Question 1

In order to establish concurrent validity of selection tests, BluTech has employees take an aptitude test the week after their performance appraisal is completed by their supervisors. The test scores are then compared to the ratings.

Accepted Answer

This statement describes a valid method for establishing concurrent validity. By comparing test scores with existing measures of job performance, we can determine if the test predicts job performance in a way that is consistent with the existing measure.

Question 2

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

Accepted Answer

If a test gives comparable scores when administered to the same individual a few days apart, it indicates high test-retest reliability.

Question 3

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

Accepted Answer

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

Question 4

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

Accepted Answer

The statement claims that fewer people lie on application forms compared to their resumes, implying that there are still some individuals who lie on both forms. However, without additional data, it is impossible to determine the exact proportion or extent of the discrepancy between the two forms.

Question 5

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.05. This level of selectivity indicates that only the most promising applicants are hired.

Accepted Answer

A selection ratio of 0.05 means that only 5% of applicants are hired, indicating a high level of selectivity and a preference for hiring the most promising candidates.

Question 6

A review of BluTech's selection procedures revealed that these procedures have yielded comparable data over a period of time. According to this review, the procedures used by BluTech would be considered valid.

Accepted Answer

The consistency of data over time suggests reliability, not validity. Validity refers to how well a test measures what it is supposed to measure, while reliability refers to the consistency of the test results.

Question 7

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.

Accepted Answer

In many organizations, HR department is responsible for the recruitment and selection process but the final decision to hire a candidate is often taken by the line manager or the department head who will be working with the new employee.

Question 8

In order to determine the validity of its tests, BluTech tests applicants and then obtains criterion data after they have been hired and on the job for some indefinite period. BluTech is validating its tests through concurrent validity.

Accepted Answer

BluTech is actually validating its tests through predictive validity, as they are using the test scores to predict job performance before the criterion data is available. Concurrent validity would involve obtaining criterion data at the same time as the test scores.

Question 9

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

Accepted Answer

The answer of As more steps are generally required when...

Question 10

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

Accepted Answer

Content validity, which assesses how well a test measures the entirety of the concept it's supposed to measure, is generally considered more straightforward compared to other types like construct or criterion validity, which involve more complex statistical analyses and comparisons.

Question 11

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.

Accepted Answer

The statement is true. The selection process steps and sequence may differ according to the organization and the job being filled.

Question 12

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

Accepted Answer

A validity coefficient of 0.00 means that there is no correlation or relationship between the predictor and criterion data.

Question 13

A firm established the concurrent validity of a selection test by obtaining data from current employees. Now, any candidates for the position should be required to score at the same level on that test in order to be hired.

Accepted Answer

While concurrent validity is important in establishing the effectiveness of the selection test, it does not necessarily mean that all future candidates must score at the same level as current employees. Other factors, such as changes in job requirements or the need for a more diverse workforce, may necessitate adjustments to the criteria used for hiring.

Question 14

In order to determine the validity of its tests, BluTech compares the test scores of job applicants against the performance data of existing employees. BluTech is validating its tests through predictive validity.

Accepted Answer

The answer of In order to determine the validity of...

Question 15

Validity refers to the degree to which selection procedure predicts how well a person performs on the job.

Accepted Answer

Validity is the extent to which a selection tool, such as a test, interview or assessment center, measures what it is intended to measure and how well it predicts job performance.

Question 16

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

Accepted Answer

The answer of Asking an accountant applicant to solve accounting...

Question 17

In the course of an interview, the interviewer asked the candidate the origin of his name, whether he was married, and what year he graduated high school. These are all inappropriate questions.

Accepted Answer

These questions are all considered inappropriate as they involve personal information that is not directly relevant to the job being applied for and may even be discriminatory.

Question 18

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

Accepted Answer

This statement is true. The overall validity of a selection procedure is a measure of how well the procedure predicts job performance. If the validity is high, it means that the procedure is able to accurately identify individuals who are more likely to be better performers on the job. Therefore, the higher the validity, the greater the chances of hiring individuals who will perform better.

Question 19

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

Accepted Answer

Content validity measures the extent to which a selection instrument, such as a test or interview, is representative of the actual job tasks and responsibilities. The closer the content of the selection instrument is to actual work samples or behaviors, the greater its content validity.

Question 20

Reliability refers to the extent to which two methods yield similar results or are consistent with one another.

Accepted Answer

Reliability refers to the consistency or repeatability of results across different methods or tools. Therefore, if two methods yield similar or consistent results, then they are considered to be reliable.

Quiz 6: Employee Selection