Question 1

Germaine applied for an opening at Rotary Propulsion Systems (RPS)in May and took the company's aptitude test for entry-level management jobs.RPS did not call Germaine back for a second interview until September,and at that time,Germaine took the aptitude test again.Germaine's scores on the test were significantly different in May than in September.This is an indication that the test may not be
A) valid.
B) predictable.
C) reliable.
D) statistically significant.

Accepted Answer

The significant difference in Germaine's scores on the aptitude test between May and September suggest that the test may not be reliable. Validity refers to whether or not the test actually measures what it claims to measure, and there is no information in the scenario to suggest that the test is invalid. Predictability refers to whether or not the test can be used to make accurate predictions about future performance, and this is not really relevant to the issue at hand. Statistically significant refers to whether the results are likely due to chance or if they are meaningful, and while the difference between Germaine's scores may be statistically significant, this is not the same as reliability. Therefore, C is the best answer choice.

Question 2

Measurable or visible indicators of the selection criteria are called
A) reliable estimators..
B) predictors.
C) essential elements.
D) validators.

Accepted Answer

Measurable or visible indicators of the selection criteria are known as predictors. They help in predicting the candidates who are most likely to perform well in the job.

Question 3

The process of choosing individuals who have needed qualifications to fill jobs in an organization is called
A) recruitment.
B) selection.
C) job matching.
D) placement.

Accepted Answer

The process of selecting individuals with the needed qualifications to fill jobs in an organization is called selection. Recruitment refers to the process of attracting candidates to apply for the job, job matching involves matching employee skills with job requirements, and placement refers to the actual hiring and placing of employees in the organization.

Question 4

Ability,intelligence,and conscientiousness are all examples of
A) elements of job performance.
B) selection criteria.
C) predictors of selection criteria.
D) employability factors.

Accepted Answer

Ability, intelligence, and conscientiousness are all factors that can be used as selection criteria for assessing a candidate's potential job performance. These are not elements of job performance themselves, but rather predictors of it. Employability factors are a broader category that includes factors such as education, certifications, and work experience.

Question 5

Which of the following statements is FALSE?
A) The EEOC prefers predictive validity over concurrent validity studies of predictors.
B) Predictive validity studies take much longer than do concurrent studies of predictors.
C) Concurrent validity studies use the employers existing employees to test whether certain predictors are tied to performance levels.
D) Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Accepted Answer

Both concurrent and predictive validity tests require a sufficient sample size to ensure accuracy. A general rule of thumb is to have at least 30 participants in each group. Fifteen may be too small a sample size for accurate results.

Question 6

____ involves fitting a person to the right job.
A) Placement
B) Orientation
C) Selection
D) Staffing

Accepted Answer

Placement specifically refers to fitting a person to the right job, whereas orientation refers to introducing a new employee to the organization and its policies, selection refers to choosing the right candidate for a job, and staffing refers to the overall process of acquiring, deploying, and retaining a workforce.

Question 7

A vendor of selection tests has called on the recruiting manager for Maxster Merchandisers,Inc.The vendor is promoting an honesty test which scores he says are strongly negatively correlated with theft.Maxster has had a long-standing problem of employee theft from warehouses.The recruiting manager asks to see some statistics.The vendor says that a high score on the test has a correlation coefficient of ____ with shoplifting behavior.
A) -.2
B) .1
C) .6
D) -.8

Accepted Answer

The answer of A vendor of selection tests has called...

Question 8

Jill graduated with her MBA during a severe economic recession in the region.The only acceptable job she could find was in a bank officer training program for a major national bank.Jill was one of the top candidates when she was hired by the bank.She has been with the bank for three months and has become disillusioned with it.Jill feels that the individual bank customers are not valued,that the bank refuses loans to small business borrowers who are good risks,and that the bank engages in misleading advertising.Jill is experiencing
A) poor person-organization fit.
B) a realistic job preview.
C) the result of negligent selection by the bank.
D) poor person-job fit.

Accepted Answer

Jill's dissatisfaction with her job is a result of poor person-organization fit. She does not feel aligned with the bank's values or mission, leading to a negative work experience. This can be a common issue when an employee's personal values do not align with their employer's values.

Question 9

Beckenkall Consulting is a rapidly-growing management consulting firm.As it expands,it needs to hire a number of new consultants every year.The failure rate of new consultants has been too high.The director of HR has decided to see if the success rate of new hires can be increased by selecting applicants who not only have all the technical qualifications,but also have the same personality as successful consultants now working in the firm.Consequently,the HR director gives all the high-performing consultants the MMPI.She sees that there is one dominant type of personality in this group.Now,she has told the manager of recruitment to give the MMPI to applicants as one of the hurdles they must clear before being hired.This is an example of
A) a test of reliability.
B) post-hoc validity.
C) a concurrent validity approach.
D) a predictive validity approach.

Accepted Answer

The HR director is using the MMPI to identify a personality type among current successful consultants and then applying this test to new applicants to see if they match, which is a concurrent validity approach.

Question 10

In the typical division of HR responsibilities for selection,the HR unit will
A) make the final selection decision.
B) interview final candidates.
C) requisition employees with specific qualifications.
D) obtain background and reference information.

Accepted Answer

Obtaining background and reference information is a typical responsibility for HR in the selection process. However, the final selection decision is typically made by the hiring manager or department. HR may also assist with requisitioning employees with specific qualifications and may conduct interviews with candidates, but these tasks are usually shared with other members of the hiring team.

Question 11

Trent has just become a recruiter for Peahen Products,Inc.In examining the existing applicant selection tests that Peahen uses,Trent comes across some tests he has not used in other organizations.One is a graphology (handwriting)test for conscientiousness and attention to detail..Trent is of the opinion that if he gave applicants a graphology test as a personality test,it would be perceived as
A) a reliable screening device.
B) invalid.
C) illegally discriminatory.
D) fakable.

Accepted Answer

Graphology tests have been found to have little to no validity in predicting job performance or personality traits. Additionally, using handwriting analysis as a selection tool can be seen as subjective and discriminatory. Therefore, it is not a reliable screening device and can be considered invalid.

Question 12

Voltra,Inc.,is planning to fill a number of openings for entry-level professionals.The selection process is quite extensive and includes several levels of individual interviews,team interviews,and psychological tests,as well as general ability tests.Much of the interview time is spent on the applicant's philosophy of life and work.Voltra,Inc.,is highly concerned with
A) defining who is an applicant.
B) complying with EEO and ADA requirements.
C) person-organization fit.
D) matching the person to the job.

Accepted Answer

The focus on the applicant's philosophy of life and work suggests that Voltra, Inc. is highly concerned with finding a good fit between the person and the organization, which is the concept of person-organization fit.

Question 13

Some organizations are using virtual online communities to screen possible hires.All of the following are potential aspects of using avatars and a virtual setting that are different from traditional recruiting methods EXCEPT
A) protected class applicants could mask their status by creating an avatar with "traditional" characteristics.
B) applicants may be more relaxed in responding to recruiters' questions.
C) more tech-savvy applicants would have advantages over less technologically-skilled applicants.
D) virtual reality interviewing could replace traditional selection methods in coming years.

Accepted Answer

All of the other options are potential aspects of using avatars and a virtual setting for recruiting that are different from traditional methods. However, virtual reality interviewing replacing traditional selection methods is not guaranteed at this point but is a possibility in the future.

Question 14

For the last five years,the director of HR for BiscuitMan Foods has given all new hires an "interpersonal intelligence" test.Now,the director is asking his assistant to calculate the correlations between each employee's test score and his/her performance appraisals,promotion records and whether they have stayed with the firm or have left.The HR director is conducting a
A) synthetic validity test.
B) concurrent validity test.
C) face-validity test.
D) predictive validity test.

Accepted Answer

The HR director is calculating the correlations between the employees' test scores and their performance appraisals, promotion records, and retention, which suggests the use of predictive validity. This test measures the extent to which the assessment tool (interpersonal intelligence test) can predict future job performance or outcomes.

Question 15

More than anything else,placement of human resources should be seen as a/an
A) public relations activity.
B) operating management responsibility.
C) matching process.
D) marketing tool.

Accepted Answer

Placement of human resources should be seen as a matching process because it involves aligning a person's skills, experience, and qualifications with the requirements of a specific job or role. It is about finding the right fit between the individual and the organization's needs. While it may indirectly impact public relations, operating management, and marketing, its fundamental purpose is to ensure that the right people are in the right positions.

Question 16

Mary Ann is the recruiter for a large lighting products company,Aurora Borealis Lighting,Inc.Not only does Aurora Borealis Lighting have retail stores,it also supplies lighting for new residential and commercial facilities.Lighting designers for commercial facilities are scarce.Mary Ann and the company managers have decided to hire an individual who has the ability to learn the field.They estimate it will be two years before the new hire will be fully productive.Consequently,they are looking to hire a person who will be with the company for at least four or five years.Mary Ann suggests that they only hire applicants who have been with their previous employer at least two years,and who have not "job-hopped" in the last ten years.Mary Ann's suggestion is an example of a/an
A) KSA.
B) element of job performance.
C) selection criterion.
D) predictor.

Accepted Answer

The answer of Mary Ann is the recruiter for a...

Question 17

In a selection test,validity refers to the
A) strength of the correlation between a test score and a predictor.
B) consistency with which the predictor actually tests the desired construct.
C) applicant achieving approximately the same score in a test-retest situation.
D) correlation between a predictor and job performance.

Accepted Answer

Validity refers to the extent to which a predictor (such as a selection test) is related to job performance. Therefore, the best answer is D, which refers to the correlation between a predictor and job performance. A is incorrect because it refers to the correlation between a test score and a predictor, which is not the same as the correlation between a predictor and job performance. B is incorrect because it refers to the consistency of the predictor in measuring the desired construct, which is actually a measure of reliability. C is incorrect because it refers to the consistency of an applicant's scores in a test-retest situation, which is also a measure of reliability.

Question 18

Lack of a fit between the person and the job is most likely to result from
A) mistakes in evaluating the person's KSAs.
B) improper employee training.
C) negligent hiring.
D) a lack of a positive company "brand" that attracts qualified applicants.

Accepted Answer

A lack of fit between a person and a job is typically due to incorrect evaluations of the person's KSAs (knowledge, skills, and abilities) during the hiring process. This could result in selecting a candidate who is not a good fit for the job, causing performance issues and reduced productivity. Improper employee training and negligent hiring can also contribute to the problem, but are not the primary cause of a lack of fit between a person and the job. A lack of a positive company "brand" may influence the quantity of qualified applicants, but does not necessarily impact the fit between the person and the job.

Question 19

____ is the extent to which a predictor repeatedly produces the same results,over time.
A) Reliability
B) Test validity
C) Consistency
D) Predictability

Accepted Answer

Reliability is the extent to which a predictor consistently produces the same results over time. It is an important aspect of assessment as it ensures that results are accurate and can be used as a basis for decision-making. Validity, on the other hand, is the extent to which a predictor measures what it is supposed to measure. Consistency and predictability are related concepts but do not capture the specific idea of repeated results over time.

Question 20

Mark is unhappy with his new job as a first line supervisor at the call center.He dislikes trying to motivate his subordinates to increase their productivity.He is dreading having to give the upcoming performance appraisals to his subordinates.Mark finds the job boring and watches the clock all afternoon,longing for the end of his shift.He is planning to apply for another job either within the organization or outside the organization.Mark is experiencing
A) poor person-organization fit.
B) burnout.
C) the result of negligent hiring.
D) poor person-job fit.

Accepted Answer

Mark's dissatisfaction with his job duties and lack of motivation for his role as a first line supervisor suggest poor person-job fit. He does not seem to be well-suited for the specific tasks and responsibilities required by his position.

Quiz 7: Selecting Human Resources

Measurable or visible indicators of the selection criteria are called

The process of choosing individuals who have needed qualifications to fill jobs in an organization is called

Ability,intelligence,and conscientiousness are all examples of

Which of the following statements is FALSE?

____ involves fitting a person to the right job.

In the typical division of HR responsibilities for selection,the HR unit will

Some organizations are using virtual online communities to screen possible hires.All of the following are potential aspects of using avatars and a virtual setting that are different from traditional recruiting methods EXCEPT

More than anything else,placement of human resources should be seen as a/an

In a selection test,validity refers to the

Lack of a fit between the person and the job is most likely to result from

____ is the extent to which a predictor repeatedly produces the same results,over time.