Question 1

What is the multiple-hurdle strategy used in the selection process?

Accepted Answer

The multiple-hurdle strategy used in the selection process involves a series of successive steps that candidates must pass to move on to the next step. This can include initial screening, a first interview, a second interview, reference checks, and more. Only candidates who pass each step are able to move on to the next round of selection, resulting in a smaller pool of candidates who are the best fit for the job.

Question 2

Which trait would not be tested if a candidate is given an intelligence test?

Accepted Answer

Emotional management involves the ability to recognize, understand, and manage one's own emotions, as well as the emotions of others. This trait is not typically measured in an intelligence test. The other traits listed – verbal fluency, memory, numerical ability, and vocabulary – can all be assessed through various components of an intelligence test.

Question 3

A selection ratio of 1:2 generally means that

Accepted Answer

E

Question 4

Which members of the organization typical performs initial applicant screening?

Accepted Answer

HR professionals typically perform initial applicant screening as part of their role in managing recruitment and selection processes within an organization.

Question 5

What test measures an individual's potential to perform a job, provided he or she is given proper training?

Accepted Answer

Aptitude tests measure an individual's potential to perform a job or task, given proper training. These tests assess a person's overall ability to learn and acquire new skills, making them useful for employment selection and career development. Interest inventories measure a person's preferences and inclinations, while achievement tests measure an individual's past performance in a specific area. Personality and intelligence tests assess different aspects of a person's traits and abilities but are not specifically designed to measure potential job performance.

Question 6

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

Accepted Answer

Criterion-related validity measures the extent to which a selection tool predicts or significantly correlates with important elements of work behavior. Criterion-related reliability refers to the consistency of results over time or across different evaluators, not specifically the correlation with work behavior. Criterion-related consistency, stability, and integrity are not commonly used terms in the context of selection tools.

Question 7

Which of the following is true of the interview question, "How would you handle an angry customer?"

Accepted Answer

The question "How would you handle an angry customer?" is a situational test question, as it presents a hypothetical scenario and asks the candidate to describe their response to it. It is not testing intellectual capacity or knowledge and experience specifically, and while it may involve behavioral interviewing techniques or touch on emotional intelligence, these are not the primary focuses of the question.

Question 8

In the selection process which of the following refers to requirements that are highly desirable but not critical for the job?

Accepted Answer

The answer of In the selection process which of the...

Question 9

Yung is the manager of human resources at a credit union. Following an incident where a former employee was convicted for theft of customer account information, Yung has become increasingly concerned about negligent hiring lawsuits. Which of the following steps would be the most helpful in addressing her concern?

Accepted Answer

Carefully scrutinizing application forms and checking references can help Yung identify any potential red flags or past behavior that could indicate a risk for theft or fraudulent activity. This step can also help ensure that the applicant has the necessary qualifications and experience for the job. While the other options listed are also important in the hiring process, they do not specifically address Yung's concern about negligent hiring lawsuits.

Question 10

What is differential validity?

Accepted Answer

Differential validity refers to the extent to which a selection tool accurately predicts the performance of all possible employee subgroups, including white males, women, and visible minorities. It is important to ensure that a selection tool is not biased against any specific group and accurately predicts performance for all individuals.

Question 11

During a hiring process Belinda was put through a series of high pressure simulations to determine how she would manage herself under pressure. What kind of test was Belinda undergoing?

Accepted Answer

Belinda was put through simulations which would test her ability to manage herself under pressure. This kind of test is typically associated with emotional intelligence testing, which assesses a person’s ability to recognize, understand and manage their emotions, as well as the emotions of others. Choice A (cognitive ability test) and Choice B (intelligence test) usually assess a person’s reasoning abilities, while Choice D (achievement test) focuses on a person’s knowledge or skills in a particular area. Choice E (personality test) is used to assess a person’s traits or preferences.

Question 12

To help evaluate candidates for a quality control position, Jennifer asks current QC employees to provide their feedback about several applicants she feels may be right. What is this an example of?

Accepted Answer

The answer of To help evaluate candidates for a quality...

Question 13

Which of the following are considered to be "hidden" costs of a poor selection process?

Accepted Answer

The answer of Which of the following are considered to...

Question 14

Which of the following is true of preliminary applicant screening?

Accepted Answer

Preliminary applicant screening often uses technology, such as applicant tracking systems, to filter candidates based on basic qualifications and criteria.

Question 15

Sandeep Gill, the manager of a provincial credit union, hired five new tellers based on interviews as the selection tool. Although Sandeep thought he had planned the candidate interviewing process well the three candidates who were rated the highest in the interview, and hired, did not meet basic performance expectations. Which of the following is the primary problem with the selection tool chosen by Sandeep?

Accepted Answer

The primary problem with the selection tool chosen by Sandeep is validity, which refers to the extent that an assessment tool (in this case, candidate interviews) measures what it is supposed to measure. The fact that the three candidates who were rated the highest in the interview did not meet basic performance expectations suggests that the interview process did not effectively measure the skills and qualities necessary for success in the job.

Question 16

Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of

Accepted Answer

The question is assessing the validity of the predictor, which is whether it actually measures what it's intended to measure. Therefore, the best choice is B - validity.

Question 17

In the selection process which of the following refers to requirements that are absolutely essential for the job?

Accepted Answer

Must criteria refers to requirements that are absolutely essential for the job and the candidate must possess them to be considered for the position.

Question 18

What is a selection ratio?

Accepted Answer

Selection ratio is the ratio of the number of applicants who are hired to the total number of applicants. It is used to determine the level of competition in the hiring process and the effectiveness of the selection tools being used. A lower selection ratio indicates more competition for the available positions and a higher level of selectivity in the hiring process.

Question 19

Renu is the human resources professional at a telecommunications company. She is tasked with ensuring the firm's selection process adheres to the firm's employment equity plan mandated by legislation. Which of the following must she ensure?

Accepted Answer

The answer of Renu is the human resources professional at...

Question 20

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of

Accepted Answer

Reliability refers to the consistency of scores obtained by a person when they are retested on the same test or an equivalent version of the test. Stability is a synonym for reliability in this context. Integrity refers to honesty and ethical behavior, consistency refers to the stability or reliability of scores, and validity refers to whether a test measures what it is designed to measure.

Quiz 7: Selection