Question 1

Jan runs a temporary agency that provides experienced IT professionals.She gives a virus laden IT network to job candidates and an hour to get it running as part of the selection process.She does not hire based on this test, but compares their scores to their job performance evaluations after the first two job assignments.She is using this test for
A)predictive validity.
B)constraint validity.
C)content validity.
D)reliability.
E)discriminant analysis.

Accepted Answer

Predictive validity refers to the extent to which a test predicts future performance. In this scenario, Jan is using the test to predict how well the candidates will perform in their job based on their scores from the virus-laden IT network challenge.

Question 2

Why do organizations conduct background checks on potential employees?
A)To identify good work team opportunities.
B)To comply with ADA regulations for reasonable accommodation.
C)The FLSA requires credit history on all hourly workers
D)Past behavior is a good predictor of future behavior.
E)Most internal investigators have been reassigned from line responsibilities.

Accepted Answer

Background checks are commonly conducted by organizations to assess a candidate's history and behavior, as past behavior is often considered a good predictor of future behavior. This helps employers ensure they are hiring individuals who are likely to perform well and not pose a risk to the organization. Options A, B, C, and E do not accurately describe the primary reasons for conducting background checks.

Question 3

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.

Accepted Answer

Raising the cut score on the employment test will make the test more difficult to pass, thereby decreasing the size of the applicant pool by eliminating those who score below the higher threshold.

Question 4

John's conditional job offer has been rescinded by the Grace Hospital.His prior employer referred Grace to the public records of John's criminal drug activity in that city.Is this action legal?
A)Yes, under bona fide occupational qualification.
B)Yes, under qualified privilege.
C)Yes, under reasonable accommodation.
D)No, under reasonable accommodation.
E)No, under qualified privilege.

Accepted Answer

Qualified privilege allows employers to share truthful information about employees or former employees without fear of defamation lawsuits, provided the information is shared in good faith and with a proper purpose, such as during a reference check. In this case, Grace Hospital's action is protected under qualified privilege because the information about John's criminal drug activity was obtained through a reference check with a prior employer and pertains to his suitability for employment.

Question 5

When using a cut score, a validity coefficient close to one is good.What does that mean?
A)There is a strong positive correlation between an individual's test score and his or her job performance.
B)The meta-analysis has reduced discrepancies in all of the testing criteria results.
C)The measure has uniformity.
D)There is a strong relationship between the applicants this year and applicants from a year ago.
E)One recruiter can analyze up to 1000 applicant scores a day.This number is the same as the z-score.

Accepted Answer

A validity coefficient close to one indicates a strong positive correlation between an individual's test score and his or her job performance, meaning the test is a good predictor of job performance.

Question 6

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.

Accepted Answer

Connie is establishing concurrent validity by comparing the scores from the mathematics tests to the performance evaluations of the cash register operators. Concurrent validity involves assessing the test's ability to measure what it is supposed to measure by comparing it to an outcome assessed at the same time.

Question 7

Company XYZ is using an aptitude test to measure the applicants' cognitive abilities.The score of the test can vary from 10 to 100.A score of 10 indicates very low cognitive abilities whereas a score of 100 indicates exceptional cognitive abilities.A job candidate, Robert, received a score of 87 when he took the test in April.Robert took the test again (same test)in June.However, the second time his score was only 42.What type of problem may this test 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

Accepted Answer

A reliability problem is indicated by the significant inconsistency in Robert's scores from the same test taken at two different times. Reliable tests should produce similar results under consistent conditions.

Question 8

Which of the following is NOT true regarding realistic job previews?
A)Realistic job previews provide applicants with favorable and unfavorable information about the job and organization.
B)Realistic job previews help increase job survival among new employees.
C)Giving the applicants a realistic job preview before offering them the job lowers acceptance rates.
D)Giving the applicants a realistic job preview before offering them the job reduces turnover without lowering acceptance rates.
E)Applicants who receive a realistic job preview tend to have more realistic expectations about the job.

Accepted Answer

Realistic job previews do not necessarily lower acceptance rates; they help set realistic expectations, which can lead to better job satisfaction and lower turnover.

Question 9

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

Accepted Answer

The test has a predictive validity problem because it fails to accurately forecast future job performance based on the test scores, which is the essence of predictive validity.

Question 10

A-Frame Manufacturing is using a job knowledge test in its selection process.It appears that the test content omits knowledge about important tasks necessary to effectively perform the job.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

Accepted Answer

The test has a content validity problem because it does not adequately cover all the knowledge areas necessary for the job, indicating that the test content is not fully representative of the job's requirements.

Question 11

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)Check social media profiles of all candidates prior to the interview to assure cultural fit.
B)Don't rush the process.Hire a temporary worker during the transition if necessary.
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)Prepare a realistic job preview.
E)During a job interview, ask appropriate questions, such as the long and short-term goals of the applicant.

Accepted Answer

Checking social media profiles of all candidates prior to the interview to assure cultural fit can be problematic due to privacy concerns and the potential for discrimination. It's important to focus on professional qualifications and experiences.

Question 12

When applicants dress up, use good manners and try to win over the interviewer, they are using:
A)Interviewer bias.
B)Realistic job previews.
C)Impression management.
D)Perception mismanagement.
E)Organizational fit.

Accepted Answer

Impression management refers to the process where individuals attempt to control the impressions others form of them, especially during job interviews, by dressing up, using good manners, and employing strategies to positively influence the interviewer's perception.

Question 13

Who should make the actual hiring decision?
A)The HR manager
B)The general manager
C)The recruiter
D)The manager in the department where the vacancy exists
E)The compensation and benefits manager

Accepted Answer

The manager in the department where the vacancy exists is typically responsible for making the actual hiring decision, as they are most familiar with the team's needs and the specific requirements of the role.

Question 14

Sancho, a banker, has been trying to find a new loan officer assistant for 6 months.What advice do you, as a human resource professional, have for him about using tests for concurrent or predictive validity? Both are available in the organization.
A)Current employees and applicants are very similar.Use the least expensive measure.
B)There may be little similarity between current employees and applicants.Use the concurrent measures.
C)There may be little similarity between current applicants and past applicants.Use predictive measures.
D)There may be little similarity between current applicants and past applicants.Use concurrent measures.
E)There may be little similarity between current employees and applicants.Use the predictive measures.

Accepted Answer

Predictive validity measures how well a test predicts future job performance, which is more appropriate when current employees and applicants may not be similar, as it assesses how potential hires might perform based on their test results. Concurrent validity, comparing current employees' test scores to their job performance, might not be as relevant in this scenario.

Question 15

Josh was not hired for a job as a dump truck driver because he scored below 40 on the emotional intelligence test, even though he scored a perfect 100 on a driving and dumping test.He challenged this in court, contending that this employment test does not have
A)predictive validity.
B)reliability.
C)content validity.
D)validity analysis.
E)contaminant validity.

Accepted Answer

The answer of Josh was not hired for a job...

Question 16

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.

Accepted Answer

Realistic job previews provide potential employees with a true picture of what their job will entail, which helps in setting the right expectations. This leads to lower turnover because employees know what to expect and are less likely to leave due to unmet expectations. It does not necessarily lower acceptance rates because those who do accept the job are more committed and informed about what they are getting into.

Question 17

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called
A)reliability coefficients.
B)significant coefficients.
C)validity coefficients.
D)canonical coefficients.
E)empirical coefficients.

Accepted Answer

Validity coefficients are used to demonstrate the statistical relationships between an individual's test score and their performance, indicating how well a test measures what it is supposed to measure.

Question 18

Correlation coefficients are used to demonstrate the statistical relationships existing between an individual's test score and her/his performance.The correlation coefficients can range in magnitude from
A)zero to +1.
B)zero to -1.
C)- 1 to +1.
D)-100 to +100.
E)-2 to +2.

Accepted Answer

Correlation coefficients range from -1 to +1, where -1 indicates a perfect negative correlation, +1 indicates a perfect positive correlation, and 0 indicates no correlation.

Question 19

Which is not required to establish predictive validity:
A)All prospective applicants take the test and scores are kept.
B)Applicants who were hired were evaluated by supervisors.
C)Applicants who were not hired are re-tested.
D)Scores of hired applicants are compared to supervisor evaluations.
E)Supervisor ratings are compared to test scores.

Accepted Answer

Predictive validity involves establishing that test scores taken before an event (like hiring) predict future outcomes (like job performance). Re-testing applicants who were not hired (C) is not necessary for establishing predictive validity; what matters is comparing the test scores of those hired to their later performance, as outlined in options B, D, and E.

Question 20

Which of the following is NOT true regarding international assignments?
A)They require greater attention to personality factors.
B)They require greater talent for relating to all types of people.
C)They require greater attention sensitivity to different management styles.
D)They require greater attention to the applicant's gender.
E)They require greater attention to supportive family.

Accepted Answer

International assignments necessitate a focus on personality, adaptability, sensitivity to different management styles, and supportive family situations rather than the applicant's gender. Gender is not a primary factor in determining the suitability for international assignments.

Quiz 6: Foundations of Selection

Why do organizations conduct background checks on potential employees?

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?

John's conditional job offer has been rescinded by the Grace Hospital.His prior employer referred Grace to the public records of John's criminal drug activity in that city.Is this action legal?

When using a cut score, a validity coefficient close to one is good.What does that mean?

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?

Which of the following is NOT true regarding realistic job previews?

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-Frame Manufacturing is using a job knowledge test in its selection process.It appears that the test content omits knowledge about important tasks necessary to effectively perform the job.What type of problem does this test seem to have?

When applicants dress up, use good manners and try to win over the interviewer, they are using:

Who should make the actual hiring decision?

Sancho, a banker, has been trying to find a new loan officer assistant for 6 months.What advice do you, as a human resource professional, have for him about using tests for concurrent or predictive validity? Both are available in the organization.

Josh was not hired for a job as a dump truck driver because he scored below 40 on the emotional intelligence test, even though he scored a perfect 100 on a driving and dumping test.He challenged this in court, contending that this employment test does not have

Studies of realistic job previews show that they

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called

Correlation coefficients are used to demonstrate the statistical relationships existing between an individual's test score and her/his performance.The correlation coefficients can range in magnitude from

Which is not required to establish predictive validity:

Which of the following is NOT true regarding international assignments?