MGMT 4813 FINAL
Which of the following is true regarding integrity tests?
They are usually paper-and-pencil or computerized measures.
which of the following is not true regarding bio data and reference reports
both bio data and reference checks have high reliability
Base rate refers to ----
the % of employees judged successful
The purpose of the Taylor-Russell tables is to examine ----
utility
The percent of applicants hired is ----
the selection ratio
The major advantage of application blanks over resumes is:
they are standardized
The biggest reason why cognitive ability tests are not more widely used is ______________.
they have adverse impact on minorities
The best approach to making hiring decisions is -----
top-down
Of the initial selection methods with "high use", which has the highest reliability and validity
training and experience
Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employees for providing false information during the selection process
true
Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.
true
Job knowledge tests hold great promise as a predictor of job performance.
true
Research on the reliability and validity of biodata has been quite positive.
true
Written job offers normally contain terms of acceptance that require written acceptance without revision by the candidate.
true
to ensure that multiple regression will be more precise than unit weighting, there must be a small number of predictors, low correlations between predictors, and a large sample.
true
The most sensible approach for addressing the issue of applicant truthfulness would be to _________.
verify the applicant information provided that is deemed most vital.
The Science of Personality video concluded____
we can't change our personality but we can change our behavior
The validity of assessment centers as a method for internal selection is approximately ____________.
0.25-0.35
According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process?
Ask if the applicant has any disabilities
Which of the following is true regarding research on the validity of personality tests?
Conscientiousness predicted performance across all occupational groups studied.
Which of the following is not a legal justification of a BFOQ involving sex that employers use?
Customers have a preference for dealing with one sex
Which of the following is the best example of a good behavioral description question?
Customers sometimes ask for a solution that's not necessarily the best one for their needs. Please tell me about a time when a customer asked you for a product or service that you thought was especially poorly suited for his/her needs.
Which of the following statements about cutoff scores is a useful guideline for setting cutoff scores?
Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce.
Which of the following statements is false?
Faking has a negative impact on the validity of personality tests
Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
False
Under which circumstances is "hiring success gain" likely to be highest?
Low selection ratio, low base rate, high validity
Which of the following statements regarding résumés is true?
Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions
What is the relationship between orientation and socialization activities?
Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization.
Which of the following is(are) true based on research regarding interviews?
Panel interviews were less valid than individual interviews.
Which of the following is true regarding performance appraisals and internal selection?
Performance appraisals are readily available in organizations.
Which of the following statements about negligent hiring lawsuits against employers is (are) accurate?
The plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee.
The most widely used test of general mental ability for selection decisions is the
Wonderlic Personnel Test
Which of the following is an example a "sign" rather than a "sample"?
a personality test
The most accurate description of the basic purpose of a selection plan is
a selection plan describes predictors to be used to assess KSAOs required to perform the job
Which of the following is the most accurate description of a selection plan?
a selection plan describes predictors to be used to assess KSAOs required to perform the job
Which of the following is not true of the Wonderlic Personnel test?
all alternatives are true (50 multiple choice, used by NFL, time limit is 12 minutes, most widely used pre-employment test)
Which of the following is the more valid predictor of job performance?
application blanks
One major problem with letters of recommendation is that they __________.
are not structured or standardized
A useful guideline for improving the effectiveness of initial interviews is to _____.
ask questions assessing the most basic KSAOs
In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline?
b. Competitive offers should always be matched to ensure acceptance.
Which of the following selection methods has moderate usage, unknown reliability and validity, moderate adverse impact and mixed applicant reaction?
background checks
The approach to make hiring decisions to meet Affirmative Action goals is -----
banding
When applicants who score within a certain score range are considered to have scored equivalently, this approach is called ___________.
banding
Which of the following final decision procedures reduces adverse impact of cognitive ability tests?
banding
If you were using a cognitive ability test in your selection plan, would it be best to add a situational or a behavior description/ experience-based interview?
behavior description
When an employer makes a job offer to a highly desirable, currently employed applicant, what type of offer would maximize the chances of an acceptance?
best shot, sales
In the Employment Reference Checks video, the recommended source of references are:
current and past supervisor
If your manager asks you if the company should buy an new test and the base rate is high, selection ratio and validity high, what would you advise?
do not buy the new test
A job candidate responding to an "in-basket exercise" would most likely be asked to __________.
draft memos to respond to letters received
Drug tests are not common for many jobs because _____.
drug tests do not "catch" many people
Research on the use of seniority and experience as internal selection methods indicates that ____________.
experience is unlikely to remedy initial performance difficulties of low ability employees
Assessment centers tend to generate negative reactions from participants, primarily due to their length of two to three days.
false
If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding.
false
In the Employment Reference Checks video, it was recommended that candidates not be informed about who was being sought as a reference because they may contact and bias the reference.
false
Research suggests that managers prefer the rigor of utility analysis to simple validity coefficents?
false
Surveys suggest that only 3 out of 10 organizations conduct reference checks.
false
The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.
false
Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers lowers validity.
false
Which of the following selection outcomes cost an organization the most?
false positive
If a cutoff score is lowered, the effect of this on hiring results is likely to be _______________.
fewer false negatives and more true positives
The Science of Personality video argued we have three main motives. Which of the following is not one of the three?
finding self-actualization
What is the key factor Google uses to recruit people
give candidates a reason to join
All of the following are advantages of internal selection vs external selection except ----
greater emphasis can be placed on signs than samples
An important advantage of peer assessments is ___________.
greater knowledge of the applicants' KSAOs
The strategy resulting in hiring the most qualified applicants is:
hiring candidates from a top-down ranking
While information from internal selection can be better because multiple points of view can be combined, there are concerns that
impression management and politics can play a role in who gets promoted
An example of an assessment method which has relatively low reliability is _____.
initial interviews
In the Google recruiter video, in the study about applications with stereotypical white versus African American names, the finding was (were) __________
it took 50% more African American resumes to be hired
The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.
letters of recommendation
Multiple regression can be best compensatory method for combining selection formation when 1. the correlation among predictors is ----- and 2. there is ----- sample size
low, large
Managers tend to be most impressed by ----
magnitude of the correlation r
In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to
make the hiring decision
The largest component of the Wonderlic Personnel test is ______
math
Most initial assessment methods have _________ validity.
moderate to low
When the cost of making false positive errors is extremely high, it is advisable to use ___________.
multiple hurdle models
If the selection process for fighter pilots had a maximum height requirement, this would be an example of a ----- selection process
multiple hurdles
Research has indicated that job applicants generally have a __________ view of biodata inventories.
negative
In the Google interview, it was concluded that interviews were _____
not very reliable
__________ is the most commonly used information for internal selection.
performance appraisals
The correlation between structured interviews and cognitive ability tests is ____________.
positive
If the correctness of a response is essential for a job, then a(n) ________ test should be used.
power
Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
qualifications carry over from one job to another
According to The Science of Personality video, the best predictor of job performance is ____
reputation
Which of the four following criteria was least important for Google in hiring (criteria in their interviews)?
role related knowledge
The advice to Nonooki, the Eskimo seeking spouse is ----
rub lots of noses
Which of the following is likely to be a contingency related to a job offer?
satisfactory reference checks
The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.
situational
Which of the following types of interviews are best for job candidates with little experience?
situational
Flat pay rate job offers are least appropriate for
situations where applicants have very dissimilar KSAOs
Which of the following is the correct sequence to following in developing a structured interview?
tasks->KSAs->Interview Questions
In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that _____.
the promise was withdrawn, resulting in a detrimental effect.
