Selection Ch7 Verified Test Bank

Chapter 7, Selection

TRUE/FALSE

Ban-the-box laws prevent application forms from being too difficult to complete online.

Difficulty: Medium

Learning Objective 1: Describe how application forms are used and the relevant legal issues.

Online application form feed directly into HRIS applicant tracking systems.

Difficulty: Easy

Learning Objective 1: Describe how application forms are used and the relevant legal issues.

Employers are prohibited from including statements such as the applicant may be fired for providing false information on the application form.

Difficulty: Easy

Learning Objective 1: Describe how application forms are used and the relevant legal issues.

The selection process typically begins with the completion of the application form.

Difficulty: Easy

Learning Objective 1: Describe how application forms are used and the relevant legal issues.

The last step of the selection process is the conditional job offer.

Difficulty: Easy

Learning Objective 1: Describe how application forms are used and the relevant legal issues.

The initial screening is a three-step procedure: (1) screening inquiries, (2) screening interviews, and (3) checking references.

Difficulty: Easy

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

Many employers have replaced phone screening of applicants with online video screening.

Difficulty: Easy

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

Assessment centers are a type of performance simulation tests.

Difficulty: Easy

Learning Objective 3: Outline the types and uses of pre-employment testing.

Work sampling includes a series of exercises used for selection, development, and performance appraisal.

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

A comprehensive interview is used to assess a candidate’s motivation, values, ability to work under pressure, and ability to fit in with the organizational culture.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Online interviews are becoming popular despite the difficulty of scheduling and inconsistent information gathered.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Many interviewers like to conduct unstructured interviews although they are not a good indicator of actual job performance.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Viewing the social media profile of a candidate prior to an interview may create bias on the part of the interviewer.

Difficulty: Medium

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

Impression management is the candidate’s attempt to manipulate the interviewer’s opinion.

Difficulty: Medium

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

The key element in a realistic job preview is providing negative as well as positive information.

Difficulty: Medium

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

Background investigations are performed, in part, to protect employers from negligent hiring liability.

Difficulty: Easy

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

Unfortunately, former employer of a job applicant is prohibited by law from ever talking to the new employer about the applicant.

Difficulty: Medium

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

Medical and physical examinations are prohibited by the Americans with Disabilities Act.

Difficulty: Medium

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

If test results are pretty stable in measuring an employees abilities time after time, it is a good example of reliability.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Validity refers to a selection device’s consistency of measurement.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

The degree to which a test measures a particular trait related to successful performance on the job refer to content validity.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Validation coefficients demonstrate the statistical relationships existing between an individual’s test score and his or her job performance.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

It is important to leave the final hiring decision to HR professionals rather than to department managers.

Difficulty: Medium

Learning Objective 8: Explain factors relevant to employment offers and global selection.

It is not necessary, when rejecting a job candidate, to worry about how the rejection is worded, as it will have minimal, if any, impact on the organization.

Difficulty: Medium

Learning Objective 8: Explain factors relevant to employment offers and global selection.

It’s important in the interview to ask the interviewer what the organization does.

Difficulty: Easy

Learning Objective 9: Outline how to personally excel in the interview process.

Sending a thank you note is considered out-of-date and not necessary, especially in high-tech organizations.

Difficulty: Easy

Learning Objective 9: Outline how to personally excel in the interview process.

MATCHING KEY TERMS AND DEFINITIONS

a) Performance simulation test

b) Weighted application forms

c) Application

d) Reliability

e) Criterion-related validity

f) Background investigation

g) Concurrent validity

h) Qualified privilege

i) Work sampling

j) Behavioral interview

k) Validity generalization

l) Predictive validity

m) Cut score

n) Validity

o) Interviewer bias

Company-specific employment document completed by job applicants used to generate specific information the company wants.

Difficulty: Easy

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

A special type of application form that uses relevant applicant information to determine the likelihood of job success.

Difficulty: Medium

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

A selection device requiring the job applicant to actually perform a small segment of the job.

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

Work sampling and assessment centers evaluate abilities of applicants in actual job activities.

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

A selection device in which job candidates are observed, not only for what they say, but how they fit the identified dimensions or competencies of the position.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

Difficulty: Medium

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

The process of verifying information that is provided by job candidates.

Difficulty: Easy

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

The ability for companies to speak candidly to one another about employees.

Difficulty: Easy

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

A selection device’s consistency of measurement.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

The degree to which a particular selection device accurately predicts the important elements of work behavior.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Validating tests by using current employees as the study group.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Validating tests by using prospective applicants as the study group.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Refers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

A scoring point below which applicants are rejected.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

The proven relationship of a selection device to relevant criterion.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

FILL-IN THE BLANKS

Several states have passed _______________ laws that prevent application forms from asking about an applicant’s prior arrests or possibly even convictions.

Difficulty: Medium

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

Following the application, most organizations conduct______________ to determine which ones meet minimum qualifications of the position.

Difficulty: Easy

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

Some organizations are using online video screening interviews, but many still do it by ________.

Difficulty: Medium

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

_______ duplicate the tasks of the job and require the applicant to demonstrate that they can perform them satisfactorily.

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

________, the ability to portray an image that will produce a favorable outcome, is a significant source of inaccuracy in interviews.

Difficulty: Medium

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

The ________ allows job applicants to learn negative as well as positive information about the job and organization.

Difficulty: Medium

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

_________ occurs when an employer has failed to properly investigate an employee’s background and that employee is later involved in wrongful conduct.

Difficulty: Medium

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

A _______ is a scoring point below which applicants are rejected.

Difficulty: Easy

Learning Objective 7: List three types of validity and explain why they are important.

A ________is a tentative job offer that results in employment if certain conditions are met.

Difficulty: Easy

Learning Objective 8: Explain factors relevant to employment offers and global selection.

MULTIPLE-CHOICE

Application forms typically include all of the following EXCEPT

a) A statement giving the employer the right to dismiss an employee for falsifying information.

b) A statement that employment is not guaranteed.

c) Permission for the employer to obtain previous work history.

d) Name, address, and telephone number.

e) Marital status.

Difficulty: Medium

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

Which of these questions can be safely asked in an interview?

a) Are you legally eligible for employment in the U.S.?

b) How long ago did you graduate from college?

c) Can your spouse watch your children if you need to work evenings?

d) Which church or community organizations do you belong to?

e) How much sick leave did you take at your last job?

Difficulty: Medium

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

Anthony, vice-president of human resources, wants to decrease turnover for counter workers at a fast food chain. He examined work application forms over the last five years and discovered the following information: 50% of employees who stayed less than 90 days had no prior work experience; 50% of employees who stayed longer than 1 year held more than 2 previous jobs; 80% of employees who stayed less than 90 days held less than a high school degree; 80% of employees who stayed more than a year held a high school degree; 40% of employees who indicated only weekend work schedules left within 90 days; 45% of workers who indicated no weekend work schedules left within 90 days. What should he do?

a) Raise work experience requirements for the job.

b) Lower work experience requirements for the job.

c) Weight prior job experience more heavily than educational level.

d) Weight educational level more heavily than prior job experience.

e) Do not require weekend work schedules.

Difficulty: Hard

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

Ahmad, a veteran retail manager, applied for a position as a supervisor at a newly opened outlet store after the electronics store chain he worked for closed. He was told he did not get the job because he did not have a high school diploma. Although that was not stated as a job requirement for assistant manager positions, he learned that the application form he completed was the same one used for Assistant and General Managers. That form is legally weighted to consider education level. He can use which of the following as a basis for legal challenge?

a) None of these items should be weighted more heavily than any of the others.

b) Application items were not validated for the manager positions.

c) Prior job experience should be weighted more heavily than educational background.

d) Educational background should be weighted more heavily than prior job experience.

e) Application forms cannot be used in this way.

Difficulty: Hard

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

Jermaine has successfully completed his application. What is his next step likely to be?

a) Work sampling

b) Screening interviews

c) Background check

d) Complete the application form

e) Realistic job preview

Difficulty: Medium

Learning Objective 1: Explain how application forms are used and the relevant legal issues.

The selection process may include all of the following steps EXCEPT

a) Background investigation.

b) Screening interview.

c) Application form.

d) Employment tests.

e) History evaluation of hobbies.

Difficulty: Easy

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

The selection process typically consists of:

a) 10 steps

b) 8 steps

c) 6 steps

d) 4 steps

e) 3 steps

Difficulty: Easy

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

All of the following would be likely to cause the HR person to remove an applicant from the pool during the initial screening of the selection process EXCEPT

a) Lack of experience.

b) Performance test data.

c) Many brief jobs.

d) Gaps in the applicant’s job history.

e) Seminars and courses, instead of appropriate education.

Difficulty: Medium

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

All of the following are performed during the initial screening and help minimize selection costs EXCEPT

a) Discuss candidate’s relevant experience

b) Explain salary range.

c) Offer in-person interview.

d) Explain the next step in the process.

e) All of the above.

Difficulty: Medium

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

What can be used to replace traditional telephone screening interviews?

a) Social media site views

b) E-mail

c) Online interviews

d) Applicant tracking software

e) Pre-employment testing

Difficulty: Easy

Learning Objective 2: Explain the purpose of screening applicants and how initial screening is conducted.

Why are performance simulation tests used instead of written tests in the selection process?

a) Employment tests are more expensive than performance simulation tests.

b) It is easier to train an interviewer to administrate a performance simulation test than an employment test.

c) Performance simulation tests more easily meet the criteria of job-relatedness because they evaluate actual job behaviors.

d) Employment tests are conducted after hiring decisions are made, not during the selection process.

e) Literacy rates are 15% lower than they were a decade ago.

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

What is the main advantage of work sampling over traditional testing methods?

a) Compared to traditional testing, work sampling is applicable to all levels of the organization.

b) It is easier to develop good work samples.

c) Work sampling tends to be a better predictor of short-term performance.

d) Work sampling is easier to use for managerial positions.

e) None of the above.

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

Tosi is interviewing for a managerial job with a global manufacturer. He completed the application form and has been screened. Now he is in a group with 4 other candidates, making a stick model of a new product. Later today he is scheduled for a personality test. These activities identify which stage of the selection process?

a) Work sampling

b) Comprehensive interview

c) Assessment center

d) Physical characteristic evaluation

1. No stage. They are just waiting

Difficulty: Medium

Learning Objective 3: Outline the types and uses of pre-employment testing.

Which in true of online interviews?

a) Growth is slow due to unreliable technology.

b) Scheduling online interviews is more difficult.

c) Real-time and on-demand interviews that allow applicants to log-in at any time are currently available.

d) It is impractical for small organizations.

e) It is used primarily for entry to mid-level positions.

Difficulty: Easy

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Which of the following is a legally appropriate question to ask on the application form?

a) What is your name?

b) What is your height?

c) How old are you?

d) Does your faith keep you from working on Saturday?

e) What is your national origin?

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Helaine, a recruiter at Company ABC, is in the process of hiring an office manager. An important success factor for this position is the ability to “fit in” with the firm’s culture. Helaine is planning to use an interview to evaluate the extent to which job applicants are likely to fit in at Company ABC. What selection device should Helaine choose?

a) An assessment center.

b) A stress interview.

c) An integrity test.

d) A comprehensive interview.

e) A work sample test.

Section Reference: Interviewing Applicants

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Daniel is an experienced interviewer for a large service organization. He has just asked a job candidate what she would do in this scenario: “You show up for a routine meeting. The client greets you, angry, yelling, and waving a piece of paper in your face that he asserts contains a billing error. How do you handle the situation?” What is Daniel doing?

a) Screening review

b) Panel interview

c) Serial interview

d) Behavioral interview

e) Stress interview

Difficulty: Hard

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

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.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

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.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

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.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

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.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Which of the following is true of structured interviews?

a) They are also known as non-directive interviews.

b) Questions may be job-specific, behavioral or situational.

c) There is more change for interviewer bias.

d) Time limits are observed.

e) They result in more consistent acceptance rates.

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Which type of interview evaluates a candidate based on actions taken to resolve a situation and the outcome of the action?

a) Stress

b) Directive

c) Unstructured

d) Comprehensive

e) Behavioral

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Which type of interview is best in determining how a candidate might resolve future job issues?

a) Unstructured

b) One-on-one

c) Directive

d) Behavioral

e) Stress

Difficulty: Medium

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Open-ended interview questions such as “if you could be your choice of vehicle, what would you be”? would most likely be asked in which type of interview?

a) Behavioral

b) Stress

c) Directive

d) Creative Flow

e) Unstructured

Difficulty: Easy

Learning Objective 4: Explain several different interview formats and what interviewers need to know to conduct effective interviews.

Interviewer bias can be created by:

a) Realistic job previews

b) Qualified privilege

c) Viewing social media profiles

d) Content validity

e) Validity analysis

Difficulty: Easy

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

David prepared carefully for his interview, taking care to dress properly, cover his visible tattoos and to wear his lapel pin indicating his participation in his employer’s United Way campaign. David was using:

a) Impression management

b) Realistic job preview

c) Interviewer bias

d) Personality projection

e) Preperception

Difficulty: Easy

Learning Objective 5: Discuss the perceptual errors common in the interview process and ways to prevent them.

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.

Difficulty: Medium

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

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.

Difficulty: Easy

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

How should social media be used when ensuring an employer is using job-related criteria for investigating potential employees?

a) The same social media sites should be used for every candidate.

b) Social media should be looked at only after a face-to-face interview.

c) Social media should be viewed only by the hiring manager.

d) Social media should be completely avoided.

e) Social media should be viewed to find information that is typically illegal to ask about during the interview.

Difficulty: Easy

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

What are the advantages of using social media sites to research a job candidate?

a) Social media sites allow employers to ensure due diligence in investigating potential employees.

b) Social media sites allow employers to find information that might be illegal to ask about during the interview.

c) Candidates tend to be more honest on social media sites than in person.

d) Social media sites can be controlled with privacy settings, ensuring only the most relevant information is accessible.

e) Social media sites can be viewed by all members of the interview team, so everyone has the same level of knowledge.

Difficulty: Medium

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

Many companies only provide limited information during a reference check. Is there a value to calling and checking the references today?

a) No, an employer can find more information by looking at a candidate's social media.

b) Yes, a past employer’s reaction to the request can provide significant information about the candidate.

c) No, an employer is limited in the types of information he or she can provide, most of which can be found elsewhere.

d) Yes, past employers and coworkers are often very open and honest when a candidate no longer works for them.

e) No, the concept of qualified privilege inhibits the value of any type of reference check.

Difficulty: Difficult

Learning Objective 6: Explain the purpose and legal issues involved in conducting background investigations.

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

Difficulty: Hard

Learning Objective 7: List three types of validity and explain why they are important.

The Uniform Guidelines on Employee Selection Procedures does NOT require employment testing to:

a) Accurately predict the candidate’s performance on the job.

b) Provide adverse impact.

c) Result in both reliable and valid results.

d) Represent job situations.

e) Demonstrate content and construct reliability.

Difficulty: Hard

Learning Objective 7: List three types of validity and explain why they are important.

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

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Connie hires cashiers 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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Hard

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

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.

Difficulty: Medium

Learning Objective 7: List three types of validity and explain why they are important.

Company XYZ is using an aptitude test to measure the applicants’ technical skills. The score of the test can vary from 10 to 100. A score of 10 indicates very low technical skills whereas a score of 100 indicates exceptional technical skills. 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

Difficulty: Hard

Learning Objective 7: List three types of validity and explain why they are important.

What advice does your text give to organizations that want to use employment testing in the global arena?

a) Employment testing is illegal in Asia.

b) Practices must be adapted to cultures in which the organization operates.

c) Practices must be approved by the United Nations.

d) Home country nationals are required to pass local tests.

e) Graphology is illegal in all countries.

Difficulty: Medium

Learning Objective 8: Explain factors relevant to employment offers and global selection.

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

Difficulty: Easy

Learning Objective 8: Explain factors relevant to employment offers and global selection.

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.

Difficulty: Medium

Learning Objective 8: Explain factors relevant to employment offers and global selection.