Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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

Accepted Answer

A) True 
 B)False

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

Data obtained from nondirective interviews are difficult to validate.

Accepted Answer

A) True 
 B)False

Question 5

What does a selection ratio of .9 mean?

Accepted Answer

A) It means 90 percent of the applicants applying to the position will be hired. 
B) It means 10 percent of the applicants applying to the position will be hired. 
C) It means 9 percent of the applicants applying to the position will be hired. 
D) It means 1 percent of the applicants applying to the position will be hired.

Question 6

The situational interview is a variation of the unstructured interview.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

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?

Accepted Answer

A) a statistical model 
B) a multiple hurdle model 
C) a compensatory model 
D) a multiple cutoff model

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

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

Accepted Answer

A) True 
 B)False

Question 11

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

Accepted Answer

A) a nondirective interview question 
B) a directive interview question 
C) a behavioural description interview question 
D) a closed response interview question

Question 12

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 13

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

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) a structured interview 
B) a standardized interview 
C) a nondirective interview 
D) an unstructured interview

Question 15

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

Accepted Answer

A) A professor puts one essay question on the final exam,and that essay question is drawn from the chapter that she feels is the most important. 
B) A manager uses a work sample test used for selection that has facets that tap in to every major aspect of the job. 
C) A researcher gives a test of "job satisfaction" to a group of participants and checks to make sure that his results correlate with other measures of satisfaction. 
D) A manager assesses how effective his selection test is by checking the performance of successful candidates months after they are hired.

Question 16

Which of the following do personality tests measure?

Accepted Answer

A) disposition and temperament 
B) likability and attitude to work 
C) intelligence and knowledge 
D) attitudes and behaviours

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

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

Accepted Answer

A) True 
 B)False

Question 20

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)?

Accepted Answer

A) predictability 
B) validity 
C) reliability 
D) accuracy

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) ?