Question 1

In comparing internal selection with external selection, an advantage of internal selection is that ________.
A) internal selection requires few procedures to locate and screen viable job candidates
B) internal selection presents fewer dangers of incurring legal liability than external selection
C) information about internal candidates tends to be more verifiable than information about external candidates
D) there is less need to use multiple predictors in assessing internal candidates than with external candidates

Accepted Answer

Information about internal candidates tends to be more verifiable as they are already known to the organization and have a work history that can be checked. External candidates may have limited work history or references that are difficult to verify.

Question 2

Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.

Accepted Answer

Technical skills and managerial skills are two different skill sets that do not always overlap. Just because someone is great at their technical job does not mean they have the skills to manage and lead others effectively.

Question 3

An important advantage of peer assessments is __________.
A) lower probability of bias in the assessment
B) greater clarity in the criteria for assessment
C) enhanced employee morale through the fostering of a competitive spirit
D) greater knowledge of the applicants' KSAOs

Accepted Answer

D

Question 4

While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.
A) bribery for promotions is widespread
B) impression management and politics can play a role in who gets promoted
C) internal candidates with poor technical skills are likely to be promoted
D) instincts and intuition are not given enough weight

Accepted Answer

Impression management and politics can play a role in who gets promoted, which can lead to bias and unfairness in the selection process. While multiple points of view can be combined in internal selection, these concerns must be addressed to ensure a fair and effective process. The other options are not necessarily associated with internal selection as a whole.

Question 5

Seniority is a highly valid method for internal selection.

Accepted Answer

While seniority can be a factor in internal selection, it should not be the sole determining factor. Other criteria such as skills, performance, and potential should also be considered to ensure that the best candidate is selected for the job.

Question 6

Seniority and experience are among the most prevalent methods of internal selection.

Accepted Answer

Seniority and experience are common criteria used for internal selection as they demonstrate an employee's knowledge and skills over a period of time within the organization.

Question 7

Organizations find that talent management systems are low cost and require little expertise.

Accepted Answer

Talent management systems can be expensive and often require specialized expertise to implement and maintain effectively.

Question 8

In comparison with external selection, internal selection places greater emphasis on predictor signs than samples.

Accepted Answer

The answer of In comparison with external selection, internal selection...

Question 9

Depth of information and relevance are the only advantages that internal selection has over external selection.

Accepted Answer

Internal selection also has the advantage of familiarity with the organization's culture, policies, and procedures, as well as pre-existing relationships with coworkers and managers. Additionally, internal selection can increase employee morale and loyalty by providing opportunities for career growth and development within the company.

Question 10

Experience refers to length of service or tenure with a job, department or organization.

Accepted Answer

The answer of Experience refers to length of service or...

Question 11

Where peer assessments are concerned, it would be accurate to say that _____________.
A) peer ratings rely on voting to select the most promotable applicants
B) peer assessments are used for both internal and external applicants
C) peer rankings rely on ordering of peers being assessed
D) peer rankings rely on assessments of each applicant using scores on a continuous numerical scale

Accepted Answer

The statement "peer rankings rely on ordering of peers being assessed" accurately describes how peer assessments are conducted. Peer assessments involve peers ranking or rating each other based on specific criteria, and the resulting order determines each peer's performance or standing within the group. Voting or numerical scoring is not necessarily involved in this process.

Question 12

Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.

Accepted Answer

Internal selection refers to promoting or transferring existing employees within an organization, where their performance, skills, and potential can be more accurately assessed based on their history within the company. External selection involves hiring new employees from outside the organization, where predictions about their fit and performance are more heavily based on their past experiences in other organizations, interviews, and assessments. The context and available data for decision-making differ significantly between the two.

Question 13

Organizations typically have better data with which to make choices on internal than external candidates.

Accepted Answer

Organizations have access to a larger pool of data on internal candidates since they have been a part of the organization and their performance has been observed over time. External candidates, on the other hand, may have a limited amount of information available, such as their resume or interview performance.

Question 14

A virtue of peer assessments is that they rely on raters who are very knowledgeable of applicants' KSAOs.

Accepted Answer

Peer assessments involve having knowledgeable peers evaluate an applicant's knowledge, skills, abilities, and other relevant traits. Because peers work closely with the applicant and have firsthand knowledge of their work and abilities, they are ideally situated to provide accurate and informed ratings. Therefore, peer assessments are more reliable than assessments that rely on less knowledgeable raters, like supervisors or managers who may be less involved in day-to-day activities.

Question 15

A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.

Accepted Answer

The statement is false. Validity and adverse impact are still important considerations for internal assessment methods, as they help ensure fair and accurate evaluation of candidates.

Question 16

The validity of experience is higher than seniority for internal selection.

Accepted Answer

Experience provides a direct understanding of the required job responsibilities, which makes it more valid than seniority, which only indicates the length of time an employee has been with the company.

Question 17

Experience is better suited to predict long-term rather than short-term potential.

Accepted Answer

Experience is valuable for understanding an individual's capabilities and past performance, but it does not necessarily predict long-term potential better than short-term. Potential is influenced by many factors including adaptability, learning ability, and future opportunities, which are not solely determined by past experience.

Question 18

Talent management systems keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees.

Accepted Answer

Talent management systems are designed to track and manage the skills, talents, and capabilities of an organization's employees. This information can be used to identify areas for development, plan for succession, and align employee skills with business goals.

Question 19

Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.
A) the logic of prediction can be applied more precisely for internal selection than for external selection
B) the logic of prediction has identical application for internal and external selection
C) the logic of prediction works better for external selection than for internal selection
D) this concept does not apply to internal selection

Accepted Answer

Internal selection involves selecting employees from within an organization, which means that the selectors have access to more information about the candidates than in external selection. Therefore, the logic of prediction can be applied more precisely for internal selection than for external selection. The selectors can use past performance data, knowledge about job requirements and skills, and other job-related information to predict the future job performance of internal candidates more accurately.

Question 20

In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.

Accepted Answer

Internal selection involves managers relying on their own subjective opinions and personal knowledge about job candidates, which can lead to biases and errors in decision-making. This can result in hiring decisions with lower validity, meaning they are less predictive of job performance and may not result in the best candidate being selected for the job.

Quiz 10: Internal Selection

In comparing internal selection with external selection, an advantage of internal selection is that ________.