Question 1

Which of the following is correct
A)A test can be reliable but not valid.
B)Construct validity is another term for content validity.
C)Bias refers to the reaction of test takers to a particular test.
D)A test can be valid but not reliable.

Accepted Answer

A test can be reliable, meaning it produces consistent results, but not valid if it doesn't measure what it's supposed to measure. Construct validity and content validity are different concepts, bias has a broader definition than just test-taker reaction, and a test needs to be reliable to be valid.

Question 2

The HR manager focuses on one variable, usually job performance, in the selection process.

Accepted Answer

The HR manager considers multiple variables in the selection process such as qualifications, experience, skills, personality traits, and cultural fit, in addition to job performance.

Question 3

If an employer does not have a reliable and valid selection process, it can still make a correct guess about an applicant that will have positive benefits for the organization.

Accepted Answer

While an unreliable or invalid selection process increases the likelihood of making incorrect hiring decisions, it is still possible for an employer to make a correct guess about an applicant's potential benefits to the organization. However, relying on guesswork rather than a systematic and valid selection process can lead to inconsistencies and biases in hiring decisions.

Question 4

What could an employer do to establish concurrent validity
A)compare test results with performance ratings of existing employees
B)compare test results with employee performance ratings after one year on the job
C)compare test results with results of previously validated test
D)have experts determine whether the test accurately measures the current content of the job

Accepted Answer

Concurrent validity is established by comparing test results with performance ratings of existing employees to see if the test accurately predicts current job performance.

Question 5

Which of the following concepts refers to the use of different selection rules for different identifiable subgroups
A)subgroup differential
B)subgroup bias
C)subgroup norming
D)subgroup fairness

Accepted Answer

Subgroup norming refers to the practice of using different selection criteria or norms for different identifiable subgroups, often with the intention of ensuring equal representation or fairness in selection processes. This can involve adjusting scores or criteria based on the subgroup characteristics to address disparities.

Question 6

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions.What method of estimating reliability was used
A)test and retest
B)alternate forms
C)internal consistency
D)inter-rater reliability

Accepted Answer

The method of test and retest was used because the same measurement procedure was used on the same group of people on different occasions, which is a way of estimating the reliability of a test over time.

Question 7

What two strategies are typical methods that a researcher uses to acquire evidence for test-criterion relationships
A)criterion-related and correlation
B)inference and intuition
C)differential and selective
D)predictive and concurrent

Accepted Answer

The two typical methods that a researcher uses to acquire evidence for test-criterion relationships are predictive and concurrent strategies. Predictive strategy involves administering the test to a group of individuals, then measuring their criterion of interest at a future point in time. Concurrent strategy involves administering the test and measuring the criterion at the same time. Both strategies are used to determine the relationship between the test scores and criterion scores. Thus, the correct choice is D - predictive and concurrent.

Question 8

What concept is defined as follows: the decrease in magnitude of the validity coefficient associated with measurement error of the predictor, the criterion, or both
A)sampling error
B)regression
C)attenuation
D)differential prediction

Accepted Answer

Attenuation refers to the decrease in the magnitude of the validity coefficient due to measurement error. This occurs when the predictor and/or criterion measures are not perfectly reliable, which leads to an underestimation of the true relationship between the predictor and the criterion.

Question 9

Which of the following statements is true
A)Validity concepts in selection apply only to test scores.
B)U.S.Labor Department guidelines suggest that tests with validity coefficients above .35 are very beneficial.
C)U.S.Labor Department guidelines suggest that only tests with reliability coefficients above .55 should be used in selection.
D)Employment tests have been shown to have no adverse impact on applicants.

Accepted Answer

U.S. Labor Department guidelines suggest that tests with validity coefficients above .35 are very beneficial. This means that the higher the validity, the more effective the test is in predicting job performance. A, C, and D are all incorrect. Validity concepts apply to more than just test scores, as they can apply to other selection methods as well. The U.S. Labor Department does not have a guideline stating that only tests with reliability coefficients above .55 should be used, and there is evidence that employment tests can have adverse impact on certain groups of applicants.

Question 10

In their mid-1970s research, what procedure did researchers Schmidt and Hunter use to challenge the idea that a validity coefficient is specific to the context in which it is measured
A)validity generalization
B)meta-analysis
C)range restriction
D)attenuation

Accepted Answer

Schmidt and Hunter used meta-analysis to challenge the idea that a validity coefficient is specific to the context in which it is measured. Meta-analysis involves synthesizing the results of multiple studies to identify common patterns and trends, and can be used to test whether a particular finding holds true across different settings and populations. In this case, Schmidt and Hunter used meta-analysis to show that validity coefficients for job performance were generally consistent across different industries, job types and study methods, suggesting that validity was not simply a function of context.

Question 11

Which employment test has been identified as being biased in favour of males
A)Bennett Mechanical Comprehension test
B)Wonderlic Personnel test
C)Toronto Police Service physical abilities test
D)cognitive ability test

Accepted Answer

The Bennett Mechanical Comprehension test has been identified as being biased in favour of males as it assesses mechanical aptitude, which is a skillset typically associated with male-dominated fields such as engineering and mechanics.

Question 12

To test validity, a content sampling strategy is often applied to the selection process.Which of the following is NOT a step in this content sampling strategy
A)A scoring scheme is developed for the selection assessments.
B)Tasks of the target position are identified by job experts.
C)Job experts independently rate the reliability of each task.
D)Job experts evaluate the relationship between performance and job success.

Accepted Answer

Content sampling strategy focuses on ensuring that the selection assessments cover a broad and representative sample of the job's content. It involves identifying tasks of the target position, developing a scoring scheme, and evaluating the relationship between performance on these tasks and job success. Independent rating of the reliability of each task by job experts is not a step in content sampling strategy; it is more related to the process of establishing the reliability of an assessment tool rather than its content validity.

Question 13

Employers must know the legal and professional standards in order to increase the likelihood that their selection processes are compliant.

Accepted Answer

Employers have a responsibility to adhere to legal and professional standards when conducting selection processes. This includes understanding anti-discrimination laws and ethical guidelines for hiring practices. By complying with these standards, employers can decrease the risk of legal issues and ensure that their selection processes are fair and effective.

Question 14

What concept is defined by the following: "systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race "
A)discrimination
B)unfairness
C)bias
D)validity

Accepted Answer

The definition given clearly points towards the concept of bias, which refers to the presence of systematic errors or distortions in measurement or inference. Moreover, the source of such errors is identified as identifiable group membership characteristics such as age, sex, or race. Therefore, the most appropriate choice is C, bias. The other options, discrimination and unfairness, are too broad and may not capture the specific nature of the concept described. Validity, on the other hand, is related to the degree to which a measure or assessment tool accurately measures what it intends to measure and is not directly relevant to the definition provided.

Question 15

The goal of selection is to identify job candidates who have those attributes required for success on the job.

Accepted Answer

The statement is true. The main purpose of the selection process is to identify candidates who possess the necessary knowledge, skills, abilities, and other qualities required for successful job performance.

Question 16

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

Accepted Answer

The statement is true. The ultimate goal of the selection process is to find a candidate who has the necessary qualifications and abilities to carry out the job duties effectively.

Question 17

An employer's employment decisions must be rational and intuitive.

Accepted Answer

An employer's employment decisions must be based on nondiscriminatory reasons such as qualifications, experience, and job performance, not intuition or personal biases, according to federal laws and regulations that prohibit employment discrimination.

Question 18

Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering what element in the proper use of tests
A)content validity
B)validity generalization
C)face validity
D)construct validity

Accepted Answer

Content validity refers to the extent to which a test measures the knowledge, skills, or abilities that are relevant to the job. Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering content validity.

Question 19

What concept is defined as the predicted average performance score of a subgroup
A)subgroup prediction
B)differential prediction
C)systematic prediction
D)performance prediction

Accepted Answer

The concept defined as the predicted average performance score of a subgroup is differential prediction. This concept predicts the performance of a subgroup based on characteristics such as race, gender, or education level. It is used to determine if there is bias in the selection process and to ensure that all subgroups are treated fairly.

Question 20

The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position.If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation
A)use of best practices
B)comparison of test results of high-performing and low-performing employees
C)comparison of test questions with job content
D)use of validity generalization

Accepted Answer

Validity generalization allows the use of evidence from other studies to infer the validity of a test in a new context without conducting a new validation study.

Quiz 2: Foundations of Recruitment and Selection I: Reliability and Validity

Which of the following is correct

The HR manager focuses on one variable, usually job performance, in the selection process.

If an employer does not have a reliable and valid selection process, it can still make a correct guess about an applicant that will have positive benefits for the organization.

What could an employer do to establish concurrent validity

Which of the following concepts refers to the use of different selection rules for different identifiable subgroups

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions.What method of estimating reliability was used

What two strategies are typical methods that a researcher uses to acquire evidence for test-criterion relationships

What concept is defined as follows: the decrease in magnitude of the validity coefficient associated with measurement error of the predictor, the criterion, or both

Which of the following statements is true

In their mid-1970s research, what procedure did researchers Schmidt and Hunter use to challenge the idea that a validity coefficient is specific to the context in which it is measured

Which employment test has been identified as being biased in favour of males

To test validity, a content sampling strategy is often applied to the selection process.Which of the following is NOT a step in this content sampling strategy

Employers must know the legal and professional standards in order to increase the likelihood that their selection processes are compliant.

What concept is defined by the following: "systematic errors in measurement, or inferences made from those measurements, that are related to different identifiable group membership characteristics such as age, sex, or race "

The goal of selection is to identify job candidates who have those attributes required for success on the job.

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

An employer's employment decisions must be rational and intuitive.

Employers who are concerned about an applicant's opinion about the usefulness of a test or certain questions on a test are considering what element in the proper use of tests

What concept is defined as the predicted average performance score of a subgroup

The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position.If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation