Question 1

Cost should not be used to guide the choice of initial assessment methods.

Accepted Answer

Cost is a practical consideration in the selection of initial assessment methods, as resources are often limited and the most cost-effective approach that still ensures accuracy and reliability should be chosen.

Question 2

Video résumés have become a major component of selection in most large organizations.

Accepted Answer

While video résumés are becoming more popular, they are not yet a major component of selection in most large organizations. Traditional paper or online résumés still hold more weight in the hiring process.

Question 3

A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.

Accepted Answer

A finalist is typically someone who has passed the initial rounds of assessment and is now in the final stages of consideration for a position, award, or honor, often having already received an offer or being very close to it.

Question 4

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job be filled and the qualifications of the job applicants.

Accepted Answer

The logic of prediction involves comparing job requirements to job applicant qualifications in order to make a prediction about which applicant will be the best fit for the job.

Question 5

Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.

Accepted Answer

Contingent methods mean that the job offer is subject to certain qualifications or conditions, such as passing a medical exam, background check, or drug test.

Question 6

A power test is used when the speed of work is an important part of the job.

Accepted Answer

A power test measures the maximum effort a person can make, focusing on the difficulty level of tasks rather than the speed at which they are completed. Speed tests, not power tests, assess the speed of work.

Question 7

College grades are more valid predictors of job performance than high school grades.

Accepted Answer

The answer of College grades are more valid predictors of...

Question 8

The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.

Accepted Answer

The process of translating the results of a job analysis into actual predictors to be used for selection is known as criterion development. Discriminant validity study is a type of validity study used to determine if a selection tool measures the construct it is intended to measure, rather than measuring other constructs.

Question 9

Research suggests that the quality of the school a person graduates from makes a difference in the labor market.

Accepted Answer

Multiple studies have found that graduates from high-quality schools are more likely to earn higher salaries and have better job opportunities than those who graduate from lower-quality schools. This is due to a combination of factors such as higher academic standards, better resources and facilities, stronger networks and connections, and more prestigious reputations.

Question 10

A major problem with resumes and cover letters is misrepresentation.

Accepted Answer

Misrepresentation in resumes and cover letters can include exaggerating past accomplishments or job duties, falsifying education or work experience, or even using someone else's work as your own. It can lead to legal and ethical issues for both the candidate and the employer.

Question 11

Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.

Accepted Answer

Outsourcing résumé collection to résumé-tracking services can be highly efficient and cost-effective for employers, as it streamlines the hiring process by automating the collection and initial screening of résumés, saving time and resources.

Question 12

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

Accepted Answer

Occupational certifications can be offered by a variety of organizations, not just regulated by the Department of Labor. Many are provided by professional associations, industry groups, and private companies, each with their own standards and requirements.

Question 13

To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.

Accepted Answer

Including information on an application blank that is not related to the job or could be a potential discriminatory factor could lead to charges of unfair discrimination. Therefore, it is best to only include information related to the KSAOs (knowledge, skills, abilities, and other characteristics) that are demonstrated as important to the job.

Question 14

Research has found that level of education is moderately related to job performance.

Accepted Answer

The answer of Research has found that level of education...

Question 15

External selection refers to the assessment and evaluation of external job applicants.

Accepted Answer

External selection involves the process of assessing and evaluating candidates who are external to the organization and apply for a job vacancy. It includes various methods such as resumes screening, application forms, interviews, and reference checks. Internal selection, on the other hand, refers to the process of filling job vacancies within the organization by selecting employees who are already working in different positions.

Question 16

Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles.

Accepted Answer

Job analysis involves a detailed examination of the tasks, responsibilities, and requirements of a job, and may reveal similarities and overlaps between seemingly different jobs. Thus, it is possible for seemingly unrelated jobs to have more in common than would be expected based solely on their job titles.

Question 17

Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.

Accepted Answer

This statement is incorrect. Organizations recognize the importance of a sound selection plan in hiring the right candidates and reducing turnover costs. Hence, the benefits of developing a selection plan outweigh the costs.

Question 18

The first step in developing a selection plan is to list relevant KSAOs associated with a job.

Accepted Answer

The first step in developing a selection plan is to identify and list the relevant knowledge, skills, abilities, and other characteristics (KSAOs) that are required to perform the job successfully.

Question 19

Occupational certification helps guard against the misuse of job titles in human resource selection.

Accepted Answer

Occupational certification provides a way for individuals to demonstrate their qualifications and expertise in a particular field, and helps employers identify candidates who possess the necessary skills and knowledge for a given job. By requiring individuals to meet specific education, training, and experience requirements and pass a standardized exam, certification bodies can help ensure that only qualified professionals are able to use certain job titles. This can help guard against the misuse of job titles and the hiring of unqualified individuals who could potentially harm the organization or its customers.

Question 20

Résumé scanning software tends to look for nouns more than action verbs.

Accepted Answer

Résumé scanning software uses keyword matching to identify relevant candidates, and typically focuses on nouns such as job titles, skills, and education. Action verbs may also be important, but are generally not as heavily weighted in the scanning process.

Quiz 8: External Selection I