Question 1

Gina has applicants take a series of tests. Each applicant ends up with a score, so Gina can rank the applicants and see who is likely to produce the highest performance. Gina is MOST likely using which approach to selection?

Accepted Answer

Gina is using the multiple regression approach to selection, where applicants' scores on various tests are combined into a single score using a formula. This method predicts the likelihood of an applicant's success or performance in the job based on their scores across different tests.

Question 2

Alberto validated his selection battery on one sample, and finds that it predicts performance. He then applies this selection strategy onto a different sample to see if it still works. This process is known as:

Accepted Answer

Cross-validation involves using one sample to develop a selection strategy and then applying it to a different sample to see if it still works. Validity generalization refers to the extent to which a selection strategy developed in one context can be applied in another context. Validity specialization is not a commonly used term in selection research, and content validation refers to the process of ensuring that a selection strategy measures the important aspects of the job. Therefore, the best choice is B because it accurately describes the process described in the scenario.

Question 3

Which test would tend to have the fewest false alarms and misses?

Accepted Answer

The answer of Which test would tend to have the...

Question 4

Altoneicia conducts a validation study and finds r=.55. She obtains a second sample and when she validates the measure this time, she finds r=.06. This notable drop between her first sample and her second sample suggests that:

Accepted Answer

The notable drop in correlation coefficient (r) between the first and second samples suggests that the measure may not be applicable to different samples, indicating poor generalizability. Therefore, it is not advisable to use this measure.

Question 5

In examination of the decision accuracy of a selection battery, the number of applicants who were hired but who are not successful performers can be labeled as:

Accepted Answer

The number of applicants who were hired but who are not successful performers are considered false alarms in the context of selecting candidates for a job. Hits refer to the number of applicants who were hired and are successful performers, correct rejections refer to the number of applicants who were not hired and would not have been successful performers, and misses refer to the number of applicants who were not hired but would have been successful performers.

Question 6

_____ is an approach to demonstrating the that a selection battery correctly predicts who will be effective on the job.

Accepted Answer

Conducting a validation study is the approach used to demonstrate that a selection battery correctly predicts who will be effective on the job. This involves collecting data on job performance and the selection test to establish a relationship between the two. It is a critical step in ensuring that selection procedures are fair, valid, and reliable.

Question 7

RJ&C Consulting Company is hiring managers. Some of the tests it uses are quite cheap (such as cognitive tests). Some of them are very expensive (such as an assessment center). If the company wants to minimize the costs of its selection system, which selection approach should it use?

Accepted Answer

Multiple hurdles approach would be the best choice for minimizing the costs of the selection system. This approach is designed to eliminate candidates who do not meet several predetermined minimum requirements, where each hurdle represents a different selection method. Therefore, the company can use cheap tests as initial hurdles and more expensive assessments as final hurdles for the selected candidates. This way, the company can save costs by selecting only the most suitable candidates while minimizing the use of expensive assessments for all applicants.

Question 8

A selection ratio of 1.00 means that:

Accepted Answer

A selection ratio of 1.00 means that all applicants must be hired to fill the openings. This could happen when there is a shortage of applicants or when the job requires unique skills that only a few possess.

Question 9

_____ are changes or exceptions made by an employer that would allow a qualified disabled person to successfully do the job.

Accepted Answer

Reasonable accommodations are changes or exceptions made by an employer that would enable a qualified disabled person to do the job. BFOQs (B) are job requirements that are necessary for business operations and can be used to discriminate based on sex, religion, or national origin. Essential functions (B) are the central duties of a job. Undue hardships (C) are significant difficulties or expenses that would cause the employer to suffer financially or otherwise.

Question 10

In examination of the decision accuracy of a selection battery, the number of applicants who were not hired, and who would have performed poorly if they had been, are known as:

Accepted Answer

Applicants who were not hired but would have performed poorly are called correct rejections. False positives refer to applicants who were hired but perform poorly, false alarms refer to cases where the selection battery identifies an applicant as being high-performing but they do not perform well, and misses refer to cases where an applicant who would have performed well is not hired.

Question 11

If an accommodation for a disabled individual would result in significant difficulty or expense given an employer's size and financial resources, that accommodation is considered a(n):

Accepted Answer

According to the Americans with Disabilities Act (ADA), if an accommodation for a disabled individual would create significant difficulty or expense given an employer's size and financial resources, it is considered an undue hardship, and the employer is not required to make such an accommodation.

Question 12

A case involving an employment procedure that intentionally discriminates against a group is known as a:

Accepted Answer

A disparate treatment case involves intentional discrimination against a particular group, while a hostile work environment case refers to a work environment that is hostile or abusive because of an individual's membership in a protected group. A disparate impact case involves a seemingly neutral policy or practice that has a disproportionately negative impact on a protected group. A prima facie case simply refers to the minimum amount of evidence necessary to support a legal claim.

Question 13

A case involving employment procedures that unintentionally discriminate against a group is known as a:

Accepted Answer

A case involving employment procedures that unintentionally discriminate against a group is known as a disparate impact case. Disparate treatment case involves intentional discrimination against an individual or group, while prima facie case refers to demonstrating that there is enough evidence to support the claim of discrimination. BFOQ case arises when a job position requires a specific characteristic or trait, such as gender or age, for it to be performed effectively.

Question 14

Predictive validation differs from concurrent validation in that predictive validation involves:

Accepted Answer

Predictive validation involves collecting data from job applicants prior to their actual job performance, whereas concurrent validation involves collecting data from current employees. Therefore, the correct answer is choice C.

Question 15

Which type of validity describes the extent to which test scores obtained at one time account for variance in criteria obtained at the same time?

Accepted Answer

Concurrent validity refers to the extent to which a test correlates with existing measures of the same construct obtained at the same time. This type of validity is used when the criterion and test are measured simultaneously. Thus, option A is the correct answer.

Question 16

One way an organization can attract a pool of racially diverse applicants is to:

Accepted Answer

Demonstrating that the organization values and encourages diversity sends a clear message to potential applicants that they will be welcomed and appreciated for their unique perspectives and backgrounds. This can attract a pool of racially diverse applicants who may feel more comfortable and motivated to apply knowing that the organization values diversity. Choices A and C may come off as insincere and tokenistic, while choice D is discriminatory and unethical.

Question 17

LaFavre Foundry has hired 50 out of 100 male applicants and 10 out of 20 female applicants. It calculates that the selection of female applicants is 100% the rate of male applicants. Which statements is true?

Accepted Answer

The selection rate for male applicants is 50% (50 out of 100) and for female applicants is 50% (10 out of 20), which means both genders were selected at the same rate, indicating no adverse impact on either gender.

Question 18

In examination of the decision accuracy of a selection battery, the number of applicants who were hired and who are successful performers can be labeled as:

Accepted Answer

Hits accurately identify individuals who were hired and are performing successfully. A hit occurs when the selection battery correctly identifies a qualified candidate. This is the most relevant and desirable outcome in terms of evaluating the decision accuracy of a selection battery.

Question 19

Andersen Food Company has hired 30 out of 60 White applicants, and 10 out of 60 Black applicants. It calculates that the selection of Black applicants is about 33% the rate of White applicants. Which statement is true?

Accepted Answer

The ratio of Black applicants hired to White applicants hired is 10:30, which can be simplified to 1:3. This means that Black applicants are being hired at a rate that is only 33% the rate of White applicants. This indicates adverse impact on Black applicants, as they are not being selected for hire at the same rate as White applicants. Adverse impact is a potential indicator of discrimination, but further investigation is needed to determine if illegal hiring practices are occurring.

Question 20

Hasan is conducting a validity study on a selection battery and has taken a first step by collecting selection data from applicants, but is not using it to choose whom he hires. The type of study Hasan is conducting is referred to as:

Accepted Answer

Hasan is collecting selection data from applicants to use it for predicting future job performance, which is the goal of predictive validation. Hasan is not yet using this data to choose whom he hires, so it is not concurrent validation. Content validation involves evaluating the job-relatedness of the selection measures, which is not what Hasan is doing. Cross-validation involves using data from multiple samples to validate the selection battery, which is not mentioned in the scenario. Therefore, predictive validation is the best choice.

Quiz 7: Selection Decisions and Personnel Law