Question 1

A problem with realistic job preview is that job applicants may not accept job offers when the working conditions do not appear appealing.

Accepted Answer

Realistic job preview provides job applicants with a realistic view of the job and its working conditions. If the working conditions do not appear appealing, job applicants may choose not to accept the job offer, which is a potential disadvantage of this technique.

Question 2

If XYZ Corporation uses two employment tests to hire cashiers and the scores of these are combined using a statistical formula,XYZ Corporation is using a profile interpretation approach.

Accepted Answer

XYZ Corporation is using a compensatory model approach, where scores from multiple assessments are combined to make a decision, rather than interpreting each test in the context of a broader profile.

Question 3

In a non-linear regression model,a unit increase in the predictor score will result in a unit increase in the predicted performance.

Accepted Answer

In a non-linear regression model, the relationship between the predictor score and the predicted performance is not necessarily linear, so a unit increase in the predictor score may not result in a unit increase in the predicted performance. The relationship can be more complex and may involve curvature or other nonlinear patterns.

Question 4

In Maple Leaf Shoes Company,two managers (the human resource manager and the sales supervisor)interview each prospective salesperson.After the interviews,the managers discuss their ratings and agree upon the best candidate.This is best thought of as a trait ratings approach.

Accepted Answer

This process is better described as a structured interview approach, where multiple evaluators assess candidates and then collaborate to make a hiring decision, rather than directly rating traits.

Question 5

A "false-negative" is an applicant for whom success was predicted but who did not end up being successful when hired.

Accepted Answer

A false-negative is actually an applicant for whom success was not predicted but who ended up being successful when hired.

Question 6

Often decision makers jump to conclusions based on small samples.

Accepted Answer

This is true. Sometimes decision makers don't take the time to gather enough information or data and they make their decisions based on small samples or limited information, which can lead to biased or inaccurate conclusions.

Question 7

The Angoff Method is popular for combining predictor scores.

Accepted Answer

The Angoff Method is a technique used in setting cut scores for exams, where subject matter experts estimate the probability of a minimally competent candidate answering each item correctly, rather than combining predictor scores.

Question 8

When a university admissions officer looks at an applicant's school grades,interview scores,and referee's ratings and makes an overall judgment about the applicant's potential in the undergraduate program,she is using a mechanical composite approach.

Accepted Answer

The described approach is not a mechanical composite approach. A mechanical composite approach involves assigning numerical weights to various pieces of information about an applicant and adding them together to arrive at a score or ranking. The approach described in the question is a holistic approach, which takes into account multiple factors and makes a qualitative judgment about an applicant's potential.

Question 9

If Maple Leaf Electronics considers the profiles of its top three salespeople and uses the information to identify predictor score cut-offs for new hires,it is using a multiple hurdle approach.

Accepted Answer

Using profiles of top salespeople to identify predictor score cut-offs for new hires is an example of a criterion-referenced approach, not a multiple hurdle approach. A multiple hurdle approach involves candidates having to pass several different selection criteria or "hurdles" in sequence.

Question 10

In a non-linear regression model,the deficiency in one predictor cannot be compensated by a high score on another predictor.

Accepted Answer

In a non-linear regression model, the relationship between the dependent variable and predictors is not linear. Therefore, the deficiency in one predictor cannot be compensated by a high score on another predictor. Each predictor has its own unique impact on the dependent variable, and their contributions cannot be offset by other predictors.

Question 11

Past research indicates that statistical approaches to combining predictors are superior to other methods.

Accepted Answer

Multiple studies have shown that statistical methods such as regression and machine learning algorithms that combine predictors are generally more accurate than use of a single predictor or other methods like averaging or voting.

Question 12

A "miss" when using cut-off scores for new applicants can happen either through a false positive or false negative.

Accepted Answer

When using cut-off scores for new applicants, a "miss" can happen through a false positive (when an applicant is accepted but is not actually qualified) or a false negative (when a qualified applicant is rejected).

Question 13

When using a regression equation,even candidates who have different scores on various predictors can come out with identical predicted job performance.

Accepted Answer

This is true. It is possible for candidates to have different scores on different predictors but still have the same overall predicted job performance based on the regression equation.

Question 14

Many managers rely on conceptual models developed early in their careers and never change them.

Accepted Answer

It is often seen that managers become too reliant on their early career conceptual models and do not update them with new knowledge and experience. This can lead to a lack of agility and creativity in problem-solving and decision-making.

Question 15

If Y(the overall score)= 10+ 2 X1 + 4 X2 where X1 is the test score and X2 is the interview score,then an applicant who received 60% on the test and 70% on the interview will be predicted to have a job performance rating of 400.

Accepted Answer

We can substitute the given test score and interview score into the formula to find the predicted job performance rating:

Y = 10 + 2(60%) + 4(70%) 
Y = 10 + 1.2 + 2.8 
Y = 14

So the predicted job performance rating is 14, not 400. Therefore, the answer is false.

Question 16

Correlation approach is a popular method of profile matching.

Accepted Answer

Correlation approach is indeed a popular method of profile matching. It involves identifying the degree of association between two or more variables and using this information to establish a match between individuals or entities with similar profiles. This method is widely used in fields such as marketing, psychology, social sciences, and data analysis.

Question 17

If Y (the overall score)= 10+ 2 X1 + 4 X2 where X1 is the test score and X2 is the interview score,then the interview scores are twice as important as the test score in determining the applicant's future job success.

Accepted Answer

The coefficient of X2 (interview score) is 4, which is twice as large as the coefficient of X1 (test score) which is 2. Therefore, the interview score has twice as much impact on the overall score compared to the test score.

Question 18

Race norming involves ranking job applicants based on predictor scores within their relevant race group.

Accepted Answer

Race norming involves comparing an applicant's test score to the average score of their racial or ethnic group, rather than to the entire applicant pool. This can result in different standards for different racial or ethnic groups and has been criticized as discriminatory.

Question 19

In a mechanical composite approach,objective and subjective data about applicants are combined using computers.

Accepted Answer

Mechanical composite approach involves combining objective and subjective data about applicants using computers to make a decision about their suitability for a particular job.

Question 20

Scores for well-designed,structured interviews are best thought of as objective predictors.

Accepted Answer

Structured interview scores, while more reliable and valid than unstructured interviews, are still subject to some level of subjectivity and bias from the interviewer, making them not entirely objective.

Quiz 9: Making the Selection Decision