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Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers. This job, like most in his organization, requires an employment test. What should he do?


A) Stop using the employment test.
B) Lower the cut score on the employment test.
C) Raise the cut score on the employment test.
D) Increase the concurrent validity of the employment test.
E) Increase the reliability of the employment test.

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The selection process may include all of the following steps EXCEPT


A) background investigation.
B) screening interview.
C) application form.
D) employment tests.
E) a history evaluation of hobbies.

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MATCHING KEY TERMS AND DEFINITIONS -An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.


A) Performance simulation test
B) Weighted application forms
C) Application
D) Reliability
E) Criterion-related validity
F) Background investigation
G) Concurrent validity
H) Qualified privilege
I) Work sampling
J) Behavioral interview
K) Validity generalization
L) Predictive validity
M) Cut score
N) Validity
O) Interviewer bias

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_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

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Performanc...

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MATCHING KEY TERMS AND DEFINITIONS -A selection device's consistency of measurement.


A) Performance simulation test
B) Weighted application forms
C) Application
D) Reliability
E) Criterion-related validity
F) Background investigation
G) Concurrent validity
H) Qualified privilege
I) Work sampling
J) Behavioral interview
K) Validity generalization
L) Predictive validity
M) Cut score
N) Validity
O) Interviewer bias

Correct Answer

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Yu Chen, one of your most valued employees, has decided to leave your organization after 20 years of exceptional service. His decision took you completely by surprise and you have to fill the position quickly. To make sure you do not make a mistake and hire the wrong person, you should do all of the following EXCEPT


A) Conduct a reference checking without the applicant's knowledge.
B) Don't panic. Hire a temporary worker during the transition.
C) Update the list of job requirements, duties, and responsibilities so that you and the job candidate will understand the expectations of the position.
D) Before you extend an offer, check references.
E) During a job interview, ask appropriate questions, such as the long and short-term goals of the applicant.

Correct Answer

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Service International is using an aptitude test in its selection process. It appears that individuals who received high scores on the aptitude test ended up performing very poorly on the job after they were hired. What type of problem does this test seem to have?


A) A predictive validity problem
B) A reliability problem
C) A content validity problem
D) A construct validity problem
E) A concurrent validity problem

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A

MATCHING KEY TERMS AND DEFINITIONS -Validating tests by using current employees as the study group.


A) Performance simulation test
B) Weighted application forms
C) Application
D) Reliability
E) Criterion-related validity
F) Background investigation
G) Concurrent validity
H) Qualified privilege
I) Work sampling
J) Behavioral interview
K) Validity generalization
L) Predictive validity
M) Cut score
N) Validity
O) Interviewer bias

Correct Answer

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MATCHING KEY TERMS AND DEFINITIONS -Refers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.


A) Performance simulation test
B) Weighted application forms
C) Application
D) Reliability
E) Criterion-related validity
F) Background investigation
G) Concurrent validity
H) Qualified privilege
I) Work sampling
J) Behavioral interview
K) Validity generalization
L) Predictive validity
M) Cut score
N) Validity
O) Interviewer bias

Correct Answer

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All of the following would be likely to cause the HR person to remove an applicant from the pool during the initial screening of the selection process EXCEPT


A) Lack of experience.
B) Performance test data.
C) Many brief jobs.
D) Gaps in the applicant's job history.
E) Seminars and courses, instead of appropriate education.

Correct Answer

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Ahmad, a veteran manager in the fast-food business, applied for a manager position at a fast-food restaurant when he relocated because of health reasons. He was told he did not get the job because he did not have a high school diploma. Although that was not stated as a job requirement for manager positions, he learned that the application form he completed was the same one used for counter workers. That form is legally weighted to consider education level. He can use which of the following as a basis for legal challenge?


A) None of these items should be weighted more heavily than any of the others.
B) Application items were not validated for the manager positions.
C) Prior job experience should be weighted more heavily than educational background.
D) Educational background should be weighted more heavily than prior job experience.
E) Application forms cannot be used in this way.

Correct Answer

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Validation coefficients demonstrate the statistical relationships existing between an individual's test score and his or her job performance.

Correct Answer

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Studies of realistic job previews show that they


A) increase turnover and increase acceptance rates.
B) reduce turnover and reduce acceptance rates.
C) challenge even the best HR professionals to explain the discrepancies.
D) reduce turnover without lowering acceptance rates.
E) reduce participation rates among majority applicants.

Correct Answer

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All of the following are performed during the initial screening and help minimize selection costs EXCEPT


A) Discussing details of the job description.
B) Revealing low salary range data.
C) Describing benefits, especially medical care.
D) Holding telephone call interviews.
E) All of the above.

Correct Answer

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MATCHING KEY TERMS AND DEFINITIONS -The process of verifying information that is provided by job candidates.


A) Performance simulation test
B) Weighted application forms
C) Application
D) Reliability
E) Criterion-related validity
F) Background investigation
G) Concurrent validity
H) Qualified privilege
I) Work sampling
J) Behavioral interview
K) Validity generalization
L) Predictive validity
M) Cut score
N) Validity
O) Interviewer bias

Correct Answer

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F

MATCHING KEY TERMS AND DEFINITIONS -The proven relationship of a selection device to relevant criterion.


A) Performance simulation test
B) Weighted application forms
C) Application
D) Reliability
E) Criterion-related validity
F) Background investigation
G) Concurrent validity
H) Qualified privilege
I) Work sampling
J) Behavioral interview
K) Validity generalization
L) Predictive validity
M) Cut score
N) Validity
O) Interviewer bias

Correct Answer

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What is the main advantage of work sampling over traditional pencil-and-paper tests?


A) Compared to pencil-and-paper tests, work sampling is applicable to all levels of the organization.
B) It is easier to develop good work samples.
C) Work sampling tends to be a better predictor of short-term performance.
D) Work sampling is easier to use for managerial positions.
E) None of the above.

Correct Answer

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C

The most effective technique to excel in an interview for a candidate is to arrive at the interview site a few minutes early and for the first time look through any company literature lying about to get an idea of what the company does.

Correct Answer

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In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

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behavioral...

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Connie hires cash register operators for a large grocery chain. She gives basic mathematics tests to applicants six months after they are hired and compares the scores to their performance evaluations. What is Connie doing?


A) Establishing predictive validity.
B) Confirming reliability.
C) Monitoring reliable validity.
D) Establishing concurrent validity.
E) Evaluating concept inferences.

Correct Answer

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