Question 1

Jacques highly values helping others and being cooperative. He is being recruited by an organization that focuses on making money at the expense of acting ethically. In this case, we might argue that this is an example of poor:

Accepted Answer

The situation described here presents a poor fit between Jacques' values and the values of the organization recruiting him. This can be understood as a lack of person-environment fit, which refers to the degree to which an individual's characteristics match the demands or requirements of their work environment. In this case, Jacques' values are incongruent with the organizational culture, indicating poor person-environment fit.

Question 2

According to research in racioethnicity, which of these factors seems to have an important influence on whether a racially diverse pool of applicants will apply?

Accepted Answer

Research suggests that the diversity of the community or region in which an organization is located has a significant impact on whether a racially diverse pool of applicants will apply. This is because individuals are more likely to apply to organizations located in areas with high levels of diversity, as they feel that their contributions will be more valued and that the organization is committed to diversity and inclusion. Other factors such as the race of the recruiter, volunteer opportunities, and nonprofit status may also have some impact, but research suggests that the diversity of the community is the most important factor.

Question 3

Donnie's Shoe Shop looks at applicants' Facebook pages to see if applicants have posted any inappropriate or strange content. This would be an example of:

Accepted Answer

Cybervetting refers to the use of online information, such as social media profiles, to research applicants and make hiring decisions. In this case, Donnie's Shoe Shop is using cybervetting by examining the applicants' Facebook pages for any questionable content.

Question 4

The correlation between the combination of all predictors in a selection battery and the criterion is represented by:

Accepted Answer

Multiple R represents the correlation between the combination of all predictors in a selection battery and the criterion.

Question 5

XYZ Corporation is having difficulty attracting applicants for a job opening. As an I/O psychologist, you have been hired to improve the job's attractiveness and increase the applicant pool. Based on research, the most effective recommendation you can give to the XYZ Corporation is to:

Accepted Answer

Research suggests that creating a positive employer brand and portraying the organization as a desirable place to work is more effective in attracting applicants than simply emphasizing the basic job attributes such as compensation or hiding the corporation's reputation. Therefore, increasing the corporation's appearance as a cool, prestigious place to work is the most effective recommendation.

Question 6

According to research, components of an organization's website that improve organizational attraction include:

Accepted Answer

Usability plays an important role in improving organizational attraction as it helps users navigate the website easily and find the information they are looking for, ultimately leading to a positive user experience. The other choices (B, C, and D) do not have a strong correlation with improving organizational attraction.

Question 7

If Widgets Incorporated wants to improve the diversity of its workforce, which is its best approach for encouraging more diverse applicants to accept job offers?

Accepted Answer

Demonstrating that the organization values diversity is the best approach to encouraging more diverse applicants to accept job offers. This can be done by promoting diversity initiatives, having diverse leadership or employees visible during the hiring process, highlighting the benefits of diversity in job postings, and establishing a welcoming and inclusive company culture. Quota systems and affirmative action plans can be controversial and may not necessarily lead to genuine diversity and inclusivity. Recruitment solely through newspaper ads may limit the pool of potential applicants, including those from underrepresented groups.

Question 8

Ideally, before choosing tests for a selection battery, an organization should conduct a:

Accepted Answer

Before choosing tests for a selection battery, an organization should conduct a job analysis to understand the knowledge, skills, abilities, and other characteristics (KSAOs) required for the job. This information can then be used to choose tests and other selection methods that assess the most relevant KSAOs for the job. A training needs analysis may also be useful but is not directly related to selecting tests for a selection battery. Validity generalization studies and the hurdle approach are specific methods for establishing the validity of selection tests and are not necessarily required before choosing tests for a selection battery.

Question 9

_____ is the match between an individual's KSAOs and an organization's characteristics and values.

Accepted Answer

Person-environment fit refers to the degree of compatibility between an individual's knowledge, skills, abilities, and other personal characteristics (KSAOs) and an organization's characteristics and values. It is crucial for job satisfaction, motivation, and the retention of high-performing employees. Recruitment refers to the process of attracting and selecting candidates for employment, while affirmative action concerns policies and programs aimed at promoting diversity and equal opportunity in the workplace. Organizational image refers to the reputation and perception that stakeholders have of an organization based on its behavior, products, and communication.

Question 10

Ideally, the measures in a selection battery should:

Accepted Answer

Having low correlations with one another is desirable as it helps to ensure that each measure in the selection battery is contributing unique information about the candidate's abilities and skills. If the measures were highly correlated, it would suggest that they are all tapping into the same underlying construct or ability, making some of the measures redundant. Having identical correlations or a low multiple R is not necessarily a desirable feature, as it does not necessarily ensure that each measure is contributing unique information.

Question 11

One factor that makes predictive validity studies difficult to conduct is that they require:

Accepted Answer

Predictive validity studies require selecting employees based on predictors other than those being validated to avoid bias and ensure that the test's predictive power is accurately assessed.

Question 12

HPC Manufacturing has applicants complete a basic intelligence test, a personality test, and a dexterity test. It then uses the scores from all these tests to determine whom to hire. Such an array of tests is known as:

Accepted Answer

A selection battery is a combination of different tests used to assess multiple aspects of a job candidate's capabilities and suitability for a particular role. The company in the scenario is using a selection battery that includes intelligence, personality, and dexterity tests to evaluate job applicants.

Question 13

_____ is an approach to demonstrating the validity of a selection battery.

Accepted Answer

Validity generalization is a method used to demonstrate that the validity of a selection test or tool found in one context can be generalized to other contexts. This approach supports the idea that certain selection measures are universally valid for certain types of jobs.

Question 14

Which of these represents the BEST approach for choosing tests to use in a selection battery?

Accepted Answer

A minimal correlation between tests that each have unique predictive value is the best approach for choosing tests to use in a selection battery. This approach ensures that each test is measuring something unique and valuable, rather than simply repeating what other tests are already measuring. This can increase the overall accuracy and validity of the selection battery.

Question 15

Which recruitment method results in many contacts but could also result in illegal discrimination because of a lack of diversity among the applicants?

Accepted Answer

Informal communication, such as word-of-mouth or employee referrals, can lead to a lack of diversity among applicants. This is because existing employees are likely to refer candidates from their own social and professional networks, which may not be diverse. This method can inadvertently result in illegal discrimination if it limits the pool of candidates based on characteristics that are protected under discrimination laws.

Question 16

Which term describes the extent to which test scores obtained at one time account for variance in criteria obtained at a future time?

Accepted Answer

Predictive validity describes the extent to which test scores obtained at one time can predict criteria obtained at a future time.

Question 17

Which of these is the process of encouraging potentially qualified applicants to seek employment with a particular company?

Accepted Answer

Recruitment is the process of attracting and encouraging potentially qualified candidates to apply for a job vacancy. Employment law refers to legal regulations regarding employment policies and practices. Job analysis is the process of systematically gathering information about a job. Utility analysis is a technique used to assess the cost-benefit or utility of HR programs or practices.

Question 18

One consequence of increased cybervetting is that:

Accepted Answer

Increased cybervetting means that employers are more likely to search for and find information about job applicants through their online presence, including social media. This means that applicants should be more cautious about what they share online in order to maintain a positive image and avoid any potentially damaging content being discovered by employers.

Question 19

Dr. Hawkins obtains a measure of applicant personality. Once applicants have been hired and have been in their positions for at least six months, Dr. Hawkins assesses their job performance. Dr. Hawkins is examining:

Accepted Answer

Dr. Hawkins is using the measure of applicant personality to predict future job performance, therefore he is examining the predictive validity of the measure.

Question 20

Using multiple tests in a selection battery will likely:

Accepted Answer

Using multiple tests in a selection battery will increase the amount of variance that can be explained in the criterion, thereby increasing the proportion of criterion variance accounted for. This leads us to select the option D as the correct answer. Option A is not applicable because the coefficient of determination depends on the proportion of variance accounted for, which is likely to increase with multiple tests. Option B is incorrect because adding more valid tests in the battery will increase the overall validity coefficient. Option C is also incorrect because a job analysis is necessary irrespective of the number of tests used in the selection battery.

Quiz 7: Selection Decisions and Personnel Law