Question 1

The principal assumption behind the use of biodata in selection processes is the axiom,"the best predictor of future behavior is past behavior."

Accepted Answer

The use of biodata in selection processes is based on the assumption that past behavior is the best predictor of future behavior. Therefore, this statement is true.

Question 2

A well documented problem with resumes and cover letters is fraud.

Accepted Answer

Resume and cover letter fraud is a well-documented problem, with many individuals misrepresenting or falsifying their qualifications, experience, or achievements in order to secure employment. This can range from minor exaggerations to outright lies, and can have serious consequences for both the employer and the employee.

Question 3

College grades are more valid predictors of job performance than high school grades

Accepted Answer

False

Question 4

Research suggests that the quality of the school a person graduates from makes a difference in the labor market

Accepted Answer

Multiple studies have found that graduates from high-quality schools are more likely to earn higher salaries and have better job opportunities than those who graduate from lower-quality schools. This is due to a combination of factors such as higher academic standards, better resources and facilities, stronger networks and connections, and more prestigious reputations.

Question 5

Cross-validation involves validating the initial items and weights on a selection test with another sample.

Accepted Answer

Cross-validation requires using a separate sample to validate the initial results and ensure that the test is reliable and accurate.

Question 6

Research has found that level of education is moderately related to job performance

Accepted Answer

The answer of Research has found that level of education...

Question 7

Cost should not be used to guide the choice of initial assessment methods

Accepted Answer

Cost is a practical consideration in the selection of initial assessment methods, as resources are often limited and the most cost-effective approach that still ensures accuracy and reliability should be chosen.

Question 8

The first step in developing a selection plan is to list relevant KSAOs associated with a job.

Accepted Answer

The first step in developing a selection plan is to list the relevant KSAOs (Knowledge, Skills, Abilities, and Other characteristics) associated with a job. This helps to identify the key qualifications needed for the job and guides the selection process to ensure that candidates are assessed for these important factors.

Question 9

Scored evaluations of unweighted application blanks are good predictors of job performance

Accepted Answer

The answer of Scored evaluations of unweighted application blanks are...

Question 10

Disclaimers are used as a means of protecting employer rights.

Accepted Answer

Disclaimers typically include a statement that the views expressed in an email, document, or communication are those of the individual and not necessarily those of the employer. They can help protect employer rights by clearly stating that certain statements or opinions are the personal views of an employee and not official company policy.

Question 11

Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits

Accepted Answer

This statement is untrue. Organizations still see benefits in developing a selection plan, such as ensuring that they hire the best candidates for their organization and reducing the risks of turnover or poor performance.

Question 12

External selection refers to the assessment and evaluation of external job applicants.

Accepted Answer

External selection involves the process of identifying and recruiting candidates from outside the organization to fill vacant positions through various assessment and evaluation methods.

Question 13

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Accepted Answer

Weighted application blanks have been found to have better predictive validity compared to unweighted application blanks because they allow the organization to give more importance to specific items or criteria that are more predictive of job performance. This makes the selection process more accurate and results in better hiring decisions.

Question 14

Initial assessment methods include to screen candidates include literacy testing.

Accepted Answer

Initial assessment methods may include screening candidates with literacy testing to determine their reading and writing skills.

Question 15

A selection plan describes which predictors will be used to assess the KSAOs required to perform the job.

Accepted Answer

A selection plan outlines the methods and tools that will be used to assess the knowledge, skills, abilities, and other characteristics (KSAOs) required for successful job performance. It includes a description of the predictors that will be used to evaluate each KSAO, such as tests, interviews, work simulations, and reference checks.

Question 16

Understanding the legal issues of assessment methods is necessary.

Accepted Answer

Understanding the legal issues of assessment methods is necessary in order to ensure that assessments are fair, non-discriminatory, and legally defensible. Failure to take legal issues into account could result in legal challenges to assessment results, reputational damage, and financial liability.

Question 17

A selection plan outlines the costs associated with screening and selection of applicants

Accepted Answer

The answer of A selection plan outlines the costs associated...

Question 18

The most common criterion which is used to validate selection tests is worker satisfaction

Accepted Answer

The most common criterion used to validate selection tests is job performance, not worker satisfaction. Validation studies aim to establish a statistical relationship between test scores and job performance, demonstrating that the test is a reliable and valid predictor of success on the job. Worker satisfaction is important but not typically used as a criterion for evaluating selection tests.

Question 19

Most organizations use only weighted application blanks for initial screening decisions.

Accepted Answer

While some organizations may use weighted application blanks for initial screening decisions, not all organizations use this method exclusively. Other methods such as personality tests, situational judgment tests, and cognitive ability tests may also be used.

Question 20

Occupational certification helps guard against the misuse of job titles in human resource selection.

Accepted Answer

Occupational certification establishes a standard set of requirements for a job title, helping ensure that only those who have met those requirements can legally use that title. This can help prevent individuals from misleading employers or misrepresenting their qualifications in the hiring process.

Quiz 8: External Selection I