Question 1

Predictive validity is considered an inexpensive and quick method for establishing the validity of a selection test.

Accepted Answer

Predictive validity involves administering a test and later obtaining the criterion information. For instance, all applicants take the test but the firm uses other selection criteria, not the test results, to make the selection decision. Predictive validity is a technically sound procedure. Because of the time and cost involved, however, its use is often not feasible.

Question 2

Criterion-related validity is determined by comparing the scores on selection tests to an aspect of job performance, such as quality of work.

Accepted Answer

Criterion-related validity is a test validation method that compares the scores on selection tests to some aspect of job performance determined, for example, by performance appraisal. Performance measures might include quantity and quality of work, turnover, and absenteeism.

Question 3

Valence is the extent to which a selection test provides consistent results.

Accepted Answer

Reliability is the extent to which a selection test provides consistent results.

Question 4

During an unstructured interview, an interviewer will most likely ask open-ended questions to encourage the applicant to talk.

Accepted Answer

An unstructured interview is one in which the interviewer asks probing, open-ended questions. This type of interview is comprehensive, and the interviewer encourages the applicant to do much of the talking.

Question 5

Unstructured interviews are often time-consuming and result in obtaining different information from different candidates.

Accepted Answer

The unstructured interview is often more time consuming than the structured interview and results in obtaining different information from different candidates. This adds to the potential legal woes of organizations using this approach.

Question 6

Failure to validate is the liability an employer incurs when it does not conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm.

Accepted Answer

Negligent hiring is the liability an employer incurs when it does not conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm.

Question 7

An IQ test is a type of cognitive aptitude test.

Accepted Answer

Cognitive aptitude tests are tests that determine general reasoning ability, memory, vocabulary, verbal fluency, and numerical ability. Cognitive aptitude tests are a form of IQ tests.

Question 8

Psychomotor abilities tests measure a candidate's knowledge of the duties of the job for which he or she is applying.

Accepted Answer

Psychomotor abilities tests are tests that measure strength, coordination, and dexterity. Job-knowledge tests are tests that measure a candidate's knowledge of the duties of the job for which he or she is applying.

Question 9

Validity in testing occurs when everyone scoring a test obtains the same results.

Accepted Answer

Objectivity in testing occurs when everyone scoring a test obtains the same results. Multiple choice and True-false tests are objective. Validity is the extent to which a test measures what it claims to measure.

Question 10

Situational interviews focus on how an individual handled job-related circumstances in the past.

Accepted Answer

The situational interview creates hypothetical situations candidates would be likely to encounter on the job and asks how they would handle them.

Question 11

Construct validity is a test validation method that determines whether a test measures personal traits that are important in performing a job.

Accepted Answer

Construct validity is a test validation method that determines whether a test measures certain constructs, or traits, that job analysis finds to be important in performing a job. For instance, a job may require a high degree of creativity or reasoning ability.

Question 12

Interviews are valid predictors of success on the job, which is why they are commonly used to evaluate applicants.

Accepted Answer

Traditionally, interviews have not been valid predictors of success on the job. In fact, courts are often suspicious of hiring decisions based primarily on interview results because of their inherently subjective nature. Nevertheless, interviews continue to be the primary method companies use to evaluate applicants.

Question 13

In the board interview, the interviewer deliberately makes the candidate uncomfortable by asking blunt and often discourteous questions.

Accepted Answer

Most interviewers strive to minimize stress for the candidate. However, in the stress interview, the interviewer deliberately makes the candidate uncomfortable by asking blunt and often discourteous questions. The purpose is to determine the applicant's tolerance for stress that may accompany the job.

Question 14

Personality tests assess an applicant's traits and temperaments and help firms determine an individual's leadership and teamwork skills.

Accepted Answer

Personality tests are self-reported measures of traits, temperaments, or dispositions. Personality tests, unlike ability tests, are not time constrained and do not measure specific problem-solving skills. These questionnaires tap into softer areas, such as leadership, teamwork, and personal assertiveness.

Question 15

A growing number of firms use social networking sites, such as Facebook and LinkedIn, to investigate the backgrounds of potential employees.

Accepted Answer

An increasing number of employers are using social networking Web sites to conduct background investigations on potential employees. Employers use an applicant's personal Web site, LinkedIn profile, and postings made on an industry blog to find out about individuals they are considering hiring.

Question 16

HR professionals use metrics to evaluate recruitment and selection effectiveness by determining the turnover rate, selection rate, and acceptance rate.

Accepted Answer

Human capital metrics are measures of HR performance. Turnover rate, recruitment costs, selection rate, and acceptance rate are some of the factors taken into consideration.

Question 17

Objectivity refers to the uniformity of the procedures and conditions related to administering tests.

Accepted Answer

Standardization is the uniformity of the procedures and conditions related to administering tests. In order to compare the performance of several applicants on the same test, it is necessary for all to take the test under conditions that are as identical as possible.

Question 18

Title VII requires the test to work without having an adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under the law.

Accepted Answer

Title VII requires the test to work without having an adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under the law. If using the test results in an adverse impact on certain members of protected groups, the firm must have a compelling reason why it is used; that is, it must validate the test.

Question 19

Job-knowledge tests require an applicant to perform a task or set of tasks representative of the job.

Accepted Answer

Work-sample tests require an applicant to perform a task or set of tasks representative of the job. Job-knowledge tests measure a candidate's knowledge of the duties of the job for which he or she is applying.

Question 20

An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job.

Accepted Answer

An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job. The assessment center is one of the most powerful tools for assessing managerial talent because it is designed to determine if they will be effective in performing a specific job.

Quiz 6: Selection