Question 1

Validity is a technical term for effectiveness.

Accepted Answer

Validity refers to the appropriateness, meaningfulness, and usefulness of inferences about selection processes and thus is the technical term for effectiveness.

Question 2

Managers should avoid asking any questions regarding pregnancy during an employment interview.

Accepted Answer

Managers should avoid asking any questions regarding pregnancy during an employment interview.

Question 3

An employer may justify its rejection of an older applicant based on the grounds that it costs more to employ such workers.

Accepted Answer

Justifying discrimination against older workers based on this issue has not been supported in the courts.

Question 4

In using a criterion-related strategy to assess and document the validity of selection practices, a firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments for similar jobs.

Accepted Answer

This is the description of validity generalization strategy.

Question 5

Before rejecting candidates or disciplining employees because their religious views or practices would interfere with management aims, a manager must first consider whether a reasonable accommodation can be made.

Accepted Answer

The Civil Rights Act of 1964 requires employers to accommodate a reasonable request for religious accommodation, as long as the accommodation does not pose an undue hardship on their business operations.

Question 6

Validity generalization is established by demonstrating that a selection device has been consistently found to be valid in many other similar settings.

Accepted Answer

Validity generalization is established by demonstrating that a selection device has been consistently found to be valid in many other similar settings.

Question 7

Predictor scores report the job performance level achieved by an individual, usually based on supervisor evaluations.

Accepted Answer

Criterion scores represent the job performance level achieved by an individual, usually based on supervisor evaluations.

Question 8

Employers are prohibited from harassing job applicants because of their national origin.

Accepted Answer

The EEOC's national origin guidelines prohibit employers from harassing job applicants because of their national origin.

Question 9

Sound selection processes rarely affect a firm's bottom line.

Accepted Answer

Current research supports the idea that sound selection processes can greatly affect a firm's bottom line.

Question 10

The behavior consistency model implies that the most effective selection procedures are those that focus on the candidates' past or present behaviors in situations that closely match those they will encounter on the job.

Accepted Answer

The model implies that the most effective selection procedures are those that focus on the candidates' past or present behaviors in situations that closely match those they will encounter on the job.

Question 11

Predictive validation studies are more commonly used because they can be conducted more quickly.

Accepted Answer

Concurrent validation studies are more commonly used because they can be conducted more quickly.

Question 12

Employers cannot be held liable for sexual harassment allegations made by job applicants.

Accepted Answer

The employer is liable for unlawful sex discrimination if (1) an employment opportunity is granted because of a candidate's submission to an employer's request for sexual favors, or (2) an employment opportunity is withheld because of the candidate's refusal to grant such favors.

Question 13

The reliability of a measure refers to its consistency.

Accepted Answer

Reliability is defined as the degree of self-consistency among the scores earned by an individual.

Question 14

Accurate selection procedures cannot minimize training costs.

Accepted Answer

If the selection process helps identify applicants that possess all qualifications required for the jobs in question, the process may even eliminate the need for some training.

Question 15

The more closely an assessment simulates actual job behaviors, the better the prediction.

Accepted Answer

The more closely an assessment simulates actual job behaviors, the better the prediction.

Question 16

A content-oriented strategy is appropriate for demonstrating the validity of selection procedures, which purport to measure traits or constructs such as intelligence, aptitude, personality, or leadership.

Accepted Answer

The Uniform Guidelines on Employee Selection Procedures specify that a content-oriented strategy is not appropriate in this case.

Question 17

The reliability of a selection interview will generally not be affected by an interviewer's behavior.

Accepted Answer

Reliability would suffer if job candidates are "turned off" by the interviewer and did not "show their stuff" during the interview.

Question 18

In discrimination litigation, courts often judge the job-relatedness of a selection practice based on whether the selection criteria are based on job analysis.

Accepted Answer

Courts often judge the job-relatedness of a selection practice based on whether the criteria are based on job analysis.

Question 19

In a predictive validation study, information is gathered on actual job applicants.

Accepted Answer

Information is gathered on actual job applicants in a predictive validation study.

Question 20

The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.

Accepted Answer

The Equal Employment Opportunity Commission (EEOC) is a government agency responsible for enforcing and interpreting federal antidiscrimination laws.

Quiz 6: Selecting Applicants

Validity is a technical term for effectiveness.

Managers should avoid asking any questions regarding pregnancy during an employment interview.

An employer may justify its rejection of an older applicant based on the grounds that it costs more to employ such workers.

In using a criterion-related strategy to assess and document the validity of selection practices, a firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments for similar jobs.

Before rejecting candidates or disciplining employees because their religious views or practices would interfere with management aims, a manager must first consider whether a reasonable accommodation can be made.

Validity generalization is established by demonstrating that a selection device has been consistently found to be valid in many other similar settings.

Predictor scores report the job performance level achieved by an individual, usually based on supervisor evaluations.

Employers are prohibited from harassing job applicants because of their national origin.

Sound selection processes rarely affect a firm's bottom line.

The behavior consistency model implies that the most effective selection procedures are those that focus on the candidates' past or present behaviors in situations that closely match those they will encounter on the job.

Predictive validation studies are more commonly used because they can be conducted more quickly.

Employers cannot be held liable for sexual harassment allegations made by job applicants.

The reliability of a measure refers to its consistency.

Accurate selection procedures cannot minimize training costs.

The more closely an assessment simulates actual job behaviors, the better the prediction.

A content-oriented strategy is appropriate for demonstrating the validity of selection procedures, which purport to measure traits or constructs such as intelligence, aptitude, personality, or leadership.

The reliability of a selection interview will generally not be affected by an interviewer's behavior.

In discrimination litigation, courts often judge the job-relatedness of a selection practice based on whether the selection criteria are based on job analysis.

In a predictive validation study, information is gathered on actual job applicants.

The Equal Employment Opportunity Commission (EEOC) enforces most federal antidiscrimination laws.