Question 1

The validity of a predictor refers to the extent to which a criterion predictor produces consistent results.

Accepted Answer

The validity of a predictor refers to the extent to which it accurately predicts or measures the intended outcome (criterion), not just the consistency of the results. Consistency is referred to as reliability.

Question 2

Reasoning tests measure the ability to visualize objects in space and determine their relationships.

Accepted Answer

False

Question 3

Courts have ruled that an individual's arrest record is a lawful basis for refusal to hire.

Accepted Answer

Courts have ruled that an individual's arrest record is an unlawful basis for refusal to hire unless the employer can show that such a policy is job related.

Question 4

The objective of the selection process is to seek and attract attention of qualified candidates.

Accepted Answer

The objective of the selection process is to choose the most suitable candidate from those who have been attracted and applied, not to attract candidates. Attracting candidates is the objective of the recruitment process.

Question 5

The split halves method used to determine reliability involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Accepted Answer

The split halves method involves dividing a single test into two equal halves and correlating the scores from each half to assess reliability, not administering the test twice.

Question 6

Predictive validation is used frequently because it is cost-efficient and fast.

Accepted Answer

The answer of Predictive validation is used frequently because it...

Question 7

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

Accepted Answer

Adverse impact is defined as the situation where the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in any employment decision.

Question 8

One advantage of concurrent validation is that in situations in which either racial or sexual discrimination has been practiced in the past,minorities and women will be adequately represented.

Accepted Answer

The answer of One advantage of concurrent validation is that...

Question 9

Polygraph tests are widely used today to screen out undesirable job candidates.

Accepted Answer

The Employee Polygraph Protection Act of 1988, with a few exceptions, prohibits employers from conducting polygraph examinations on all job applicants and most employees.

Question 10

The Americans with Disabilities Act stipulates that a physical exam cannot be conducted until after a job offer has been extended to a job candidate.

Accepted Answer

This is true. The Americans with Disabilities Act (ADA) prohibits pre-employment medical exams as a way to prevent discrimination against individuals with disabilities. Employers can only request medical information or exams after a job offer has been made and only if it is required for all employees in that position.

Question 11

Psychomotor tests measure the job-related knowledge possessed by the applicant.

Accepted Answer

Psychomotor tests measure an individual's physical abilities and coordination, rather than their job-related knowledge.

Question 12

An applicant flow record is required to be filled by all applicants as part of the selection process.

Accepted Answer

An applicant flow record is not universally required for all applicants; it is typically used by employers to track demographic information for compliance with equal employment opportunity regulations.

Question 13

A criterion predictor never correlates perfectly with a criterion of job success.

Accepted Answer

A criterion predictor, such as a test or assessment, is designed to predict job success, but there are always other factors that can impact job performance and success, leading to imperfect correlation.

Question 14

According to the EEOC and the courts,inquiries about race,color,national origin,or religion are illegal per se.

Accepted Answer

Inquiries about race, color, national origin, or religion are not illegal per se, but they can be considered discriminatory if used for unlawful purposes. The EEOC and courts evaluate the context and intent behind such inquiries.

Question 15

An unstructured interview does not have a predetermined checklist of questions.

Accepted Answer

An unstructured interview is a form of qualitative research in which questions are not prearranged. Rather, the interviewer formulates questions in response to what the interviewee says. Therefore, there is no predetermined checklist of questions.

Question 16

Chemical testing,such as for drugs or AIDS,is not prohibited.

Accepted Answer

Chemical testing for drugs or AIDS is not prohibited. In fact, it is commonly used for diagnostic and treatment purposes. However, ethical and privacy concerns must be taken into consideration when conducting such testing.

Question 17

Any procedure that is used to make selection decisions is construed to be a test.

Accepted Answer

Any procedure, including interviews, assessments, and evaluations, used to make selection decisions is considered a test. This is because they are all used to measure a candidate's knowledge, skills, abilities, and other characteristics relevant to the position.

Question 18

People with AIDS and people who test positive for HIV antibodies are protected in their jobs by the Vocational Rehabilitation Act.

Accepted Answer

The Vocational Rehabilitation Act prohibits discrimination against individuals with disabilities in the workplace, including those with AIDS and those who test positive for HIV antibodies.

Question 19

Overgeneralizing refers to a problem that the interviewer may allow a single prominent characteristic to dominate judgment of all other traits.

Accepted Answer

Overgeneralizing refers to making broad conclusions based on limited information, while allowing a single characteristic to dominate judgment is known as the halo effect.

Question 20

The Privacy Act of 1974 prevents government agencies from making their employment records available to other organizations without the consent of the individual involved.

Accepted Answer

The Privacy Act of 1974 does indeed prevent government agencies from sharing employment records without an individual's consent.

Quiz 7: Selecting Employees