Question 1

Tom Jones was not selected for a job at ABC Corporation.He was later hired at XYZ Inc.and proved to be an excellent employee.In terms of the selection decision,how would you describe this outcome?
A)a lost cause
B)an unpredictable miss
C)a predictable miss
D)an opportunity cost

Accepted Answer

This outcome is best described as an opportunity cost because ABC Corporation missed out on hiring an excellent employee, which could have benefited them, while XYZ Inc. gained from his skills and performance.

Question 2

Abel scored high on an ability test used to hire him.He,however,turned out to be a poor employee.Which term refers to this outcome?
A)a hit
B)a miss
C)a poor prediction rate
D)an opportunity cost

Accepted Answer

This outcome is called a miss. Abel was expected to be a good employee based on his high scores in the ability test, but he turned out to be a poor employee. A miss is a situation where the actual outcome differs from the expected outcome.

Question 3

Define the concepts of reliability and validity.

Accepted Answer

The answer of Define the concepts of reliability and validity....

Question 4

Why would an organization use an integrity test?
A)because even though such tests are not correlated with reduced disruptive behaviours,they have been correlated with reduced turnover
B)because such tests are designed to identify thieves
C)because these tests not only reduce theft,but also have been shown to have a relationship with performance on the job
D)because in using an integrity test,you can avoid the use of most other selection tests,since it has been shown that these are good stand-alone predictors

Accepted Answer

Integrity tests have been shown to not only reduce theft but also have a positive impact on job performance. This makes them a valuable tool for organizations looking to hire trustworthy and reliable employees who will be an asset to the company.

Question 5

What do we call the degree to which inferences drawn from interviews,test scores,and other selection procedures are supported by evidence (such as good job performance)?
A)predictability
B)validity
C)reliability
D)accuracy

Accepted Answer

Validity refers to the degree to which a measure or selection procedure is able to accurately measure or predict what it is intended to measure or predict. This is often determined by comparing the results of the selection procedure to actual job performance, which serves as evidence in support of the validity of the measure.

Question 6

When an organization hires a person who is described as high in predicted success and high in job performance,what do we call that situation?
A)a hit
B)a miss
C)high prediction rate
D)a successful selection system

Accepted Answer

When an organization hires a person who is both high in predicted success and high in job performance, it is considered a "hit." This means the organization made a successful choice in hiring that individual.

Question 7

What type of interview provides the greatest consistency or standardization with respect to the questions asked?
A)a structured interview
B)a standardized interview
C)a nondirective interview
D)an unstructured interview

Accepted Answer

A structured interview provides the greatest consistency and standardization with respect to the questions asked. This is because the questions are predetermined and the interviewer follows a set script, asking each candidate the same questions in the same order. This eliminates bias and ensures that each candidate is evaluated using the same criteria, making it easier to compare and contrast candidates.

Question 8

During an interview,Seema was asked: "Tell me about the last time you helped to train an employee." What is this an example of?
A)a nondirective interview question
B)a directive interview question
C)a behavioural description interview question
D)a closed response interview question

Accepted Answer

This is an example of a behavioral description interview question because it asks the interviewee to describe past behavior (in this case, training an employee) as a predictor of future behavior in similar situations.

Question 9

Which of the following terms refers to the extent to which good performance on an employment selection test correlates with high marks on a performance review?
A)construct validity
B)content validity
C)criterion-related validity
D)cross-validation

Accepted Answer

Criterion-related validity refers to the extent to which scores on a particular employment selection test are related to other measures of job performance, such as performance reviews. Construct validity refers to the extent to which a test measures the theoretical construct it is intended to measure, while content validity refers to the extent to which the content of the test is representative of the job in question. Cross-validation refers to the process of testing the validity of a model or theory on a new set of data.

Question 10

Which of the following best describes the use of reference checks?
A)They are no longer used because organizations won't share information about previous employees for fear of litigation.
B)Their usefulness is limited because most managers will not share performance data.
C)Some organizations have detailed forms for previous employers to fill out in order to get the best information.
D)New human rights laws prohibit their use.

Accepted Answer

Some organizations have detailed forms for previous employers to fill out in order to get the best information. While it is true that organizations may not always be willing to share information for fear of litigation, and some managers may not share performance data, reference checks can still be useful if done properly. In fact, some organizations have developed detailed reference check forms to help ensure that they obtain the most relevant and informative information possible from previous employers. Additionally, while new human rights laws may limit the types of questions that can be asked during a reference check, they do not necessarily prohibit the use of reference checks entirely.

Question 11

The "Big Five" factors are related to what type of employment tests?
A)cognitive ability tests
B)general intelligence tests
C)personality tests
D)mental awareness tests

Accepted Answer

The "Big Five" factors (openness, conscientiousness, extraversion, agreeableness, neuroticism) are related to personality tests, not cognitive ability tests or general intelligence tests. Mental awareness tests are not a common type of employment test.

Question 12

Identify and explain the five primary types of employment tests.

Accepted Answer

The answer of Identify and explain the five primary types...

Question 13

Which of the following best describes credit reports?
A)Organizations must advise and receive written consent from the applicant when they request a credit report.
B)Organizations can request a report on any employee at any time without consent.
C)Organizations do not have to inform applicants if adverse decisions are made based on information in the report.
D)Organizations cannot make adverse decisions based on information in such a report.

Accepted Answer

Credit reports are detailed summaries of an individual's credit history and financial behavior. Organizations cannot request a credit report without written consent from the applicant. This is mandatory under the Fair Credit Reporting Act (FCRA). This law also requires organizations to inform the applicant if adverse decisions are made based on information in the report. Therefore, option A is the correct choice. Option B is incorrect as organizations cannot request a credit report without written consent. Option C is also incorrect as organizations have to inform the applicant if adverse decisions are made based on information in the report. And, option D is incorrect as organizations can make adverse decisions based on information in such a report.

Question 14

What does a selection ratio of .9 mean?
A)It means 90 percent of the applicants applying to the position will be hired.
B)It means 10 percent of the applicants applying to the position will be hired.
C)It means 9 percent of the applicants applying to the position will be hired.
D)It means 1 percent of the applicants applying to the position will be hired.

Accepted Answer

A selection ratio of .9 indicates that 90 percent of the applicants applying for the position will be hired.

Question 15

In the "Big Five" personality tests,what is the dimension captured by the degree to which someone is dependable and organized,and perseveres?
A)conscientiousness
B)agreeableness
C)extroversion
D)dependability

Accepted Answer

The dimension captured by the degree to which someone is dependable and organized, and perseveres is conscientiousness. This trait refers to a person’s level of responsibility and dependability, their ability to plan and prioritize tasks effectively, and their commitment to completing tasks and achieving their goals.

Question 16

Organization Omega is hiring 20 new front-line employees.The company is using an interview that involves three people taking turns asking questions and then pooling their scores of the responses.What is this type of interview called?
A)a behavioural description interview
B)a panel interview
C)a situational interview
D)a structured interview

Accepted Answer

This is a panel interview, which involves multiple interviewers taking turns asking questions and evaluating the responses together.

Question 17

Organization Beta is hiring 20 new staff for front-line positions.The interview the company is using involves giving the applicant hypothetical incidents and asking how he or she would respond.What is this type of interview called?
A)a behavioural description interview
B)a panel interview
C)a situational interview
D)a structured interview

Accepted Answer

This type of interview is called a situational interview, as it presents hypothetical situations to the applicant and asks them how they would respond. This type of interview can be useful in assessing how an applicant would handle actual work scenarios.

Question 18

A manager is examining the number of applicants for a job compared to the number of people needed to be hired.What is this figure called?
A)the yield ratio
B)the selection ratio
C)the base ratio
D)the validity coefficient

Accepted Answer

The selection ratio refers to the number of job openings compared to the number of applicants. It is a measure used in recruitment to understand the competitiveness of a position or the difficulty of filling it.

Question 19

What do we call the degree to which selection procedures yield comparable data over a period of time?
A)conformity
B)validity
C)reliability
D)consistency

Accepted Answer

The degree to which selection procedures yield comparable data over a period of time is known as reliability. Reliability is an important aspect of selection procedures as it ensures consistency and dependability of results over time. A reliable selection procedure produces consistent results each time it is administered, and the data obtained is consistent with the intended construct being measured. Therefore, option C is the correct answer.

Question 20

Intelligence,mechanical comprehension,and anxiety are examples of which of the following?
A)job requirements
B)constructs
C)theories
D)personality traits

Accepted Answer

Intelligence, mechanical comprehension, and anxiety are all constructs, which are psychological concepts or ideas used to explain or measure behavior and mental processes. They are not job requirements or personality traits, and while theories may incorporate constructs, they are not themselves constructs.

Quiz 6: Employee Selection

Tom Jones was not selected for a job at ABC Corporation.He was later hired at XYZ Inc.and proved to be an excellent employee.In terms of the selection decision,how would you describe this outcome?

Abel scored high on an ability test used to hire him.He,however,turned out to be a poor employee.Which term refers to this outcome?

Define the concepts of reliability and validity.

Why would an organization use an integrity test?

What do we call the degree to which inferences drawn from interviews,test scores,and other selection procedures are supported by evidence (such as good job performance) ?

When an organization hires a person who is described as high in predicted success and high in job performance,what do we call that situation?

What type of interview provides the greatest consistency or standardization with respect to the questions asked?

During an interview,Seema was asked: "Tell me about the last time you helped to train an employee." What is this an example of?

Which of the following terms refers to the extent to which good performance on an employment selection test correlates with high marks on a performance review?

Which of the following best describes the use of reference checks?

The "Big Five" factors are related to what type of employment tests?

Identify and explain the five primary types of employment tests.

Which of the following best describes credit reports?

What does a selection ratio of .9 mean?

In the "Big Five" personality tests,what is the dimension captured by the degree to which someone is dependable and organized,and perseveres?

Organization Omega is hiring 20 new front-line employees.The company is using an interview that involves three people taking turns asking questions and then pooling their scores of the responses.What is this type of interview called?

Organization Beta is hiring 20 new staff for front-line positions.The interview the company is using involves giving the applicant hypothetical incidents and asking how he or she would respond.What is this type of interview called?

A manager is examining the number of applicants for a job compared to the number of people needed to be hired.What is this figure called?

What do we call the degree to which selection procedures yield comparable data over a period of time?

Intelligence,mechanical comprehension,and anxiety are examples of which of the following?