Deck 6: Foundations of Selection

Question 1

MATCHING KEY TERMS AND DEFINITIONS

-The proven relationship of a selection device to relevant criterion.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Answer 1

Validity

Question 2

The key element in a realistic job preview is providing negative as well as positive information.

Answer 2

True

Question 3

The last step of the selection process is the conditional job offer.

Answer 3

False

Question 4

The degree to which a test measures a particular trait related to successful performance on the job refer to content validity.

Question 5

Unfortunately, former employer of a job applicant is prohibited by law from ever talking to the new employer about the applicant.

Question 6

MATCHING KEY TERMS AND DEFINITIONS

-Company-specific employment document completed by job applicants used to generate specific information the company wants.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 7

Ban-the-box laws prevent application forms from being too difficult to complete online.

Question 8

The most effective technique to excel in an interview for a candidate is to arrive at the interview site a few minutes early and for the first time look through any company literature lying about to get an idea of what the company does.

Question 9

MATCHING KEY TERMS AND DEFINITIONS

-A selection device requiring the job applicant to actually perform a small segment of the job.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 10

It is not necessary, when rejecting a job candidate, to worry about how the rejection is worded, as it will have minimal, if any, impact on the organization.

Question 11

Work sampling includes a series of exercises used for selection, development, and performance appraisal.

Question 12

The eight step selection process typically begins with the completion of the application form.

Question 13

Validity refers to a selection device's consistency of measurement.

Question 14

Validation coefficients demonstrate the statistical relationships existing between an individual's test score and his or her job performance.

Question 15

MATCHING KEY TERMS AND DEFINITIONS

-A special type of application form that uses relevant applicant information to determine the likelihood of job success.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 16

Background investigations are performed, in part, to protect employers from negligent hiring liability.

Question 17

A comprehensive interview is used to assess a candidate's motivation, values, ability to work under pressure, and ability to fit in with the organizational culture.

Question 18

The initial screening is a three-step procedure: (1)screening inquiries, (2)screening interviews, and (3)checking references.

Question 19

Assessment centers are a type of performance simulation tests.

Question 20

MATCHING KEY TERMS AND DEFINITIONS

-A selection device in which job candidates are observed, not only for what they say, but how they fit the identified dimensions or competencies of the position.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 21

MATCHING KEY TERMS AND DEFINITIONS

-An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 22

MATCHING KEY TERMS AND DEFINITIONS

-Validating tests by using prospective applicants as the study group.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 23

_________ occurs when an employer has failed to properly investigate an employee's background and that employee is later involved in wrongful conduct.

Question 24

MATCHING KEY TERMS AND DEFINITIONS

-Refers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 25

MATCHING KEY TERMS AND DEFINITIONS

-A selection device's consistency of measurement.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 26

________, the ability to portray an image that will produce a favorable outcome, is a significant source of inaccuracy in interviews.

Question 27

In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

Question 28

MATCHING KEY TERMS AND DEFINITIONS

-Validating tests by using current employees as the study group.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 29

MATCHING KEY TERMS AND DEFINITIONS

-A scoring point below which applicants are rejected.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 30

MATCHING KEY TERMS AND DEFINITIONS

-The degree to which a particular selection device accurately predicts the important elements of work behavior.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 31

The ________ is a two-step procedure: (1)screening inquiries, and (2)screening interviews.

Question 32

Once the initial screening is completed, applicants are asked to complete the company's __________.

Question 33

A ________is a tentative job offer that results in employment if certain conditions are met.

A)Performance simulation test

Question 34

MATCHING KEY TERMS AND DEFINITIONS

-The process of verifying information that is provided by job candidates.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 35

You should not offer an official job interview during the _________.

Question 36

A _______ is a scoring point below which applicants are rejected.

Question 37

MATCHING KEY TERMS AND DEFINITIONS

-The ability for companies to speak candidly to one another about employees.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 38

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

Question 39

The ________ is a selection device that allows job applicants to learn negative as well as positive information about the job and organization.

Question 40

MATCHING KEY TERMS AND DEFINITIONS

-Work sampling and assessment centers evaluate abilities of applicants in actual job activities.

A)Performance simulation test
B)Weighted application forms
C)Application
D)Reliability
E)Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 41

What is the next step to follow a conditional job offer?

A)Orientation and training.
B)Reference checks.
C)Realistic job preview.
D)Medical/physical examination.
E)Criminal record check.

Question 42

Which in true of online interviews?

A)Growth is slow due to unreliable technology.
B)Scheduling online interviews is more difficult.
C)Software that support real-time, one-on-one interviews is available.
D)It is used primarily by smaller companies with smaller recruiting budgets.
E)Consistent comparisons between applicants is more difficult.

Question 43

Why are performance simulation tests used more often today instead of written tests in the selection process?

A)Employment tests are more expensive than performance simulation tests.
B)It is easier to train an interviewer to administrate a performance simulation test than an employment test.
C)Performance simulation tests more easily meet the criteria of job-relatedness because they evaluate actual job behaviors.
D)Employment tests are conducted after hiring decisions are made, not during the selection process.
E)Literacy rates are 15% lower than they were a decade ago.

Question 44

Jermaine has successfully completed the initial screening phase of the selection process.What is his next step?

A)Screening inquiries
B)Screening interviews
C)Background check
D)Complete the application form
E)Screening personality test

Question 45

Tosi is interviewing for a managerial job with a global manufacturer.He has been screened and has completed the application form.Now he is in a group with 4 other candidates, making a stick model of a new product.Later today he is scheduled for a personality test.These activities identify which stage of the selection process?
A)No stage.They are just waiting

A)Work sampling
B)Comprehensive interview
C)Assessment center
D)Physical characteristic evaluation

Question 46

Anthony, vice-president of human resources, wants to decrease turnover for counter workers at a fast food chain.He examined work application forms over the last five years and discovered the following information: 50% of employees who stayed less than 90 days had no prior work experience; 50% of employees who stayed longer than 1 year held more than 2 previous jobs; 80% of employees who stayed less than 90 days held less than a high school degree; 80% of employees who stayed more than a year held a high school degree; 40% of employees who indicated only weekend work schedules left within 90 days; 45% of workers who indicated no weekend work schedules left within 90 days.What should he do?

A)Raise work experience requirements for the job.
B)Lower work experience requirements for the job.
C)Weight prior job experience more heavily than educational level.
D)Weight educational level more heavily than prior job experience.
E)Do not require weekend work schedules.

Question 47

All of the following are performed during the initial screening and help minimize selection costs EXCEPT

A)Discussing details of the job description.
B)Revealing low salary range data.
C)Describing benefits, especially medical care.
D)Holding telephone call interviews.
E)All of the above.

Question 48

Daniel is an experienced interviewer for a large service organization.He has just asked a job candidate what she would do in this scenario: "You show up for a routine meeting.The client greets you, angry, yelling, and waving a piece of paper in your face that he asserts contains a billing error.How do you handle the situation?" What is Daniel doing?

A)Screening review
B)Panel interview
C)Serial interview
D)Behavioral interview
E)Stress interview

Question 49

Which of these questions can be safely asked in an interview?

A)Are you legally eligible for employment in the U.S.?
B)How long ago did you graduate from college?
C)Can your spouse watch your children if you need to work evenings?
D)Which church or community organizations do you belong to?
E)How much sick leave did you take at your last job?

Question 50

What is the main advantage of work sampling over traditional testing methods?

A)Compared to traditional testing, work sampling is applicable to all levels of the organization.
B)It is easier to develop good work samples.
C)Work sampling tends to be a better predictor of short-term performance.
D)Work sampling is easier to use for managerial positions.
E)None of the above.

Question 51

All of the following would be likely to cause the HR person to remove an applicant from the pool during the initial screening of the selection process EXCEPT

A)Lack of experience.
B)Performance test data.
C)Many brief jobs.
D)Gaps in the applicant's job history.
E)Seminars and courses, instead of appropriate education.

Question 52

What advice does your text give to organizations that want to use employment testing in the global arena?

A)Employment testing is illegal in Asia.
B)Practices must be adapted to cultures in which the organization operates.
C)Practices must be approved by the United Nations.
D)Home country nationals are required to pass local tests.
E)Graphology is illegal in all countries.

Question 53

The selection process may include all of the following steps EXCEPT

A) background investigation.
B) screening interview.
C) application form.
D) employment tests.
E) a history evaluation of hobbies.

Question 54

Helaine, a recruiter at Company ABC, is in the process of hiring an office manager.An important success factor for this position is the ability to "fit in" with the firm's culture.Helaine is planning to use an interview to evaluate the extent to which job applicants are likely to fit in at Company ABC.What selection device should Helaine choose?

A)An assessment center.
B)A stress interview.
C)An integrity test.
D)A comprehensive interview.
E)A work sample test.

Question 55

MATCHING KEY TERMS AND DEFINITIONS

-The selection process typically consists of:

A)10 steps
B)8 steps
C)6 steps
D)4 steps
E)3 steps

Question 56

Ahmad, a veteran retail manager, applied for a position as a supervisor at a newly opened outlet store after the electronics store chain he worked for closed.He was told he did not get the job because he did not have a high school diploma.Although that was not stated as a job requirement for assistant manager positions, he learned that the application form he completed was the same one used for Assistant and General Managers.That form is legally weighted to consider education level.He can use which of the following as a basis for legal challenge?

A)None of these items should be weighted more heavily than any of the others.
B)Application items were not validated for the manager positions.
C)Prior job experience should be weighted more heavily than educational background.
D)Educational background should be weighted more heavily than prior job experience.
E)Application forms cannot be used in this way.

Question 57

Application forms typically include all of the following EXCEPT

A)A statement giving the employer the right to dismiss an employee for falsifying information.
B)A statement that employment is not guaranteed.
C)Permission for the employer to obtain previous work history.
D)Name, address, and telephone number.
E)Marital status.

Question 58

XYZ Corporation is a U.S.company with operations in 25 countries.The company is in the process of hiring a British general manager for one of its manufacturing facilities in Northern England.Which of the following tests should XYZ Corporation use to select the British general manager?

A)A polygraph test
B)A psychological profile test
C)An integrity test
D)A graphology test
E)None of the above

Question 59

MATCHING KEY TERMS AND DEFINITIONS

-Which of the following is a legally appropriate question to ask on the application form?

A)What is your name?
B)What is your height?
C)How old are you?
D)Does your faith keep you from working on Saturday?
E)What is your national origin?

Question 60

The Uniform Guidelines on Employee Selection Procedures does NOT require employment testing to:

A)Accurately predict the candidate's performance on the job.
B)Provide adverse impact.
C)Result in both reliable and valid results.
D)Represent job situations.
E)Demonstrate content and construct reliability.

Question 61

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

A)predictive validity.
B)constraint validity.
C)content validity.
D)reliability.
E)discriminant analysis.

Question 62

Why do organizations conduct background checks on potential employees?

A)To identify good work team opportunities.
B)To comply with ADA regulations for reasonable accommodation.
C)The FLSA requires credit history on all hourly workers
D)Past behavior is a good predictor of future behavior.
E)Most internal investigators have been reassigned from line responsibilities.

Question 63

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?

A)Stop using the employment test.
B)Lower the cut score on the employment test.
C)Raise the cut score on the employment test.
D)Increase the concurrent validity of the employment test.
E)Increase the reliability of the employment test.

Question 64

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?

A)Yes, under bona fide occupational qualification.
B)Yes, under qualified privilege.
C)Yes, under reasonable accommodation.
D)No, under reasonable accommodation.
E)No, under qualified privilege.

Question 65

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

A)There is a strong positive correlation between an individual's test score and his or her job performance.
B)The meta-analysis has reduced discrepancies in all of the testing criteria results.
C)The measure has uniformity.
D)There is a strong relationship between the applicants this year and applicants from a year ago.
E)One recruiter can analyze up to 1000 applicant scores a day.This number is the same as the z-score.

Question 66

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?

A)Establishing predictive validity.
B)Confirming reliability.
C)Monitoring reliable validity.
D)Establishing concurrent validity.
E)Evaluating concept inferences.

Question 67

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?

A)A predictive validity problem
B)A reliability problem
C)A content validity problem
D)A construct validity problem
E)A concurrent validity problem

Question 68

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

A)Realistic job previews provide applicants with favorable and unfavorable information about the job and organization.
B)Realistic job previews help increase job survival among new employees.
C)Giving the applicants a realistic job preview before offering them the job lowers acceptance rates.
D)Giving the applicants a realistic job preview before offering them the job reduces turnover without lowering acceptance rates.
E)Applicants who receive a realistic job preview tend to have more realistic expectations about the job.

Question 69

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?

A)A predictive validity problem
B)A reliability problem
C)A content validity problem
D)A construct validity problem
E)A concurrent validity problem

Question 70

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?

A)A predictive validity problem
B)A reliability problem
C)A content validity problem
D)A construct validity problem
E)A concurrent validity problem

Question 71

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

A)Check social media profiles of all candidates prior to the interview to assure cultural fit.
B)Don't rush the process.Hire a temporary worker during the transition if necessary.
C)Update the list of job requirements, duties, and responsibilities so that you and the job candidate will understand the expectations of the position.
D)Prepare a realistic job preview.
E)During a job interview, ask appropriate questions, such as the long and short-term goals of the applicant.

Question 72

When applicants dress up, use good manners and try to win over the interviewer, they are using:

A)Interviewer bias.
B)Realistic job previews.
C)Impression management.
D)Perception mismanagement.
E)Organizational fit.

Question 73

Who should make the actual hiring decision?

A)The HR manager
B)The general manager
C)The recruiter
D)The manager in the department where the vacancy exists
E)The compensation and benefits manager

Question 74

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.

A)Current employees and applicants are very similar.Use the least expensive measure.
B)There may be little similarity between current employees and applicants.Use the concurrent measures.
C)There may be little similarity between current applicants and past applicants.Use predictive measures.
D)There may be little similarity between current applicants and past applicants.Use concurrent measures.
E)There may be little similarity between current employees and applicants.Use the predictive measures.

Question 75

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

A)predictive validity.
B)reliability.
C)content validity.
D)validity analysis.
E)contaminant validity.

Question 76

Studies of realistic job previews show that they

A)increase turnover and increase acceptance rates.
B)reduce turnover and reduce acceptance rates.
C)challenge even the best HR professionals to explain the discrepancies.
D)reduce turnover without lowering acceptance rates.
E)reduce participation rates among majority applicants.

Question 77

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

A)reliability coefficients.
B)significant coefficients.
C)validity coefficients.
D)canonical coefficients.
E)empirical coefficients.

Question 78

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

A)zero to +1.
B)zero to -1.
C)- 1 to +1.
D)-100 to +100.
E)-2 to +2.

Question 79

Which is not required to establish predictive validity:

A)All prospective applicants take the test and scores are kept.
B)Applicants who were hired were evaluated by supervisors.
C)Applicants who were not hired are re-tested.
D)Scores of hired applicants are compared to supervisor evaluations.
E)Supervisor ratings are compared to test scores.

Question 80

Which of the following is NOT true regarding international assignments?

A)They require greater attention to personality factors.
B)They require greater talent for relating to all types of people.
C)They require greater attention sensitivity to different management styles.
D)They require greater attention to the applicant's gender.
E)They require greater attention to supportive family.