Question 1

What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process?
A) expectancy errors
B) person-organization fit
C) negligent hiring
D) biases and errors

Accepted Answer

By discussing their rationales for candidate ratings during the selection process, team members of a selection committee may uncover biases and errors in their decision-making. This can help ensure that the selection process is fair and objective. Expectancy errors, person-organization fit, and negligent hiring are all important considerations in the selection process, but are not necessarily directly related to discussing candidate ratings.

Question 2

What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice?
A) a false negative error
B) a false positive error
C) a leniency error
D) a strictness error

Accepted Answer

A false positive error occurs when an applicant is assessed favorably but turns out to be a poor choice, meaning they were mistakenly identified as a good candidate when they were not.

Question 3

Which of the following is NOT related to the statistical composite approach?
A) collecting both judgmental and statistical data
B) combining data statistically
C) combining the ratings or scores in a formula or regression equation
D) combining data in a judgmental manner

Accepted Answer

The statistical composite approach involves collecting both judgmental and statistical data, combining the data statistically, and then combining the ratings or scores in a formula or regression equation. Combining data in a judgmental manner is not related to the statistical composite approach.

Question 4

In which approach to collecting and combining applicant information are a number of judgmental ratings made based on the various sources of information?
A) the trait rating approach
B) the profile interpretation
C) the pure statistical approach
D) the judgmental composite

Accepted Answer

The answer of In which approach to collecting and combining...

Question 5

Which of the following is NOT required by organizations that select candidates for the organization as opposed to specific jobs?
A) selecting for organizational fit
B) having strong external hiring policies
C) possessing flexible job descriptions
D) hiring to fill dynamic and changing jobs

Accepted Answer

Strong external hiring policies are not necessary for organizations that select candidates for the organization as opposed to specific jobs, as they are primarily focused on internal hiring and promoting from within. The other options, including selecting for organizational fit, possessing flexible job descriptions, and hiring to fill dynamic and changing jobs, are all important considerations for selecting candidates for the organization as a whole.

Question 6

Which of the following does NOT reduce the objectivity of group decisions?
A) group conformity
B) power motives
C) organizational culture
D) information asymmetry

Accepted Answer

Organizational culture can actually enhance objectivity in group decision-making as it can promote values such as transparency, accountability, and fairness. Group conformity, power motives, and information asymmetry, on the other hand, are all factors that can lead to bias and reduced objectivity in group decisions.

Question 7

What is the simplest way of combining applicant information in the selection process?
A) Add the scores together.
B) Apply weighted averages.
C) Apply moving averages.
D) Separate quantitative and qualitative data.

Accepted Answer

The answer of What is the simplest way of combining...

Question 8

In most general undergraduate university degrees, what is the cut-off that has been established by convention in the last decade?
A) 80 percent
B) 70 percent
C) 60 percent
D) 50 percent

Accepted Answer

In most general undergraduate university degrees, a 50 percent cut-off is commonly established as the minimum passing grade.

Question 9

In which approach are judgmental data combined statistically?
A) the trait rating approach
B) the profile interpretation
C) the judgmental composite
D) the pure judgment approach

Accepted Answer

The answer of In which approach are judgmental data combined...

Question 10

Which concept refers to the proportion of applicants for one or more positions who are hired?
A) yield ratio
B) applicant ratio
C) selection ratio
D) employment ratio

Accepted Answer

The selection ratio refers to the proportion of applicants who are hired for one or more positions. It is calculated by dividing the number of applicants who are hired by the total number of applicants. The yield ratio (A) refers to the proportion of applicants who accept a job offer after receiving one, the applicant ratio (B) refers to the number of applications received per job opening, and the employment ratio (D) is not a commonly used term in HR.

Question 11

Which concept refers to the value in terms of increased validity of adding a particular predictor to an existing selection system?
A) referent validity
B) coefficient validity
C) external validity
D) incremental validity

Accepted Answer

Incremental validity refers to the value in terms of increased validity of adding a particular predictor to an existing selection system. Option A refers to a type of criterion-related validity, option B refers to the correlation coefficient between the predictor and the criterion, and option C refers to the generalizability of research findings to different contexts.

Question 12

What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness?
A) explicit
B) implicit
C) psychological
D) attribution

Accepted Answer

Personal beliefs that are held without conscious awareness and objective evidence are implicit theories.

Question 13

When employers tend to have a holistic, intuitive decision-making style, what might they require in order to convince them to use statistical approaches in the selection process?
A) changes to HR policy manuals
B) more evidence and training
C) technologically generated data
D) data to be integrated to selection criteria

Accepted Answer

Employers with a holistic, intuitive decision-making style may need more evidence and training in order to convince them to use statistical approaches in the selection process. Providing them with data and showing the benefits of using statistical methods may help persuade them, but they may also need additional training to fully understand and implement these approaches. Changes to HR policy manuals, technologically generated data, and data integration may also be helpful, but they may not be sufficient on their own.

Question 14

Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions?
A) time pressures
B) satisficing
C) an oversupply of applicants, causing standards to decrease
D) selecting individuals with adequate information about job requirements

Accepted Answer

The answer of Which of the following is NOT a...

Question 15

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?
A) selection bias
B) satisficing
C) sufficiency
D) success rate

Accepted Answer

Satisficing refers to making an acceptable or adequate choice rather than the best or optimal choice. Therefore, there is no "best" choice in this scenario.

Question 16

What best defines an approach to collecting and combining applicant information in which data are collected from objective sources such as tests or biographical inventories, and the decision maker examines these data to form an overall, subjective impression of the applicant's suitability for the job?
A) the pure judgment approach
B) the trait rating approach
C) the profile interpretation
D) the pure statistical approach

Accepted Answer

The answer of What best defines an approach to collecting...

Question 17

What is the threshold where those scoring at or above the score will pass, but those scoring below will fail?
A) minimum performance
B) cut-off score
C) pass mark
D) threshold level

Accepted Answer

The term "cut-off score" specifically refers to the threshold where those scoring at or above the score will pass, but those scoring below will fail. The other answer options are similar in meaning but do not specifically refer to this threshold.

Question 18

Which concept refers to an approach in which statistical data are combined in a judgmental manner?
A) the pure statistical approach
B) the profile interpretation
C) the pure judgment approach
D) the judgmental composite

Accepted Answer

The concept that refers to an approach in which statistical data are combined in a judgmental manner is the profile interpretation. This approach involves analyzing different pieces of information about a person or situation and then using professional judgment to come to a conclusion or make a decision. It is based on the idea that no single piece of information can provide a complete picture, so combining multiple sources of data is necessary. The pure statistical approach, on the other hand, relies solely on statistical analyses without any subjective judgment. The pure judgment approach involves making decisions based solely on intuition or personal opinion. The judgmental composite is not a commonly used term in this context.

Question 19

Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories rather than explicit, objective criteria?
A) the pure judgment approach
B) the trait rating approach
C) the profile interpretation
D) the judgmental composite

Accepted Answer

The pure judgment approach involves relying on subjective impressions and implicit theories rather than explicit criteria. This approach is based on gut feelings and is not as objective as other approaches, such as the trait rating approach or the judgmental composite. Therefore, A) is the correct answer.

Question 20

In which approach are data are combined statistically?
A) the statistical composite
B) the trait rating approach
C) the profile interpretation
D) the pure statistical approach

Accepted Answer

The pure statistical approach involves combining data using statistical methods such as factor analysis or other multivariate techniques. This approach only considers numerical data and does not involve subjective ratings or interpretations.

Quiz 10: Decision Making

What might team members of a selection committee uncover by discussing their rationales for candidate ratings during the selection process?

What type of error occurs when an applicant who is assessed favourably turns out to be a poor choice?

Which of the following is NOT related to the statistical composite approach?

In which approach to collecting and combining applicant information are a number of judgmental ratings made based on the various sources of information?

Which of the following is NOT required by organizations that select candidates for the organization as opposed to specific jobs?

Which of the following does NOT reduce the objectivity of group decisions?

What is the simplest way of combining applicant information in the selection process?

In most general undergraduate university degrees, what is the cut-off that has been established by convention in the last decade?

In which approach are judgmental data combined statistically?

Which concept refers to the proportion of applicants for one or more positions who are hired?

Which concept refers to the value in terms of increased validity of adding a particular predictor to an existing selection system?

What type of theories are personal beliefs that are held about how people or things function, without objective evidence and often without conscious awareness?

When employers tend to have a holistic, intuitive decision-making style, what might they require in order to convince them to use statistical approaches in the selection process?

Which of the following is NOT a constraint or a competing demand employers must contend with when making selection decisions?

Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?

What is the threshold where those scoring at or above the score will pass, but those scoring below will fail?

Which concept refers to an approach in which statistical data are combined in a judgmental manner?

Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories rather than explicit, objective criteria?

In which approach are data are combined statistically?