Question 1

Which of the following best explains why assessment centres are only used relatively rarely in employee selection?&#10;A) Cost&#10;B) Low face validity&#10;C) Poor reliability&#10;D) Potential unfairness

Accepted Answer

Assessment centres are relatively rarely used in employee selection primarily due to their high cost. They require significant resources in terms of time, personnel, and materials to administer, making them less accessible for many organizations.

Question 2

What is being described here? An approach to employee selection which focuses primarily on finding a person who matches the person specification and will prove to be 'a square peg in a square hole'.&#10;A) A processual approach&#10;B) A job-fit approach&#10;C) A team-fit approach&#10;D) An organisation-fit approach

Accepted Answer

The description provided matches with the job-fit approach, where the main objective is to find the right person who fits the specific job requirements listed in the person's specification. This approach works on the principle of finding a 'square peg for a square hole,' meaning finding an employee who is an exact match for the job role.

Question 3

What is being described here? A selection test which measures the extent to which necessary skills have already been acquired by candidates.&#10;A) Aptitude tests&#10;B) General intelligence tests&#10;C) Attainment tests&#10;D) Personality tests

Accepted Answer

Attainment tests are designed to measure what a candidate knows, or whether they have acquired the necessary skills for a particular job or education requirement. This is in contrast to aptitude tests, which measure a candidate's potential to acquire the necessary skills. General intelligence tests measure a candidate's overall cognitive ability, while personality tests assess their personality traits.

Question 4

Which of the following selection methods are the most widely used?&#10;A) Competency-based interviews&#10;B) Structured panel interviews&#10;C) Assessment centres&#10;D) General ability tests

Accepted Answer

The answer of Which of the following selection methods are...

Question 5

In relation to selection testing, the term 'reliability' is used to mean the extent to which:&#10;A) the test can predict subsequent job performance&#10;B) the test can predict length of service&#10;C) the test consistently measures whatever it does measure&#10;D) the test predicts employees who will be reliable

Accepted Answer

Reliability in selection testing refers to the consistency with which the test measures whatever it is intended to measure. It is important for a test to be reliable as inconsistent results can lead to wrong hiring decisions. Option A refers to predictive validity, Option B refers to criterion-related validity, and Option D refers to a different concept altogether.

Question 6

Which of the following combinations of selection methods make up the 'classic trio'?&#10;A) Application forms, interviews and assessment centres&#10;B) Application forms, assessment centres and references&#10;C) Interviews, references and personality tests&#10;D) Application forms, interviews and references

Accepted Answer

The classic trio of selection methods includes application forms, interviews, and references. Assessment centres and personality tests are also commonly used in selection processes, but they are not part of the classic trio.

Deck 8: Selection Methods and Decisions