Deck 6: Employee Selection

Question 1

Concurrent validity is determined by comparing the applicant's test scores with the supervisor's performance ratings.

Answer 1

True

Question 2

According to the job board CareerBuilder,fewer people lie on application forms relative to their resumes.

Answer 2

True

Question 3

Content validity is the most complicated type of validity to assess.

Answer 3

False

Question 4

The number of steps in the selection process and their sequence will vary,not only with the organization,but also with the type and level of jobs to be filled.

Question 5

Reliability refers to the extent to which two methods yield similar results but are not consistent with one another.

Question 6

Validity refers to what a selection procedure measures and how well it measures it.

Question 7

Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.

Question 8

Reliability refers to what a test or other selection procedure measures and how well it measures it.

Question 9

Correlation (validity)coefficients range from 0.00 to 1.00.

Question 10

While the overall selection process is the responsibility of the HR department,line managers often make the final decision about hiring personnel into their unit.

Question 11

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.

Question 12

If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.

Question 13

The closer the content of the selection instrument is to actual work samples or behaviors,the greater its content validity.

Question 14

The higher the overall validity of a selection procedure is,the greater the chances are of hiring individuals who will be the better performers.

Question 15

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Question 16

A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.

Question 17

As more steps are generally required when filling positions externally,companies often try to hire within and advertise externally only as a last resort.

Question 18

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

Question 19

A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.

Question 20

Interviewers should steer clear of issues such as age,race,marital status,and sexual orientation.

Question 21

"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.

Question 22

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Question 23

To protect themselves from hiring potentially bad employees,organizations are encouraged to ask job applicants about past arrests on biographical information blanks.

Question 24

Structured interviews are less likely than nondirective interviews to be attacked in court.

Question 25

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

Question 26

On application forms,questions about arrests are not permissible.

Question 27

Firms that operate in more than one state can easily develop one form to use in all locations.

Question 28

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Question 29

A behavioral description interview focuses on hypothetical situations.

Question 30

Legally,medical examinations can be administered to an applicant before he or she has been made a conditional employment offer.

Question 31

Federal courts have significantly expanded the areas of questioning permitted during an interview.

Question 32

Sequential interviews are very common.

Question 33

In highly structured interviews,the interviewer determines the course that the interview will follow as each question is asked.

Question 34

Because of legislation prohibiting their use except in special occupations,use of lie detectors in private firms is extremely low.

Question 35

Most interviews take place in person.

Question 36

The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use.

Question 37

Most large companies accept applications online.

Question 38

​A key advantage of accepting applications online is that companies can recruit candidates and fill their job openings much faster.

Question 39

It is inappropriate for an interviewer to ask men if they are married or have children.

Question 40

In most instances,employers can legally use polygraph tests to screen applicants.

Question 41

Physical ability tests tend to predict performance,accidents,and injuries.

Question 42

If a work sample test includes major job functions and predicts job success,it has construct validity.

Question 43

Extroversion refers to the degree to which someone is insightful,creative,artistic,and curious.

Question 44

A pre-employment test is a subjective measure of behavior.

Question 45

Employment interviews can serve as a public relations tool for employers.

Question 46

​Based on the Privacy Act of 1974,individuals have a legal right to examine reference documentation about them.

Question 47

If a work sample test includes major job functions and predicts job success,it has content validity.

Question 48

Because of the physical differences between the genders,physical ability tests should be carefully validated on the basis of the essential functions of the job.

Question 49

HRM specialists have found that panel interviews lead to higher reliability and shorter decision-making period than one-to-one interviews.

Question 50

Openness to experience refers to the degree to which someone is insightful,creative,artistic,and curious.

Question 51

"Tell me more about your experiences on your last job" is an example of a nondirective interview question.

Question 52

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

Question 53

Data obtained from nondirective interviews are difficult to validate.

Question 54

Behavioral description interviews are based on hypothetical situations.

Question 55

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Question 56

Personality tests measure such things as agreeableness,extroversion,and openness to experience.

Question 57

Conscientiousness refers to the degree to which someone is trusting,amiable,cooperative,and flexible.

Question 58

A situational interview asks the applicant what they actually did in a given situation.

Question 59

Behavioral description interviews appear to be more effective than situational interviews,especially for higher-level positions.

Question 60

Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively.

Question 61

The interview remains a mainstay of selection because of all of the following,EXCEPT:

A)it absolves the organization of legal liability.
B)it is practical.
C)it serves public relations purposes.
D)interviewers maintain confidence in their judgments.

Question 62

Video interviews have the advantages of speed and cost effectiveness.

Question 63

Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions.

Question 64

The clinical approach to selection eliminates personal biases and stereotypes.

Question 65

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

Question 66

The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.

Question 67

The difference between the situational interview and the behavioral description interview is that:

A)there is no difference, the terms are synonymous.
B)the situational interview is for technical positions, while the behavioral description interview applies to upper-level management positions.
C)the situational interview is hypothetical, while the behavioral description interview is based upon actual experience.
D)the behavioral description interview is hypothetical, while the situational interview is based upon actual experience.

Question 68

In the clinical approach to selection,different evaluators assign different weights to an applicant's strengths and weaknesses.

Question 69

If two or more methods yield consistent results,the selection procedure can be described as:

A)having predictive validity.
B)being reliable.
C)being redundant.
D)having content validity.

Question 70

Police,firefighting,and teaching areas appear to be more prone to discrimination litigation.

Question 71

A selection model is compensatory if it requires applicants to achieve some minimum level of proficiency on all selection dimensions.

Question 72

The type of information obtained from an applicant should be based on:

A)job specifications.
B)the biographical data set.
C)manning tables.
D)the HR manager's preferences.

Question 73

Regardless of the selection methods used,it is essential that the selection procedure be:

A)lengthy and thorough.
B)quick and efficient.
C)reliable and valid.
D)a positive experience for applicants.

Question 74

During the selection procedure,an applicant may be rejected:

A)after the preliminary interview.
B)after completing the application blank.
C)after selection test results are received.
D)at any step in the procedure.

Question 75

It is much easier to measure what individuals can do than what they will do.

Question 76

Which of the following should NOT be asked on an application form?

A)Application date
B)References
C)National origin
D)Criminal convictions

Question 77

The multiple hurdle model is a sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages.

Question 78

The statistical approach to decision making is less objective than the clinical approach.

Question 79

The degree to which selection procedures yield comparable data over a period of time is known as:

A)consistency.
B)reliability.
C)validity.
D)conformity.

Question 80

What is usually the first step in the selection process?

A)Reference check
B)Submission of resume
C)Interviews
D)Background checks