Question 1

Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Accepted Answer

An equivalent form estimate occurs when you administer a test and then administer what experts believe to be an equivalent test later.

Question 2

The interview is the most widely used personnel selection procedure.

Accepted Answer

The interview is still the most widely used method for personnel selection, although other methods such as resumes, cognitive and personality tests, assessment centers, and work samples are becoming increasingly popular.

Question 3

Reliability confirms that one is measuring what one intends to measure.

Accepted Answer

The answer of Reliability confirms that one is measuring what...

Question 4

Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.

Accepted Answer

Interest inventories are designed to identify the unique interests and strengths of individuals and match them with career options that align with their abilities and preferences. They typically present a range of activities or situations and ask the test taker to indicate their level of interest or preference for each one. Results are then compared to the interests of people in various occupations to provide suggestions for career paths that may be a good fit.

Question 5

Test validity answers the question, "Does this test measure what it's supposed to measure?"

Accepted Answer

Test validity is the extent to which a test measures what it is designed to measure, so the answer is true.

Question 6

There are six steps in the validation process beginning with analyzing the job and concluding with revalidation.

Accepted Answer

The validation process typically involves steps like job analysis, selection of criteria, development of measures, validation of measures, implementation, and monitoring, but it does not universally conclude with revalidation.

Question 7

An internal comparison estimate measures internal consistency.

Accepted Answer

An internal comparison estimate measures the consistency among the items within a single measure or scale, so it is a measure of internal consistency.

Question 8

Consider the following question: "Can you provide an example of a specific instance where you provided leadership in a difficult situation?" What type of question is this?
A) background
B) behavioral
C) situational
D) structured

Accepted Answer

This is a behavioral question as it asks for a specific example of past behavior, in this case providing leadership in a difficult situation.

Question 9

Consider the following question: "What work experience do you have in marketing and sales?" What type of question is this?
A) background
B) behavioral
C) situational
D) job knowledge

Accepted Answer

This question is asking about the candidate's previous work history and is therefore classified as a background question.

Question 10

Most interviews are one-on-one.

Accepted Answer

Most interviews are conducted between the interviewer and the interviewee in a one-on-one format. However, there are some instances where group interviews or panel interviews may take place.

Question 11

Avoiding negligent hiring claims requires taking every single precaution possible.

Accepted Answer

Avoiding negligent hiring claims requires taking reasonable precautions, not every single one. Employers must conduct due diligence, such as background checks, but are not expected to foresee every potential issue.

Question 12

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test when he or she takes the same test on two or more different occasions.

Accepted Answer

A reliable test is one that produces consistent results over time and across different versions of the test. This means that if the same person takes two different versions of the test or takes the same test multiple times, their scores should be similar or the same.

Question 13

A minority of HR managers check applicants' backgrounds.

Accepted Answer

Most HR managers conduct background checks as part of the hiring process to verify the qualifications and history of applicants.

Question 14

Lower-level workers such as clerks are cheap to hire.

Accepted Answer

The cost of hiring lower-level workers like clerks can vary based on factors such as location, industry, and demand for labor, and they may not necessarily be cheap to hire.

Question 15

Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Accepted Answer

It's best to validate them in your own organization. However, the fact that the same tests have proven valid in similar organizations-called validity generalization-is usually adequate.

Question 16

Criterion validity emphasizes judgment.

Accepted Answer

The answer of Criterion validity emphasizes judgment....

Question 17

Validity confirms that one is measuring something consistently.

Accepted Answer

Validity refers to measuring what one intends to measure accurately, whereas consistency is referred to as reliability. Validity and reliability are not the same concepts.

Question 18

Effective selection depends to a large degree on the concept of validity but not reliability.

Accepted Answer

Effective selection depends on both validity and reliability. Validity refers to the degree to which a selection tool measures what it is intended to measure (e.g. job-related skills and abilities), while reliability refers to the consistency and stability of results obtained from the selection tool. Both are important for effective selection.

Question 19

Consider the following question: "Suppose you saw a co-worker who was not following standard work procedures. The co-worker claimed that the new procedure was better. What would you do?" What type of question is this?
A) background
B) past behavior
C) situational
D) job knowledge

Accepted Answer

This is a situational question as it presents a hypothetical scenario and asks the respondent to consider what they would do in that situation.

Question 20

Consider the following question: "What factors should be considered when developing a customer database?" What type of question is this?
A) background
B) past behavior
C) situational
D) job knowledge

Accepted Answer

This question is asking about the knowledge required to develop a customer database, which relates to job knowledge.

Quiz 4: Testing and Selecting Employees