult to validate.

What does a selection ratio of .9 mean?

The situational interview is a variation of the unstructured interview.

In most instances,employers can legally use polygraph tests to screen applicants.

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests,as long as he or she scores very high in another area.What is this type of decision-making model called?

"Tell me about the last time you disciplined an employee" could be a behavioural description interview question.

Measuring construct validity requires linking a psychological test to job performance.

During an interview,Seema was asked: "Tell me about the last time you helped to train an employee." What is this an example of?

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

In general,a criterion-related method of assessing selection test validity is preferred over other methods because it is based on empirical data.

What type of interview provides the greatest consistency or standardization with respect to the questions asked?

Which of the following conditions represents a test that could be described as "construct valid"?

Which of the following do personality tests measure?

The federal government relies extensively on employment testing in the selection process.

Medical examinations are usually conducted before an offer of employment is made.

It is much easier to measure what individuals can do than what they will do.

What do we call the degree to which inferences drawn from interviews,test scores,and other selection procedures are supported by evidence (such as good job performance)?