Question 1

Predictive validation is a better measure of validity than concurrent validation because:

Accepted Answer

Predictive validation is a better measure of validity than concurrent validation because it addresses the shortcomings of concurrent validation. The shortcomings of concurrent validation are: job applicants tend to be more motivated to do well on the tests, job applicants' performance on the tests is influenced by their firsthand experience with the job, and the group studied may not include people who perform poorly on the test. Predictive validation, on the other hand, addresses these shortcomings by testing job applicants before they are hired, ensuring that their performance on the tests is not influenced by firsthand experience with the job, and allowing for a wider range of scores to accurately validate the test. Therefore, choice D is the correct answer.

Question 2

When a selection method is free from random error we say it is:

Accepted Answer

When a selection method is free from random error, it means that it is consistent and stable over time. This is what we call reliability in psychometrics. Validity, on the other hand, refers to how well a selection method measures what it is supposed to measure. Legal, practical, and inexpensive are not directly related to the concept of reliability.

Question 3

To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of validation have you used?

Accepted Answer

Concurrent validation involves administering the selection test and comparing the scores to current job performance of existing employees. In this scenario, the selection device was given to present widget makers in the company and correlated with their latest performance appraisal scores. Therefore, the validation used here is concurrent validation.

Question 4

Which stage of the selection process often involves supervisors and team members?

Accepted Answer

Interviews often involve not only the hiring manager or HR representative, but also supervisors and team members who will be working closely with the new hire. This allows for a more well-rounded evaluation of the candidate's fit for the position and the company culture.

Question 5

The extent to which performance on the selection measure is related to what the measure is designed to assess is called:

Accepted Answer

Validity is the extent to which a measure actually assesses the construct or attribute it is intended to measure. Reliability refers to the consistency of scores on a measure, ability to generalize refers to the extent to which the findings can be applied to other settings or populations, and utility refers to the practical usefulness of a measure. Physical ability is not related to the concept described in the question.

Question 6

Organizations typically use résumés:

Accepted Answer

Organizations typically use résumés as a basis for deciding which candidates to investigate further. Résumés provide a snapshot of a candidate's relevant experience, education, and skills, which helps organizations to determine whether a candidate meets the basic qualifications for a job. Based on this initial screening, organizations can then decide which candidates to investigate further through interviews, reference checks, and other means. Résumés are not typically used as substitutes for employment tests or as a means of verifying applicants' ability to perform jobs. Organizations cannot use résumés to get around legal restrictions, as they are required to comply with laws governing employment practices, including laws related to non-discrimination and the collection and use of personal information.

Question 7

Which of the following is NOT a permissible question for applications and/or interviews?

Accepted Answer

The answer of Which of the following is NOT a...

Question 8

Review of résumés is most valid when their content is evaluated in terms of:

Accepted Answer

Evaluating résumés in terms of the elements of a job description and job specifications is the most valid way to screen and compare the qualifications of applicants. This ensures that the candidates possess the required skills, knowledge, and experience necessary to perform the job successfully. Other factors, such as other applicants' qualifications, the incumbent's qualifications, and the supervisor's values and wants, should be considered in conjunction with the job description and specifications, but not solely relied upon. The quality of the paper used in a résumé is irrelevant to its content and should not be a determining factor in the evaluation.

Question 9

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Accepted Answer

For tests that measure abstract qualities like intelligence or leadership skills, validity would best be established through construct validation, which assesses whether the test measures the intended construct or concept. This is done by examining correlations between the test and other measures of the same construct, as well as examining differences between groups known to vary in the construct being tested. Predictive criterion-related validation looks at whether the test can predict future performance on a relevant task, content validation ensures that the test is measuring all relevant areas of the construct, and concurrent criterion-related validation compares the test to another test that measures the same construct. However, these types of validation are not as appropriate for abstract qualities like intelligence or leadership skills.

Question 10

What capability is provided by an applicant tracking system?

Accepted Answer

All of the choices are capabilities provided by an applicant tracking system. Applicant tracking systems provide a wide range of functions that help organizations manage the hiring process more efficiently and effectively. This includes everything from managing job postings and tracking applications to pre-screening candidates and generating reports. Additionally, many applicant tracking systems offer multilingual support, as well as the ability to generate applicant confirmation letters and other types of correspondence.

Question 11

A construction firm is in need of a construction superintendent whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.It administers a construction-error recognition test,where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he or she is asked to record as many of these problems as can be detected.What type of validation is being used?

Accepted Answer

The validation being used in this scenario is content validation because the test is designed to measure the specific content knowledge of the applicants by asking them to identify specific construction errors. The test is not used to predict future job performance or compare applicants to a performance criterion, so concurrent or predictive criterion-related validation would not be appropriate. Similarly, because the test is measuring knowledge of specific content, it is not measuring a construct such as problem-solving ability or leadership potential, so construct validation would not be appropriate either. The standard error of measurement is a statistical concept that relates to the reliability or consistency of test scores, but it is not directly relevant to the validation process.

Question 12

Consistency between the test items or problems and the kinds of situations or problems that occur on the job is:

Accepted Answer

Content validity refers to the extent to which a test or assessment measures the knowledge, skills, or abilities that are relevant to the job or situation being tested. It assesses the consistency between the content of the test and the tasks that are required on the job. Therefore, consistency between test items and situations on the job is an example of content validity. Options A, B, D, and E all refer to other types of validity.

Question 13

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation approach.To do so,you must administer the test to:

Accepted Answer

Predictive criterion-related validation involves administering the test to job applicants and then later comparing their test scores to their job performance. This approach helps in determining if the test is a good predictor of future job performance.

Question 14

The degree to which the selection method provides economic value greater than its cost refers to:

Accepted Answer

Utility is the degree to which the selection method provides economic value greater than its cost. Reliability is the consistency or stability of a selection method, validity is the degree to which a selection method measures what it is intended to measure, generalizability is the degree to which the results of a selection method can be generalized to other situations or populations, and profitability is not a commonly used term in selection methods.

Question 15

A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:

Accepted Answer

Criterion-related validity is a measure of validity that assesses the extent to which a test score is related to some criterion measure that is external to the test, such as job performance scores. Therefore, this is the best choice. Split-half validity assesses the consistency of results across two halves of a test, content validity assesses the extent to which a test assesses a representative sample of the content domain it is supposed to measure, and construct validity assesses the extent to which a test measures the construct it is designed to measure. Concurrent validation involves assessing the relationship between test scores and criterion measures collected at the same time.

Question 16

Which one of the following is a permissible question for applications and interviews?

Accepted Answer

Questions about age and pregnancy are illegal and discriminatory. However, questions about attendance requirements and legal entitlement to work in a certain country are permissible and relevant to the job.

Question 17

Unlike predictive and concurrent validity,content validity is:

Accepted Answer

Content validity is determined by experts evaluating the relevance and representativeness of test items to the construct being measured. It is not based on statistical analysis, correlation coefficients, or legal approval. It is a different type of validity compared to predictive and concurrent validity.

Question 18

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Accepted Answer

For tests that measure abstract qualities, such as intelligence or leadership ability, the establishment of validity typically must rely on construct validity. Construct validity refers to the degree to which a test measures the underlying construct or trait it is intended to measure, and is particularly relevant when the trait is not directly observable. Content validity (A) is more relevant to tests that are intended to measure a specific content area, such as a history exam. Practical value (C), generalizable validity (D), and utility (E) may also be important considerations, but they are not specifically related to establishing validity in this context.

Question 19

Which of the following is NOT a standard for measuring the effectiveness of selection methods?

Accepted Answer

Certainty is not a standard for measuring the effectiveness of selection methods. The other options (reliability, validity, generalizability, and utility) are commonly used to evaluate the effectiveness of selection methods.

Question 20

Employers use employment applications for all but one of the following reasons.Name the exception.

Accepted Answer

Employment applications do not necessarily provide information that has been verified for accuracy. It is the responsibility of the employer to verify the accuracy of the information provided in the application through background checks or reference checks.

Quiz 5: Selecting Employees