Question 1

When random selection is used to select the finalist to whom a job offer will be made, discretionary assessment methods should be used.

Accepted Answer

When random selection is used, the selection process should be objective and unbiased, and discretionary assessment methods should be avoided to ensure fairness and consistency. The selection criteria should be clearly defined and applied consistently to all finalists.

Question 2

In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to ________.
A) make the hiring decision
B) establish selection procedures
C) ensure relevant laws and regulations are being followed
D) represent the interests of employees to management

Accepted Answer

HR professionals are typically involved in establishing selection procedures, ensuring legal compliance, and advocating for employees, but line managers are typically responsible for making the final hiring decisions.

Question 3

The law prohibits using different norms for test scores of minority and majority groups.

Accepted Answer

This is known as disparate impact discrimination and is prohibited by federal law, specifically the Civil Rights Act of 1964. The law requires that employment and educational testing be fair and unbiased for all individuals regardless of race, ethnicity, gender, or other protected characteristics. Using different norms for different groups would be a form of discrimination and is illegal.

Question 4

In which of the following assessment procedures is the participation of line managers most needed?
A) initial assessment
B) substantive methods
C) discretionary methods
D) background investigations

Accepted Answer

The answer of In which of the following assessment procedures...

Question 5

If a cutoff score is lowered, the effect of this on hiring results is likely to be ______________.
A) fewer false negatives only
B) both fewer false negatives and more true positives
C) fewer false negatives and fewer false positives
D) more false negatives and more false positives

Accepted Answer

Lowering the cutoff score means that more candidates will be considered for hiring, which will result in both fewer false negatives (qualified candidates who were rejected by the previous cutoff score) and more true positives (qualified candidates who were previously rejected but now meet the lowered threshold).

Question 6

Ongoing hiring is most common in organizations with very high turnover rates.

Accepted Answer

Ongoing hiring, or hiring on a continuous basis, is often necessary for organizations with high turnover rates as they need to constantly replenish their workforce.

Question 7

In ranking finalists are ordered from the most desirable to the least desirable based on the results of discretionary assessments.

Accepted Answer

In ranking, finalists are indeed ordered from the most desirable to the least desirable based on discretionary assessments.

Question 8

Applicants react positively when banding is associated with affirmative action.

Accepted Answer

Research indicates that applicants often have mixed or negative reactions to affirmative action policies, including concerns about fairness and stigmatization, rather than uniformly positive responses.

Question 9

An applicant who is not hired but who would have performed successfully if hired is a ______________.
A) true positive
B) false positive
C) true negative
D) false negative

Accepted Answer

A false negative is when an applicant who would have been successful if hired is not hired.

Question 10

If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores.
A) top-down
B) criterion-related
C) minimum competency
D) banding

Accepted Answer

The minimum competency method involves setting a cut score based on the minimum qualifications required for satisfactory job performance. Therefore, it is the most likely method in this scenario. The top-down method involves setting a cut score based on subjective opinions or predetermined quotas. The criterion-related method involves setting a cut score based on the relationship between test scores and job performance. The banding method involves grouping test takers into bands or categories based on their scores, rather than using a cutoff score.

Question 11

When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.
A) ranking
B) random selection
C) clinical prediction
D) grouping

Accepted Answer

Ranking involves ordering finalists based on a set of criteria, which in this case are discretionary assessments. This allows for a clear hierarchy of desirability among the candidates.

Question 12

One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs.

Accepted Answer

Ranking inherently provides a clear suggestion of the order in which candidates should be offered jobs, as it organizes candidates based on their qualifications, performance, or suitability from highest to lowest.

Question 13

An applicant who is hired but does not perform successfully is a ______________.
A) true positive
B) false positive
C) true negative
D) false negative

Accepted Answer

A false positive occurs when the applicant is hired but does not perform successfully, meaning they were not actually a good fit for the job despite being hired. True positive refers to an applicant who is hired and performs successfully, true negative refers to an applicant who is not hired and would not have been successful in the job, and false negative refers to an applicant who is not hired but would have been successful in the job.

Question 14

There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover.

Accepted Answer

The statement is false. There is evidence that individuals who feel overqualified are less satisfied and have higher intentions to turnover. This is known as the "overqualification theory."

Question 15

When applicants who score within a certain score range are considered to have scored equivalently ________.
A) top-down
B) criterion-related
C) minimum competency
D) banding

Accepted Answer

Banding is the process of grouping applicants within a certain score range and considering them to have scored equivalently. This is often done to reduce the possibility of discrimination based on small score differences and to increase efficiency in the selection process. Top-down refers to a method of decision-making where the decision is made by a higher-level authority and communicated downward, while criterion-related refers to the process of evaluating the relationship between test scores and job performance. Minimum competency refers to the minimum level of skills or knowledge required for a particular job.

Question 16

In general, HR specialists should orchestrate the development of staffing policies and procedures for all departments, but play a secondary, or supporting role in the ultimate decision to hire in areas outside of the HR department.

Accepted Answer

HR specialists should advise and support hiring decisions in other departments, but the ultimate decision lies with the hiring manager or department head.

Question 17

Since line managers are not usually technical experts in staffing processes, their input comes to play only in regard to hiring decisions.

Accepted Answer

Line managers can provide input and feedback throughout the staffing process, including identifying job requirements, reviewing resumes, conducting interviews, and participating in candidate selection.

Question 18

Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.

Accepted Answer

The answer of Banding is a procedure whereby applicants who...

Question 19

When using ___________, each finalist has an equal chance of being selected.
A) ranking
B) random selection
C) clinical prediction
D) grouping

Accepted Answer

Random selection means that each finalist has an equal chance of being selected. This is a fair and unbiased way of selecting a winner, as it eliminates any potential bias or favoritism based on rankings, predictions, or grouping.

Question 20

In top down hiring, all individuals who are above a minimum competency point are hired.

Accepted Answer

In top down hiring, individuals are hired based on their skills and competency level, but there is not necessarily a fixed minimum competency point that all candidates must meet. Hiring decisions are made from the top down, meaning that senior management or hiring managers make the final decision on who to hire, regardless of whether they meet a specific minimum threshold.

Quiz 11: Decision Making

When random selection is used to select the finalist to whom a job offer will be made, discretionary assessment methods should be used.

In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers) , HR professionals would be least likely to ________.

The law prohibits using different norms for test scores of minority and majority groups.

In which of the following assessment procedures is the participation of line managers most needed?

If a cutoff score is lowered, the effect of this on hiring results is likely to be ______________.

Ongoing hiring is most common in organizations with very high turnover rates.

In ranking finalists are ordered from the most desirable to the least desirable based on the results of discretionary assessments.

Applicants react positively when banding is associated with affirmative action.

An applicant who is not hired but who would have performed successfully if hired is a ______________.

If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores.

When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.

One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs.

An applicant who is hired but does not perform successfully is a ______________.

There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover.

When applicants who score within a certain score range are considered to have scored equivalently ________.

In general, HR specialists should orchestrate the development of staffing policies and procedures for all departments, but play a secondary, or supporting role in the ultimate decision to hire in areas outside of the HR department.

Since line managers are not usually technical experts in staffing processes, their input comes to play only in regard to hiring decisions.

Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.

When using ___________, each finalist has an equal chance of being selected.

In top down hiring, all individuals who are above a minimum competency point are hired.