Deck 5: Selecting Employees

Question 1

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

Answer 1

True

Question 2

Candidates must provide their consent before a background check can be conducted.

Answer 2

True

Question 3

The organization's decisions about selecting people are primarily administrative and unrelated to its ability to survive,adapt,and grow.

Answer 3

False

Question 4

Candidates can be asked for any type of information during the selection process.

Question 5

Research has shown that interviews tend to be highly reliable,valid,and inexpensive.

Question 6

Concurrent validation is more time consuming and difficult than predictive validation,but is also a better measure of validity.

Question 7

Achievement tests measure a person's existing skills and knowledge.

Question 8

Hiring decisions are about finding the people who will be a good fit with the job and the organization.

Question 9

The usual way applicants introduce themselves to a potential employer is by submitting a résumé.

Question 10

Utility refers to whether a selection method is valid in other contexts beyond the context in which the selection method was developed.

Question 11

In terms of "the Big Five" personality traits,there is evidence that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability.

Question 12

For most companies,the first step in the selection process is:

A)verification of the applicant's qualifications through reference and background checks.
B)determining the best recruitment source.
C)screening the applications received to determine which meet the requirements for the job.
D)preparation of a job description.
E)interviewing candidates.

Question 13

The degree to which a measure is free from random error refers to its validity.

Question 14

Most organizations check references before they determine the applicant is a finalist for the job.

Question 15

Situational interviews may have high validity in predicting job performance.

Question 16

The reliability of a type of measurement indicates how free that measurement is from random error.

Question 17

Aptitude tests measure a person's existing knowledge and skills.

Question 18

Predictive validation uses the test scores of all applicants and looks for a relationship between the scores and future performance.

Question 19

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Question 20

Use of physical ability tests can make an organization vulnerable to human rights complaints.

Question 21

The degree to which the selection method provides economic value greater than its cost refers to:

A)reliability.
B)utility.
C)validity.
D)generalizability.
E)profitability.

Question 22

The extent to which performance on the selection measure (i.e. ,the predictor)is associated with performance on the job is:

A)reliability.
B)validity.
C)ability to generalize.
D)utility.
E)physical ability.

Question 23

What capability is provided by an applicant tracking system?

A)Multilingual support for global locations.
B)Generating applicant confirmation letters.
C)Supporting data handling and report generation requirements.
D)Pre-screening applications and résumés for education,specific competencies,and experience.
E)All of the choices are capabilities provided by an applicant tracking system.

Question 24

Consistency between the test items or problems and the kinds of situations or problems that occur on the job is:

A)predictive validity.
B)concurrent validity.
C)content validity.
D)construct validity.
E)none of the abovE.

Question 25

Unlike predictive and concurrent validity,content validity is:

A)based on expert judgment.
B)measured statistically.
C)more valid.
D)based on correlation coefficients.
E)not legally approved.

Question 26

Organizations typically use résumés:

A)as substitutes for employment tests.
B)as a basis for deciding which candidates to investigate further.
C)as a means of verifying applicants' ability to perform jobs.
D)to get around legal restrictions,since the information provided is voluntary in nature.
E)as substitutes for interviews.

Question 27

Which of the following is NOT a permissible question for applications and/or interviews?

A)Have you ever changed your name?
B)Are you planning to start a family in the near future?
C)Are you single or married?
D)Where does your spouse work?
E)None of the questions are permissiblE.

Question 28

To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of validation have you used?

A)Predictive
B)Concurrent
C)Content
D)Construct
E)Practical

Question 29

When a selection method is free from random error we say it is:

A)reliable.
B)valid.
C)legal.
D)practical.
E)inexpensivE.

Question 30

Which one of the following is a permissible question for applications and interviews?

A)How old are you?
B)Are you pregnant?
C)Can you meet the attendance requirements of the job?
D)Are you legally entitled to work in Canada?
E)Both "c" and "d."

Question 31

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

A)predictive criterion-related validation.
B)content validation.
C)concurrent criterion-related validation.
D)construct validation.
E)none of the choices is correct.

Question 32

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

A)content validity.
B)construct validity.
C)practical value.
D)generalizable validity.
E)utility.

Question 33

Predictive validation is a better measure of validity than concurrent validation because:

A)job applicants tend to be more motivated to do well on the tests.
B)job applicants' performance on the tests is not influenced by their firsthand experience with the joB.
C)the group studied is more likely to include people who perform poorly on the test,a necessary ingredient to accurately validate a test.
D)All of the answers are correct.
E)"a" and "b" only.

Question 34

A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:

A)criterion-related validity.
B)split-half validity.
C)content validity.
D)construct validity
E)concurrent validation.

Question 35

Review of résumés is most valid when their content is evaluated in terms of:

A)the criteria associated with successful job performance.
B)other applicants' qualifications.
C)the incumbent's qualifications.
D)the values and wants of the supervisor rather than the HR professional.
E)the quality of the paper used.

Question 36

A construction firm is in need of a construction superintendent whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.It administers a construction-error recognition test,where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he or she is asked to record as many of these problems as can be detected.What type of validation is being used?

A)Concurrent criterion-related
B)Predictive criterion-related
C)Content
D)Standard error of the measurement
E)Construct

Question 37

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation approach.To do so,you must administer the test to:

A)at least half your present computer technicians.
B)people doing similar jobs in other companies.
C)people applying for computer technician jobs in your company.
D)only your current computer technicians who are performing at or above acceptable levels.
E)human resource professionals in your company.

Question 38

Which stage of the selection process often involves supervisors and team members?

A)Recruitment
B)Testing
C)Reference and background checks
D)Interviews
E)Screening applications and resumes

Question 39

Employers use employment applications for all but one of the following reasons.Name the exception.

A)They are a low-cost way to gather basic data from many applicants.
B)Ensures that the organization has certain standard categories of information such as mailing address and employment history.
C)They provide information that has been verified for accuracy.
D)By including a date,they allow the employer to keep up-to-date records of job applicants.
E)Actually,all of the choices are reasons that employers use employment applications.

Question 40

Which of the following is NOT a criterion for evaluating selection methods?

A)Reliability
B)Validity
C)Ability to generalize
D)Certainty
E)Utility

Question 41

An assessment centre:

A)is a place where job applicants undergo rigorous psychological analysis.
B)is relatively inexpensive.
C)uses multiple selection methods to rate applicants or job incumbents on their management potential.
D)is a selection method generally used for sales and engineering positions.
E)is a selection method most suitable for assessing technical competencE.

Question 42

A(n)_______________ is a way of verifying whether applicants are as they represent themselves to be.

A)résumé
B)interview
C)assessment centre
D)background check
E)compensatory model

Question 43

An interview may be _________ or __________.

A)nondirective;structured
B)focused;unfocused
C)compulsory;voluntary
D)open;closed
E)random;organized

Question 44

Which of the following tests assesses how well a person can learn or acquire skills and abilities?

A)Personality inventories
B)Cognitive ability tests
C)Achievement tests
D)Aptitude tests
E)Physical ability tests

Question 45

Interviews should:

A)be focused,structured,and standardized.
B)focus on accomplishing a few goals,so that at the end of the interview,the organization has ratings on several observable measures.
C)should not try to measure abilities and skills-for example,intelligence-that tests can measure better.
D)All of the answers are correct.
E)only "a" and "c."

Question 46

Which one of the following statements about personality traits and related tests is FALSE?

A)Evidence shows that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability.
B)The usual way to identify a candidate's personality traits is to administer one of the personality tests that are commercially available.
C)For people-related jobs like sales and management,extroversion and agreeableness seem to be associated with success.
D)Administering commercially available personality tests usually violates employment equity requirements.
E)Compared with intelligence tests,people are better at "faking" their answers.

Question 47

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is called the:

A)multiple-hurdle model.
B)winner-take-all model.
C)compensatory model.
D)panel interview model.
E)structured interview model.

Question 48

Generally,the organization checks references:

A)only if it believes the information provided by the applicant is "suspect."
B)immediately after the applicant submits a résumé.
C)after it has determined that the applicant is a finalist for the job.
D)for all applicants.
E)to avoid claims of defamation.

Question 49

Which one of the following is NOT one of "the Big Five" personality dimensions?

A)Adjustment
B)Eccentricity
C)Conscientiousness
D)Inquisitiveness
E)Agreeableness

Question 50

Physical strength and endurance play __________ of a role in the modern workplace than in the past.

A)more
B)less
C)equally
D)critically
E)becoming

Question 51

Intelligence test is another name for:

A)emotional ability test.
B)general ability test.
C)endurance test.
D)emotional focus test.
E)cognitive ability test.

Question 52

Medical exams must be:

A)related to job performance.
B)given to all job applicants over the age of 45 years.
C)given only after the candidate has received a conditional job offer.
D)used to avoid charges of discrimination.
E)both "a" and "c."

Question 53

Job performance tests have the advantage of being:

A)job-specific.
B)commercially available.
C)generalizable.
D)inexpensive.
E)similar to personality tests.

Question 54

Which type of interview tends to have the highest validity?

A)Behavioural
B)Situational
C)Nondirective
D)Open
E)Planned

Question 55

A situation where an employer may be found liable for harm an employee causes to others if references and background checks were not performed adequately at the time of hiring is called:

A)misrepresentation.
B)negligent hiring.
C)defamation.
D)negligent omission.
E)negligent cycle timE.

Question 56

The Canadian Human Rights Commission prohibits the use of:

A)pre-employment drug testing.
B)random drug testing.
C)random alcohol testing of employees in non-safety-sensitive positions.
D)all of the above.
E)only "b" and "c."

Question 57

The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

A)compensatory model.
B)multiple-hurdle model.
C)professional model.
D)behavioural planning model.
E)legally required model.

Question 58

In what type of interview are candidates typically asked open-ended questions about strengths,weaknesses,and career goals?

A)Behavioural description
B)Situational
C)Nondirective
D)Structured
E)Panel

Question 59

During an interview for a sales position,you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his/her orders;what would you do to regain his/her business?" What type of interview is being used?

A)Behavioural
B)Situational
C)Nondirective
D)Structured
E)Panel

Question 60

A keyboarding speed test for a data entry clerk is an example of a:

A)spatial abilities test.
B)perceptual accuracy test.
C)job performance test.
D)mechanical test.
E)personality test.

Question 61

Although interviews are widely used,there are several concerns about interviews including being unreliable,low in validity,biased,and costly.How can organizations avoid some of these pitfalls associated with the use of interviews as a selection method?

Question 62

Demonstrate your knowledge of predictive validation and concurrent validation.Which method is the best measure of validity? Why? What is a disadvantage of this "best" method?

Question 63

What are cognitive ability tests? How do they differ from job performance tests and work samples?

Question 64

Identify and briefly discuss the criteria used to measure the effectiveness of selection methods.

Question 65

What is a "reference"? When does the organization usually check references? What issues may arise and how should human resource departments handle requests for references given these issues?