Question 1

Which of the following is NOT true regarding international assignments?

Accepted Answer

While all the factors listed may be considered when selecting candidates for international assignments, gender is not a relevant factor. It is important to select the best candidate for the job regardless of gender.

Question 2

Connie hires cash register operators for a large grocery chain. She gives basic mathematics tests to applicants six months after they are hired and compares the scores to their performance evaluations. What is Connie doing?

Accepted Answer

Connie is establishing concurrent validity by comparing the scores from the mathematics tests to the performance evaluations of the cash register operators. Concurrent validity involves assessing the test's ability to measure what it is supposed to measure by comparing it to an outcome assessed at the same time.

Question 3

Service International is using an aptitude test in its selection process. It appears that individuals who received high scores on the aptitude test ended up performing very poorly on the job after they were hired. What type of problem does this test seem to have?

Accepted Answer

The aptitude test has a predictive validity problem, as it failed to predict job performance despite being used in the selection process.

Question 4

Why do organizations conduct background checks on potential employees?

Accepted Answer

Background checks are conducted to assess a candidate's past behavior, which is considered a good predictor of their future behavior. This helps organizations ensure that the candidate is a good fit for the organization and that they can be trusted with sensitive information or responsibilities.

Question 5

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called

Accepted Answer

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called validity coefficients. This is because they are used to establish the validity of a test, showing how well it measures what it is supposed to measure. Reliability coefficients refer to the consistency of test scores over time or across different raters, while significant coefficients simply indicate that there is a relationship between two variables. Canonical coefficients are used in multivariate statistical analyses, and empirical coefficients are not a specific term used in this context.

Question 6

A-Frame Manufacturing is using a job knowledge test in its selection process. It appears that the test content omits knowledge about important tasks necessary to effectively perform the job. What type of problem does this test seem to have?

Accepted Answer

A job knowledge test should have content validity, meaning it accurately assesses knowledge necessary for the job. If important knowledge is omitted, the test has a content validity problem. Predictive validity assesses the ability of a test to predict job performance, reliability assesses the consistency of test results, construct validity assesses whether the test measures the construct it is intended to measure, and concurrent validity assesses how well the test correlates with a currently established test. None of these are relevant to the problem described in the question.

Question 7

Studies of realistic job previews show that they

Accepted Answer

Studies have shown that realistic job previews are effective in reducing turnover without lowering acceptance rates. This is because these previews provide candidates with a clear understanding of the job and workplace culture, leading to better fit and reduced dissatisfaction after being hired.

Question 8

The value of the interview in the hiring process has been affirmed for which of these reasons?

Accepted Answer

The value of the interview in the hiring process has been affirmed because of the importance of organizational "fit" in determining how long an employee will stay with the organization.

Question 9

Yu Chen, one of your most valued employees, has decided to leave your organization after 20 years of exceptional service. His decision took you completely by surprise and you have to fill the position quickly. To make sure you do not make a mistake and hire the wrong person, you should do all of the following EXCEPT

Accepted Answer

Conducting a reference check without the applicant's knowledge is unethical and can damage the company's reputation. It is important to gain the candidate's consent before conducting any reference check. Therefore, all the other options should be considered except conducting a reference check without the applicant's knowledge.

Question 10

Jan runs a temporary agency that provides experienced IT professionals. She gives a virus laden IT network to job candidates and an hour to get it running as part of the selection process. She does not hire based on this test, but compares their scores to their job performance evaluations after the first two job assignments. She is using this test for

Accepted Answer

Jan is using this test to predict job performance by comparing the candidates' scores on the network test to their job performance evaluations after the first two job assignments. This is an example of predictive validity, which measures how well a selection tool predicts future performance or outcomes.

Question 11

Correlation coefficients are used to demonstrate the statistical relationships existing between an individual's test score and her/his performance. The correlation coefficients can range in magnitude from

Accepted Answer

Correlation coefficients measure the degree of association between two variables, and can range from -1 (perfect negative correlation) to +1 (perfect positive correlation), with a value of 0 indicating no correlation between the variables. Therefore, C is the correct choice as it includes the correct range of correlation coefficients.

Question 12

Company XYZ is using an aptitude test to measure the applicants' cognitive abilities. The score of the test can vary from 10 to 100. A score of 10 indicates very low cognitive abilities whereas a score of 100 indicates exceptional cognitive abilities. A job candidate, Robert, received a score of 87 when he took the test in April. Robert took the test again (same test) in June. However, the second time his score was only 42. What type of problem may this test have?

Accepted Answer

The problem is most likely a reliability problem, which means that the test does not consistently measure the same construct over time. This is because Robert's score varied drastically from April to June, despite taking the same test. A predictive validity problem would occur if the test did not accurately predict job performance, a content validity problem would occur if the test did not measure the relevant knowledge or abilities, a construct validity problem would occur if the test did not measure the intended construct, and a concurrent validity problem would occur if the test did not correlate with other measures of the same construct taken at the same time.

Question 13

Dan, a recruiter for a technology company in the research triangle, has started doing open-house recruiting for network troubleshooters. Which of the following is evidence of that process?

Accepted Answer

The answer of Dan, a recruiter for a technology company...

Question 14

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers. This job, like most in his organization, requires an employment test. What should he do?

Accepted Answer

By raising the cut score on the employment test, Ian can decrease the number of applicants who score high enough to proceed to the next stage of the selection process. This will result in a smaller pool of applicants and less time and resources spent on evaluating candidates who are not as strong as the organization desires. However, it is important to ensure that the employment test is not unfairly screening out qualified candidates who could be successful in the role. Therefore, Ian should conduct a thorough analysis of the test's validity and ensure that it is being used fairly and consistently.

Question 15

Which of the following is NOT true regarding realistic job previews?

Accepted Answer

This statement is not true as research has found that giving applicants a realistic job preview before offering them the job does not necessarily lower acceptance rates. It may actually increase acceptance rates for individuals who are a better fit for the job and organization.

Question 16

Sancho, a banker, has been trying to find a new loan officer assistant for 6 months. What advice do you, as a human resource professional, have for him about using tests for concurrent or predictive validity? Both are available in the organization.

Accepted Answer

Predictive validity measures how well a test predicts future job performance, which is more appropriate when current employees and applicants may not be similar, as it assesses how potential hires might perform based on their test results. Concurrent validity, comparing current employees' test scores to their job performance, might not be as relevant in this scenario.

Question 17

When using a cut score, a validity coefficient close to one is good. What does that mean?

Accepted Answer

A validity coefficient close to one indicates a strong positive correlation between an individual's test score and his or her job performance, which is good when using a cut score.

Question 18

Who should make the actual hiring decision?

Accepted Answer

The manager in the department where the vacancy exists should make the actual hiring decision as they are best equipped to determine the specific needs and qualifications for the position and ensure that the candidate is a good fit for the department and company culture. The HR manager, recruiter, and compensation and benefits manager may be involved in the hiring process, but the final decision should be made by the department manager. The general manager may also be involved in high-level hiring decisions, but for the specific vacancy, the department manager should have the final say.

Question 19

Josh was not hired for a job as a dump truck driver because he scored below 40 on the emotional intelligence test, even though he scored a perfect 100 on a driving and dumping test. He challenged this in court, contending that this employment test does not have

Accepted Answer

Content validity refers to the extent to which a test measures the knowledge, skills, or abilities that it purports to measure. In this scenario, the emotional intelligence test may not have content validity if emotional intelligence is not a necessary skill for the job of a dump truck driver. This is different from predictive validity, which refers to the extent to which a test accurately predicts job performance, and reliability, which refers to the consistency and stability of test scores over time. Validity analysis refers to the process of evaluating the effectiveness of a test, while contaminant validity refers to the degree to which a test is influenced by extraneous factors.

Question 20

John's conditional job offer has been rescinded by the Grace Hospital. His prior employer referred Grace to the public records of John's criminal drug activity in that city. Is this action legal?

Accepted Answer

Qualified privilege allows employers to share truthful information about employees or former employees without fear of defamation lawsuits, provided the information is shared in good faith and with a proper purpose, such as during a reference check. In this case, Grace Hospital's action is protected under qualified privilege because the information about John's criminal drug activity was obtained through a reference check with a prior employer and pertains to his suitability for employment.

Quiz 7: Selecting Employees