Deck 6: Employee Selection

Question 1

The number of steps in the selection process and their sequence will vary,not only with the organization,but also with the type and level of jobs to be filled.

Answer 1

True

Question 2

Content validity is the most complicated type of validity to assess.

Answer 2

False

Question 3

The higher the overall validity of a selection procedure,the greater the chances of hiring individuals who will be the better performers.

Answer 3

True

Question 4

Validity generalization refers to averaging validity coefficients from all tests to form a composite 'general' validity measure.

Question 5

Predictive and concurrent validity are determined by comparing test scores with supervisor performance ratings.

Question 6

Interviewers should steer clear of issues such as age,race,marital status,and sexual orientation.

Question 7

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.

Question 8

Because more steps are generally required when filling positions externally,companies often try to hire within and advertise externally only as a last result.

Question 9

Reliability refers to the extent to which two methods yield similar results,but not to the agreement between two or more raters.

Question 10

While the overall selection process is the responsibility of the HR department,line managers often make the final decision about hiring personnel into their unit.

Question 11

The closer the content of the selection instrument to actual work samples or behaviors,the higher the content validity.

Question 12

Validity refers to what a selection procedure measures and how well it measures it.

Question 13

According to CareerBuilder,far fewer people lie on application forms relative to their resumes.

Question 14

A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.

Question 15

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

Question 16

Reliability refers to what a test or other selection procedure measures and how well it measures it.

Question 17

If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.

Question 18

A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.

Question 19

Correlation (validity)coefficients range from 0.00 to 1.00.

Question 20

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Question 21

Asking an applicant for an accounting position to solve accounting problems similar to those encountered on the job is an example of construct validity.

Question 22

On-line applications can speed up the selection process,combine information,and disseminate promising leads to hiring managers more efficiently.

Question 23

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Question 24

In highly structured interviews,the interviewer determines the course that the interview will follow as each question is asked.

Question 25

In most instances,employers can legally use polygraph tests to screen applicants.

Question 26

"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.

Question 27

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Question 28

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

Question 29

Because of legislation prohibiting their use except in special occupations,use of lie detectors in private firms is extremely low.

Question 30

Structured interviews are less likely than nondirective interviews to be attacked in court

Question 31

A behavioral description interview focuses on hypothetical situations.

Question 32

Legally,medical examinations can only be given after an offer of employment has been extended.

Question 33

Federal courts have significantly expanded the areas of questioning permitted during an interview.

Question 34

Most interviews take place in person.

Question 35

An organization must advise and receive written consent from applicants if credit reports will be requested.

Question 36

Firms that operate in more than one state can easily develop one form to use in all locations.

Question 37

To protect themselves from hiring potentially bad employees,organizations are encouraged to ask job applicants about past arrests on biographical information blanks.

Question 38

On application forms,questions about arrests are not permissible.

Question 39

Sequential interviews are very common

Question 40

Most large companies accept applications online.

Question 41

Behavioral description interviews are based on hypothetical situations.

Question 42

If a work sample test includes major job functions and predicts job success,it has construct validity.

Question 43

Conscientiousness refers to the degree to which someone is trusting,amiable,cooperative,and flexible.

Question 44

It is inappropriate to ask men if they are married or have children.

Question 45

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

Question 46

Individuals have a legal right to examine letters of reference about them (unless they waive the right to do so).

Question 47

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Question 48

Personality tests measure such things as agreeableness,extroversion,and openness to experience.

Question 49

Because of the physical differences between the genders,physical ability tests should be carefully validated on the basis on the essential functions of the job.

Question 50

A situational interview asks the applicant what they actually did in a given situation.

Question 51

Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively.

Question 52

If a work sample test includes major job functions and predicts job success,it has content validity.

Question 53

Openness to experience refers to the degree to which someone is insightful,creative,artistic,and curious.

Question 54

Employment interviews can serve as a public relations tool for employers.

Question 55

Physical ability tests tend to predict performance,accidents,and injuries.

Question 56

The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use.

Question 57

Data obtained from nondirective interviews are difficult to validate.

Question 58

Extroversion refers to the degree to which someone is insightful,creative,artistic,and curious.

Question 59

A pre-employment test is a subjective measure of behavior.

Question 60

"Tell me more about your experiences on your last job" is an example of a nondirective interview question.

Question 61

What is usually the first step in the selection process?

A) reference check
B) submission of resume
C) interviews
D) background checks

Question 62

Video interviews have the advantages of speed and cost effectiveness.

Question 63

Which of the following should NOT be asked on an application form?

A) application date
B) references
C) national origin
D) criminal convictions

Question 64

The clinical approach to selection eliminates personal biases and stereotypes.

Question 65

The final decision to hire an applicant usually belongs to:

A) the HR recruiter.
B) the HR manager.
C) supervisors
D) co-workers.

Question 66

The statistical approach to decision making is less objective than the clinical approach.

Question 67

The type of information obtained from an applicant should be based on:

A) job specifications.
B) job design.
C) manning tables.
D) the HR manager's preferences.

Question 68

Typically,a computer interview requires candidates to answer a series (75 - 125)of multiple-choice questions tailored to the job.

Question 69

Behavioral description interviews appear to be more effective than situational interviews,especially for higher level positions.

Question 70

The multiple hurdle model is sequential,in that candidates must score well enough on one measure to advance on to the next.

Question 71

Federal law requires comprehensive background checks for all child care providers,and prohibits convicted felons from engaging in financial and security-oriented transactions.

Question 72

It is much easier to measure what individuals can do than what they will do.

Question 73

An interviewer who judges an individual favorably based on one strong point has committed a halo error.

Question 74

The interview remains a mainstay of selection because of all of the following,EXCEPT:

A) it absolves the organization of legal liability
B) it is practical
C) it serves public relations purposes
D) interviewers maintain confidence in their judgments

Question 75

In the clinical approach to selection,different evaluators assign different weights to an applicant's strengths and weaknesses.

Question 76

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Question 77

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

Question 78

The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.

Question 79

Police,fire fighting and teaching areas appear to be more prone to discrimination litigation.

Question 80

A selection model is compensatory if it requires applicants to achieve some minimum level of proficiency on all selection dimensions.