Question 1

Training and experience evaluations, like other selection methods, are subject to the Uniform Guidelines on Employee Selection Procedures.

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures apply to all aspects of the selection process, including training and experience evaluations, to ensure they are fair and non-discriminatory.

Question 2

While the typical validity coefficient may be relatively low, the available evidence is reasonably clear that some training and experience ratings are valid predictors of job performance.

Accepted Answer

Research in industrial-organizational psychology has shown that while the validity coefficients for training and experience ratings as predictors of job performance are not exceptionally high, they are statistically significant, indicating that these ratings do have a valid predictive relationship with job performance.

Question 3

Since only positive comments are given in letters of reference, they are not useful for gaining an indication of the writer's true feelings.

Accepted Answer

Letters of reference, despite often focusing on positive aspects, can still provide insights into the writer's true feelings through the specificity, enthusiasm, and comparative context of the comments.

Question 4

The use of letters of reference are probably restricted to lower skilled jobs.

Accepted Answer

Letters of reference are commonly used across a wide range of job levels, including highly skilled and professional positions, to provide insight into a candidate's abilities and character.

Question 5

Several studies have demonstrated that over 95% of firms checked references.

Accepted Answer

The question states that "Several studies have demonstrated that over 95% of firms checked references." This means that it is true that over 95% of firms checked references.

Question 6

An unstructured reference checking system, rather than a structured reference checking system, is more likely to be open to charges of discrimination.

Accepted Answer

An unstructured reference checking system lacks standardization, allowing personal biases to influence the process, which can lead to discrimination, whereas a structured system uses consistent criteria for all candidates, reducing this risk.

Question 7

Asking applicants to give written permission to contact their references is a good idea.

Accepted Answer

Obtaining written permission ensures respect for the applicant's privacy and complies with legal requirements, while also confirming that the references expect to be contacted.

Question 8

Employers should use the holistic method of T&E evaluation rather than the competency-based approaches.

Accepted Answer

The choice between a holistic method and competency-based approaches depends on the specific goals, context, and needs of the organization. Neither approach is universally better; each has its advantages and is suitable for different situations.

Question 9

It is especially important for an employer to answer reference questions from other organizations, such as "Would you rehire this person?"

Accepted Answer

The answer of It is especially important for an employer...

Question 10

Refusing to give information on a past employee shields an employer from a lawsuit.

Accepted Answer

Refusing to give information on a past employee does not inherently shield an employer from a lawsuit. Employers can still face legal action for various reasons, such as defamation, discrimination, or violation of state laws regarding employment references.

Question 11

Written work experience and education information given by a job applicant are more accurate when obtained from an interview rather than a "training and experience evaluation."

Accepted Answer

Interview responses can be subject to exaggeration or falsification, whereas a "training and experience evaluation" often involves verification of credentials and work history, making it potentially more accurate.

Question 12

Employers are prohibited from asking any questions of references that they may not request of applicants.

Accepted Answer

Employers must adhere to the same legal and ethical standards when questioning references as they do with applicants, avoiding any inquiries that could be considered discriminatory or violate privacy laws.

Question 13

Reference checks are one of the few selection devices not subject to the Uniform Guidelines on Employee Selection Procedures.

Accepted Answer

Reference checks are subject to the Uniform Guidelines on Employee Selection Procedures because they are considered part of the selection process and can impact hiring decisions.

Question 14

Email is the most frequently used method of conducting a reference check.

Accepted Answer

The answer of Email is the most frequently used method...

Question 15

In-person reference checks are not frequently used in most selection programs.

Accepted Answer

In-person reference checks are less common due to the convenience and efficiency of phone or electronic communication methods, which are typically faster and more practical for most selection programs.

Question 16

Employers do not have a responsibility to provide relevant information on a past employee who is under consideration for employment by another employer.

Accepted Answer

Employers often have a responsibility to provide accurate and relevant information about past employees to prospective employers, especially regarding the employee's job performance and reasons for leaving, as long as it is truthful and not defamatory.

Question 17

As far as reliability is concerned, training and experience evaluations tend to reflect rather high interrater reliability estimates.

Accepted Answer

Training and experience evaluations often have standardized criteria and structured formats, which can lead to higher interrater reliability as different raters are more likely to agree on the assessments.

Question 18

Reference checking serves more as a basis for detection of the qualified rather than identification of the unqualified.

Accepted Answer

Reference checking is often used to identify red flags or potential issues with a candidate, thus helping in the identification of unqualified candidates rather than solely confirming the qualifications of a candidate.

Question 19

The possibility of libel or slander suits discourages employers from providing reference information.

Accepted Answer

Employers often limit the information they provide about former employees to avoid potential libel or slander lawsuits, typically only confirming dates of employment and job titles.

Question 20

It is legal, and even the duty of employers to check references.

Accepted Answer

Employers have the right and responsibility to check references to verify the qualifications, experience, and reliability of potential employees to ensure they are suitable for the job.

Quiz 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks