Question 1

An average applicant is rated highly immediately after a less desirable applicant.This is an example of which of the following?

Accepted Answer

This is an example of the contrast effect, where the perception of the second applicant is enhanced because they are directly compared to a less desirable applicant, making the average applicant appear more favorable in contrast.

Question 2

Assessment centers use to evaluate 6-12 candidates at a time.

Accepted Answer

In-basket tests are a common tool used in assessment centers to evaluate the capabilities of candidates. These tests simulate job-related tasks and challenges, allowing assessors to observe how candidates prioritize and handle work under pressure, reflecting their potential job performance.

Question 3

References and letters of recommendation _.

Accepted Answer

The answer of References and letters of recommendation _.
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Question 4

A is a type of interview popularized by Microsoft in the 1990s that is used to determine an applicant's critical thinking, creativity and ability to reason under pressure.

Accepted Answer

Puzzle interviews were popularized by Microsoft in the 1990s to assess candidates' problem-solving skills, creativity, and ability to think under pressure through challenging questions or puzzles.

Question 5

The recruiter went to Harvard and tends to rate Ivy League school applicants slightly higher than other applicants.This is an example of which of the following?

Accepted Answer

The halo effect occurs when an individual's overall impression of a person, company, brand, or product influences their feelings and thoughts about that entity's character or properties. In this case, the recruiter's positive impression of Ivy League schools influences their rating of applicants from those schools.

Question 6

A meta-analysis by Arthur, Day, McNelly and Edens (2003) identified all of the following dimensions as accounting for the predictive validity of assessment centers except the candidate's ability to:

Accepted Answer

The answer of A meta-analysis by Arthur, Day, McNelly and...

Question 7

Assessment centers were developed by .

Accepted Answer

Assessment centers were originally developed by the German army during World War II to select officers.

Question 8

Which selection technique involves a simulated job situation in which candidates deal with actual problems?

Accepted Answer

Assessment centers involve a simulated job situation where candidates are assessed on their performance in scenarios that mimic actual job challenges. This technique is used to evaluate how candidates might perform in real-life work settings.

Question 9

Provided with prior favorable information on an applicant, the recruiter is _.

Accepted Answer

When a recruiter has prior favorable information on an applicant, they are predisposed to view the candidate more positively, which can lead to higher ratings in the interview process due to the halo effect.

Question 10

One criticism of the assessment center as a selection technique is .

Accepted Answer

Assessment centers often involve group exercises and simulations where active and forceful participants can stand out more, potentially skewing the evaluation in their favor. This can be seen as a criticism because it may not accurately reflect all the necessary skills and attributes for the position, especially if the role requires a balance of assertiveness and collaboration.

Question 11

Assessment center techniques include which of the following?

Accepted Answer

The in-basket technique and leaderless group discussion are both common assessment center techniques used to evaluate a candidate's suitability for leadership roles, decision-making capabilities, and ability to work in a team.

Question 12

is the tendency to judge all aspects of a person's behavior or character on the basis of a single attribute.

Accepted Answer

The halo effect is the cognitive bias that causes one's impression of a person in one area to influence one's opinions and feelings in other areas. It is the tendency to let an overall impression shape specific judgments.

Quiz 3: Employee Selection Principles and Techniques