Question 1

At a basic level,all selection programs attempt to identify the applicants who have the highest chance of:

Accepted Answer

Selection programs are designed to identify the applicants who have the highest chance of meeting the organization's standards of performance. This is because the success of the organization depends on the performance of its employees. While generating a profit and retaining employees for a long time are also important, they are not the main objective of selection programs. Balancing the racial profile of the company is also important, but it is not the primary objective of selection programs.

Question 2

Viability refers to how stable or repeatable a measurement is over a variety of testing conditions.

Accepted Answer

Viability refers to the ability of something to work successfully or to stay alive or live successfully. The term you're describing is more accurately related to "reliability" in the context of measurements.

Question 3

Research indicates that unstructured interviews will generally be more reliable and valid than structured interviews.

Accepted Answer

This statement is false. Research indicates that structured interviews tend to be more reliable and valid than unstructured interviews, as they allow for a more standardized and objective approach to assessing candidates. Unstructured interviews may be influenced by interviewer bias and may lack consistency in the questions asked and evaluation criteria used.

Question 4

To be legal,educational standards must be related to successful performance of the job.

Accepted Answer

This is because educational standards are meant to ensure that individuals have the necessary knowledge and skills to perform their job effectively and efficiently. If the educational standards are not related to successful job performance, they would be irrelevant and potentially discriminatory. Therefore, to be legal, educational standards must be job-related.

Question 5

Hiring on the basis of height or physical appearance is illegal unless the job involves tasks that specifically require the characteristic.

Accepted Answer

Job discrimination based on physical characteristics such as height or appearance is prohibited by various anti-discrimination laws, including Title VII of the Civil Rights Act of 1964. The exception to this is if the physical characteristic is directly related to the job requirements, such as being able to reach high shelves or perform stunts as an actor/actress.

Question 6

The goal of any selection system is to accurately determine which applicants possess the knowledge,skills,and other characteristics dictated by the job.

Accepted Answer

The statement accurately reflects the main purpose of a selection system.

Question 7

All of the following are Big Five personality factors except:

Accepted Answer

Aptitude is not one of the Big Five personality factors. The actual Big Five are: emotional stability, extraversion, openness, agreeableness, and conscientiousness.

Question 8

One of the most significant environmental influences on selection is the size,composition,and availability of local labor markets.

Accepted Answer

The size, composition, and availability of local labor markets can affect the availability and quality of workers, which can impact the selection process. Therefore, this statement is true.

Question 9

Complex applicant selection systems are most often found in larger organizations.

Accepted Answer

Complex applicant selection systems are more commonly used by larger organizations as they have more resources to invest in the hiring process and need to ensure that they hire the right candidates who fit their organizational culture and align with their goals. Smaller organizations may not have the resources or need for such elaborate selection systems.

Question 10

It is unacceptable to ask applicants to list their favorite high school subjects in the biographical information section on an application blank.

Accepted Answer

Asking applicants to list their favorite high school subjects in the biographical information section is generally acceptable as it can provide insights into the applicant's interests and potential strengths. However, the relevance of this question depends on the nature of the job and its connection to the subjects studied in high school.

Question 11

In structurally complex organizations with many job titles but very few occupants,the number of years needed to pay back the money invested in a complex selection system almost always justifies its initial expense

Accepted Answer

If there are few occupants, then the cost of the selection system will not be justified by the savings from reduced turnover, since the turnover rate will be very low to begin with. Therefore, it is unlikely that the number of years needed to pay back the investment in the selection system will justify its initial expense.

Question 12

All of the following are categories of information typically used to make hiring selection decisions except:

Accepted Answer

Political affiliation is not a valid or legal category to consider when making hiring selection decisions. It is protected under anti-discrimination laws.

Question 13

_______________ is the process by which an organization chooses from a list of applicants the person who best meets the selection criteria for the position available.

Accepted Answer

Selection is the process of evaluating and choosing the most suitable candidate for the job by considering their skills, knowledge, experience, and other relevant qualities. Rotation refers to the periodic movement of employees from one job to another within the same organization. Definition is the process of defining job roles, requirements, and expectations. Filtering is the process of screening and eliminating unqualified candidates from the pool of applicants. Therefore, the correct answer is A.

Question 14

Of the Big Five personality factors,conscientiousness and _______________ best predict performance across most occupational groupings.

Accepted Answer

Conscientiousness and emotional stability (often referred to as neuroticism in its opposite form) are the two Big Five personality factors that have been found to best predict job performance across a wide variety of occupational groups. Conscientious individuals tend to be reliable, well-organized, self-disciplined, and careful, which are traits that contribute positively to performance in many jobs. Emotional stability (the opposite of neuroticism) indicates an individual's ability to remain calm and composed under stress, which is also a valuable trait in many work environments.

Question 15

An organization that wishes to use personality as a criterion must be certain that successful and unsuccessful employees can be distinguished in terms of their personalities.

Accepted Answer

If an organization intends to use personality as a criterion for employee selection, it needs to be sure that individuals with different personalities may have different job performance outcomes. This ensures that successful and unsuccessful employees can be differentiated based on their personalities.

Question 16

When unemployment rates are low,it may be difficult for an organization to identify,attract,and hire the number of people it needs.

Accepted Answer

When unemployment rates are low, the competition for qualified candidates increases, making it more challenging for organizations to identify, attract, and hire the number of people they need. Therefore, it is true that low unemployment rates can make it difficult for organizations to hire.

Question 17

Content validity is not appropriate for more abstract job behaviors,such as leadership potential,leadership style,or work ethic.

Accepted Answer

Content validity is more suitable for concrete tasks and skills, whereas abstract traits like leadership potential or work ethic are better assessed through other validity types, such as construct validity.

Question 18

In concurrent validation,the first step is to administer the test to employees who have never performed the job.

Accepted Answer

In concurrent validation, the test is administered to current employees, not to those who have never performed the job, to correlate their test scores with their current job performance.

Question 19

All states have virtually identical laws that limit an organization's ability to test applicants for drug use.

Accepted Answer

While many states have similar laws regarding drug testing, there can be variations in the specifics of these laws, such as what types of organizations are exempt or what type of drug testing is allowed. It's important for employers to review and comply with the laws in their specific state.

Question 20

When the selection ratio gets close to 1:1,it is called a low selection ratio.

Accepted Answer

When the selection ratio gets close to 1:1, it is actually called a high selection ratio. A low selection ratio refers to a situation where there are very few job openings compared to the number of applicants, resulting in a very competitive job market.

Quiz 8: Selecting Effective Employees