Question 1

Answering the question, "Does this predictor measure what it's supposed to measure?"is an assessment of

Accepted Answer

The question explicitly asks about whether the predictor measures what it is supposed to measure, which is an assessment of validity. Therefore, the best choice is B - validity. The other options are not as relevant to the question being asked.

Question 2

A selection ratio is

Accepted Answer

The selection ratio is the ratio of the total number of applicants hired to the total number of applicants.

Question 3

Sandeep Gill is the manager of a busy local branch of a provincial credit union, Envirobank.The branch recently had to hire 5 new tellers to meet the rise in demand for branch services.The branch relied mainly on candidate interviews as a selection tool.Although Sandeep thought he had planned the candidate interviewing process well and had designed effective questions for assessing the candidates, the 3 candidates who were rated the highest in the interview did not meet basic performance expectations following their hire.The primary problem with the selection tool chosen and designed by Sandeep is one of

Accepted Answer

Validity refers to the extent to which a selection tool or assessment is actually measuring what it is intended to measure. In this case, the fact that the candidates who performed well in the interview did not perform well in their actual job suggests that the interview questions designed to assess their skills and qualifications may not have been effective or relevant enough. Therefore, there is a problem with the validity of the selection tool chosen and designed by Sandeep.

Question 4

Which of the following statements is true?

Accepted Answer

The organization's strategic plan can have a significant impact on selection decisions, such as the type of skills and characteristics needed to achieve the strategic goals. Therefore, selection decisions must align with the organization's strategic plan. Option A is incorrect because the final selection decision is usually made by the hiring manager or department head, not the HR department staff members. Option B is incorrect because selection instruments and screening devices vary depending on the job requirements and the organization's preference. Option C is incorrect because the cost-effective selection strategy should balance the need for effective selection with the available resources of the organization. Option E is incorrect because selection processes can have implications for achieving employment equity goals.

Question 5

Suggested guidelines to avoid negative legal consequences include all of the following except

Accepted Answer

All of the guidelines mentioned (adequately assessing ability, keeping records, rejecting false statements, checking references) are important steps to avoid negative legal consequences when selecting employees. There is no exception listed in the question stem.

Question 6

Each of the following is a potential source of unreliability except

Accepted Answer

The question states that there are no exceptions listed, therefore none of the options are potential sources of unreliability.

Question 7

Renu is the human resources professional at a telecommunications company who is tasked with ensuring that the firm's selection process adheres to the firm's employment equity plan mandated by legislation.Which of the following must she ensure?

Accepted Answer

The answer of Renu is the human resources professional at...

Question 8

The multiple hurdle strategy is an approach to selection involving

Accepted Answer

The multiple hurdle strategy involves a series of successive steps or hurdles that applicants must pass before advancing to the next stage of selection. Each hurdle may involve different methods of assessment, such as interviews, tests, or background checks. The goal is to gradually narrow down the pool of applicants and select the best candidates based on their qualifications and job-related competencies.

Question 9

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of

Accepted Answer

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is a measure of the reliability of the test. Reliability is the extent to which a test yields consistent and stable results over time and across different administrations. Therefore, option A is the correct choice. Option B, construct validity, refers to the degree to which a test measures the underlying construct it is intended to measure. Option C, criterion-related reliability, is a type of reliability that measures the extent to which test scores are related to some criterion of interest. Option D, content validity, refers to the degree to which a test assesses the relevant content or subject matter it is supposed to measure. Option E, validity, refers to the extent to which a test measures what it is intended to measure. While validity and reliability are related concepts, they are not interchangeable.

Question 10

Girish is the owner of a software development firm with 60 employees.He wishes to implement a formal testing program which measures work-related traits and behaviours.Which of the following do you recommend he implement?

Accepted Answer

The Predictive Index is a computerized testing program that measures work-related traits and behaviours. It is designed to help employers identify candidates who are a good fit for their company culture and who have the potential to be successful in their roles.

Question 11

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

Accepted Answer

Criterion-related validity is the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour, making it the best choice. Reliability refers to the consistency and stability of the selection tool over time, while predictive validity specifically refers to the ability of the selection tool to predict future job performance. Differential validity refers to the extent to which a selection tool has different levels of validity for different groups of individuals, and content validity refers to the extent to which a selection tool measures the important job-related tasks and behaviours.

Question 12

A selection ratio of 1:3 generally means that

Accepted Answer

The answer of A selection ratio of 1:3 generally means...

Question 13

Employers are increasingly being held liable for damages stemming from their

Accepted Answer

The answer of Employers are increasingly being held liable for...

Question 14

Differential validity is

Accepted Answer

The answer of Differential validity is
...

Question 15

Which of the following is true of the interview question, "How would you handle an angry customer?"

Accepted Answer

The answer of Which of the following is true of...

Question 16

Strategic selection is important because of

Accepted Answer

Strategic selection is important because it involves costs, impacts performance, and has legal implications. It is important to consider all of these factors when selecting employees for a job to ensure the chosen candidate is the best fit for the position and the company. Ethical considerations and employment equity plans are also important, but not as critical as the costs and legal implications. Similarly, budget requirements are important, but they are only one of many factors to consider in the selection process.

Question 17

Which of the following are considered to be "hidden"costs of a poor selection process?

Accepted Answer

The answer of Which of the following are considered to...

Question 18

Selection is a strategic activity in that the ideal individual will possess the

Accepted Answer

The answer of Selection is a strategic activity in that...

Question 19

Which of the following is true of preliminary applicant screening?

Accepted Answer

The use of technology, such as applicant tracking systems and AI, is becoming increasingly popular in preliminary applicant screening to efficiently filter and manage large volumes of applications.

Question 20

Yung is the manager of human resources at a credit union.Following an incident where a former employee was convicted for theft of customer account information, she has become increasingly concerned about negligent hiring lawsuits.Which of the following steps would be the most helpful in addressing her concern?

Accepted Answer

In order to address the concern of negligent hiring lawsuits, Yung should carefully scrutinize application forms and check references. This will help to ensure that the credit union is hiring employees who are trustworthy and have not engaged in activities that would make them high risks for theft or fraud. Additionally, obtaining consent to check references is important as it ensures that the credit union is legally allowed to do so. While ensuring selection criteria are based on job descriptions and job specifications, and adequately assessing the applicant's ability to meet performance standards are important steps in the hiring process, they do not specifically address concerns around negligent hiring lawsuits.

Quiz 7: Selection