Question 1

BluTech uses a sequential selection strategy in which the applicants take a series of tests. Only the applicants with the highest scores on a test go on to the next stage. BluTech uses a multiple hurdle selection decision model.

Accepted Answer

The sequential selection strategy and the use of high scores to move on to the next stage reflect the use of a multiple hurdle selection decision model.

Question 2

What is usually the first step in the selection process?

Accepted Answer

Normally, the first step in the selection process is the submission of a resume, application, or cover letter by the candidate. This initial screening aims to evaluate whether the applicant meets the basic or essential requirements of the job, such as education, experience, skills, and availability. Only those who meet the minimum qualifications move further in the selection process.

Question 3

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

Accepted Answer

The interview does not absolve organizations of legal liability. In fact, interviews can introduce legal risks if not conducted properly, such as asking inappropriate questions or making discriminatory hiring decisions. The other options are valid reasons why interviews remain a common selection tool.

Question 4

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

Accepted Answer

The type of information obtained from an applicant should be based on job specifications, which outline the necessary qualifications and skills required for the position. Manning tables are used to determine employee needs for a job or department, but do not dictate the type of information to gather from applicants. The HR manager's preferences should not be the sole determining factor in the type of information obtained from applicants, as this could lead to bias or unfair treatment. Biographical data sets can be a useful tool for gathering background information on applicants, but should not be the sole focus of the hiring process.

Question 5

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

Accepted Answer

The situational interview involves hypothetical scenarios and asks the interviewee how they would handle the situation, while the behavioral description interview asks for examples of past behavior in certain situations. Therefore, the situational interview is hypothetical, while the behavioral description interview is based on actual experience.

Question 6

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.

Accepted Answer

In a compensatory model, a high score on one selection test can compensate for a low score on another test, allowing the candidate to still be considered for the position.

Question 7

The clinical approach to selection eliminates personal biases and stereotypes.

Accepted Answer

The clinical approach to selection, which relies on subjective judgment and intuition, can actually be influenced by personal biases and stereotypes, potentially affecting the fairness and accuracy of the selection process.

Question 8

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

Accepted Answer

The selection procedure must be reliable and valid to ensure that the candidate is the best fit for the job. Lengthy and thorough or quick and efficient selection methods are not necessarily indicative of a successful selection process. Additionally, while it's important to have a positive experience for applicants, it's not the most important factor in the success of the selection procedure.

Question 9

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

Accepted Answer

This statement is true. The Federal Child Care and Development Block Grant Act requires states to conduct comprehensive background checks on child care providers and specifically prohibits convicted felons from engaging in certain financial and security-oriented transactions related to child care.

Question 10

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

Accepted Answer

The selection ratio is calculated by dividing the number of positions to be filled by the total number of applicants. It is expressed as a ratio or percentage. Therefore, the statement is true.

Question 11

Video interviews have the advantages of convenience and cost effectiveness.

Accepted Answer

Video interviews are convenient as it allows remote interviewing and saves travel costs. It is also cost-effective as it eliminates the need for arranging physical spaces and facilities for interviewing.

Question 12

BluTech requires applicants to achieve some minimum level of proficiency on all selection dimensions in order to be hired. BluTech uses a compensatory selection model.

Accepted Answer

In a compensatory selection model, candidates can make up for weaknesses in one dimension with strengths in other dimensions, but BluTech requires a minimum level of proficiency on all selection dimensions, indicating a non-compensatory selection model.

Question 13

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

Accepted Answer

Measuring an individual's abilities and skills can be quantified through tests and assessments. However, predicting their future actions and decisions is much harder as it is influenced by various factors such as personal beliefs, external circumstances and motivations.

Question 14

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

Accepted Answer

National origin should not be asked on an application form as it is discriminatory and irrelevant to the job. All other options (A, B, and D) are appropriate to include on an application form.

Question 15

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

Accepted Answer

This is true because evaluators may have different opinions about which qualities are most important for success in the role being filled and may therefore assign different weights to an applicant's various strengths and weaknesses.

Question 16

Job candidates at BluTech must take an aptitude test. After six months on the job, their supervisors rate their performance. The actual job performance ratings are compared with the pre-employment test scores to determine the predictive validity of the tests.

Accepted Answer

This scenario describes a method for determining the predictive validity of an aptitude test by comparing pre-employment test scores with actual job performance ratings after a certain amount of time on the job.

Question 17

The degree to which selection procedures yield consistent data when repeated is known as

Accepted Answer

Reliability refers to the consistency of results obtained from a selection procedure when repeated under similar conditions. Validity refers to whether a selection procedure actually measures what it claims to measure. Consistency and conformity are not terms typically used in the context of selection procedures.

Question 18

BluTech uses both interviews and a battery of tests when screening job candidates. If the results of the tests and the interviews both indicate that a candidate should be hired or rejected, the selection procedure can be described as

Accepted Answer

The answer of BluTech uses both interviews and a battery...

Question 19

During the selection procedure, an applicant may be rejected

Accepted Answer

An applicant may be rejected at any step in the selection procedure, depending on their performance or qualifications. The rejection can occur after the preliminary interview, completing the application blank, selection test results, or any other step in the selection process.

Question 20

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

Accepted Answer

The statistical approach to decision making is actually more objective than the clinical approach because it is based on numerical data and analysis rather than subjective judgments or personal opinions.

Quiz 6: Employee Selection