PERS1301 Ch. 5: Talent Acquisition

The indirect costs in the hiring process are part of which of the following​ metrics? A. quality of hires and cost B. ​offers-applicant cost C. cost per hire D. yield ratio

A. quality of hires and cost C. cost per hire

Which of the following represents a significant change in applicant screening at many​ firms? A. Applicants are given a test to help them decide if the organization is appropriate for them. B. Applications are screened electronically. C. Applications are screened by a group of present employees. D. Applications are only accepted two days a week to permit screening.

Applications are screened electronically.

The selection process begins with which of the​ following? A. A pool of applicants have submitted their​ résumés or completed application forms. B. A position becomes vacant. C. The final interviews are completed. D. A job posting is placed.

A pool of applicants have submitted their​ résumés or completed application forms.

Edith is looking for candidates and has been advised to recruit internally. Which of the following is a benefit of internal recruitment to the​ organization? A. Current employees can be promoted with little disruption to the organization. B. Current employees are likely less expensive than new hires. C. Insiders will be less committed to the organization as they already work there. D. Managers have greater knowledge of a​ candidate's performance.

Managers have greater knowledge of a​ candidate's performance.

Mildred has decided to check the social media accounts of job applicants to get a better picture of who the applicants are. Which of the following is​ true? A. Mildred cannot do this without the written permission of job applicants. B. Mildred cannot do​ this, as it violates human rights legislation. C. Mildred can and should do​ this, as it is within the spirit of human rights legislation. D. Mildred can do this as social media is public.

Mildred can do this as social media is public.

An employer may refuse to hire a candidate convicted of a criminal​ offence, unless he or she received a pardon in which of the following​ provinces? A. Ontario B. Saskatchewan C. Manitoba D. Quebec

Ontario

Which of the following is NOT a drawback of recruiting from​ within? A. It can be difficult for former team members to become team leaders and have to manage their former peers. B. Time and resources can be wasted when managers already know who they want to​ hire, but must still post job opportunities and interview candidates. C. It can limit the potential for new and innovative term-25directions when all senior team members moved up through the ranks. D. Orientation and training costs are increased.

Orientation and training costs are increased.

Fatima is frustrated. The position opening that she advertised has received only four responses and only one person meets the minimum qualifications and just barely. What is likely the most appropriate course of action for​ Fatima? A. Leave the position open and try again in six months. B. Hire the best candidate of the four who applied. C. Change the job requirements. D. Repost or​ re-advertise the job perhaps through different media.

Repost or​ re-advertise the job perhaps through different media.

What is the difference between selection and​ recruitment? A. Selection is choosing the candidate to​ hire; recruitment is attracting the candidate to apply. B. Selection is hiring​ people; recruitment is deciding which applicant to hire. C. Selection and recruitment are the same process. D. Selection is deciding on the skills​ needed; recruitment is finding the person with those skills.

Selection is choosing the candidate to​ hire; recruitment is attracting the candidate to apply.

In which step of the selection process are applications and​ résumés reviewed? A. Step​ 2: Selection testing B. Step​ 4: Background​ investigation/reference checking C. Step​ 1: Preliminary applicant screening D. Step​ 3: Selection interview

Step​ 1: Preliminary applicant screening

In which step of the selection process would an​ applicant's emotional intelligence be​ evaluated? A. Step​ 1: Preliminary applicant screening B. Step​ 3: Selection interview C. Step​ 4: Background​ investigation/reference checking D. Step​ 2: Selection testing

Step​ 2: Selection testing

Elisha has just finished interviewing Jennifer for the position of helpdesk associate for a computer company. Elisha was very impressed when she first met Jennifer. With​ Jennifer's firm handshake and confident​ demeanor, Elisha is sure that she will perform extremely well in this position. Which of the following most correctly describes what is happening in this​ situation? A. Elisha is experiencing contrast error. B. Elisha is experiencing​ similar-to-me bias. C. Elisha is experiencing halo effect. D. Elisha is telegraphing.

Elisha is experiencing halo effect.

Which of the following is NOT an advantage of a panel​ interview? A. It minimizes time and travel expenses as each interviewee only attends one interview. B. It increases the likelihood that the information provided will be heard and recorded accurately. C. It provides an opportunity for the candidate to show how she behaves under pressure. D. There is less likelihood of interviewer​ error, thanks to of advanced planning and preparation.

It provides an opportunity for the candidate to show how she behaves under pressure.

Which of the following is NOT an aspect of employer branding during the recruitment​ process? A. What candidates experience when they go to the​ company's website. B. How candidates are greeted by the receptionist when they make initial contact by phone or in person. C. Whether the candidate is familiar with the​ company's products and services before responding to the job posting. D. Whether HR sends an acknowledgement letter or email thanking each candidate who sends in a​ résumé.

Whether the candidate is familiar with the​ company's products and services before responding to the job posting.

Which of the following groups is known for being interested in​ work-life balance? A. Visible minorities B. Aboriginal peoples C. Younger workers D. Older workers

Younger workers

What is a biographical information blank​ (BIB) also known​ as? A. an information blank B. a computer record C. an evaluation record D. a biodata form

a biodata form

What do we call a specialist in recruitment whose job it is to find and attract capable candidates for an​ organization's labour​ force? A. an employment agent B. a recruiter C. a head hunter D. an employment consultant

a recruiter

Selection is a strategic activity in that the ideal individual will possess the A. ability to fit with the strategic direction of the organization. B. required​ knowledge, skills and​ abilities, and the right experience. C. required​ skills, technical​ ability, and knowledge. D. required skills and fit the organizational culture.

ability to fit with the strategic direction of the organization.

A company that wants to increase its workplace diversity should A. hire only new immigrants. B. avoid hiring older workers. C. always hire members of designated groups over other qualified candidates. D. advertise in alternative publications and form contacts with organizations that facilitate hiring and integration of designated group members.

advertise in alternative publications and form contacts with organizations that facilitate hiring and integration of designated group members.

Which of the following is NOT a trend that is leading to increased diversity of the workforce in​ Canada? A. an increase in visible minorities B. an increase in the need to hire older workers C. an increase in people with disabilities in the workforce D. an increase in the availability of young people

an increase in the availability of young people

Who among the following are NOT members of a designated​ group? A. a person with a disability B. an older worker C. a First Nations man D. a woman

an older worker

Applicants for the job of air traffic controller must be able to visualize objects moving in three dimensions and write a test to determine if they have this ability. What category would this test fall​ into? A. personality test B. interest inventory C. aptitude test D. emotional intelligence test

aptitude test

An approach to selection that involves a series of successive steps or​ hurdles, in which only candidates clearing each hurdle are permitted to move on to the next​ step, is called A. a​ cut-off scores model. B. a regression analysis. C. a​ multiple-hurdle strategy. D. profiling.

a​ multiple-hurdle strategy.

In an interview for a customer service position with a mobile phone​ company, Mike was asked a series of​ questions, such as​ "Tell me about a time when you had a conflict with a coworker. What​ happened, and how was it​ resolved?" What type of interview question is Mike​ experiencing? A. situational B. structured C. ​semi-structured D. behavioural

behavioural

​"Tell me about a time that you encountered stress in the​ workplace" is an example of what type of​ question? A. mixed B. situational C. behavioural D. unethical

behavioural

Which of the following is an advantage of using corporate career​ websites? A. increasing diversity B. branding C. testing D. Selecting

branding

When you provide a reference for a former employee and your comments are made in confidence for a public​ purpose, without​ malice, and are honestly​ believed, you A. should direct the request to other potential references. B. should adopt a​ "no reference" policy. C. can rely on the defense of qualified privilege. D. should refrain from imparting any negative information

can rely on the defense of qualified privilege.

The extent to which a selection tool measures a theoretical trait deemed necessary to perform a job successfully is referred to as A. construct validity. B. differential validity. C. content validity. D. criterion-related validity.

construct validity.

The extent to which a selection​ instrument, such as a​ test, adequately samples the knowledge and skills needed to perform the job is referred to as A. content validity. B. differential validity. C. ​criterion-related validity. D. construct validity.

content validity.

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is referred to as A. construct validity. B. content validity. C. differential validity. D. criterion-related validity.

criterion-related validity.

Which of the following would NOT be included in a typical job​ posting? A. duties as listed in the job description B. qualifications C. pay range D. current position of the candidate

current position of the candidate

Which of the following is the first step in the process of employer​ branding? A. develop evaluation tools B. define the target audience C. survey current staff D. communicate the brand

define the target audience

Which of the following is NOT part of talent​ acquisition? A. assessing B. hiring C. developing D. finding

developing

Confirmation that the selection tool accurately predicts the performance of all possible employee​ subgroups, including white​ males, women, visible​ minorities, persons with​ disabilities, and Aboriginal peoples is called A. ​criterion-related validity. B. construct validity. C. content validity. D. differential validity.

differential validity.

WestJet promoting that employees​ "are owners​ too" is an example of​ ___________. A. talent acquisition B. recruitment C. employee value proposition D. target audience

employee value proposition

When in a process to increase workforce​ diversity, a good source of older candidates is A. a job fair. B. the local library. C. employees that retired from the company. D. employees born after 1991.

employees that retired from the company.

Kim is human resources director for a large credit union. She is concerned that her organization be able to attract the most appropriate candidates for its future success. Kim wants her organization to be seen as the employer of choice for the ideal candidate. Which of the following would best describe what Kim is thinking​ about? A. communication tactics B. selection C. employer branding D. ongoing recruiting

employer branding

Which of the following is NOT a major impact that causes organizations to moving toward talent​ acquisition? A. technology advances B. demographic impacts on future labour supplies C. competitive labour markets D. environmental sustainability

environmental sustainability

Major Provincial University​ (MPU) is seeking a new president to lead this large institution in a time of significant change. The ideal candidate is a highly experienced and successful person who is probably currently working at a senior level in a university. Which recruitment method would be most appropriate in this​ situation? A. Human Resources and Skills Development Canada B. print advertisements C. executive search firms D. internet job boards

executive search firms

Which of the following would NOT be necessary in attempting to attract Generation Y​ workers? A. focus on use of​ state-of-the-art technology B. focus on​ long-term security C. focus on​ work/life balance D. focus on growth opportunities

focus on​ long-term security

The Wonderlic Personnel Test measures A. general mental abilities. B. physical dexterity. C. emotional variance. D. work-related personality traits.

general mental abilities.

What is the final activity of the recruitment​ process? A. generating a pool of qualified recruits B. making a job offer to a candidate C. evaluating the new employee for three months D. hiring a candidate

generating a pool of qualified recruits

Yolanda has decided to focus on attracting older workers to apply to work with her organization because hiring older workers has many benefits. These workers typically have a strong sense of loyalty and organizational​ commitment, a strong work​ ethic, good people​ skills, a willingness to work in a variety of​ roles, and A. no need for benefits. B. physical strength. C. high job satisfaction. D. knowledge of the newest technology.

high job satisfaction.

What is the first activity in the recruitment​ process? A. an internal employee scan B. strategic planning C. identification of job openings through HR planning D. an environmental labour scan

identification of job openings through HR planning

Employer branding can achieve all of the​ following, except​ __________. A. build a buzz about a company B. increase employee loyalty C. increase employee retention D. attract people to apply for jobs

increase employee retention

Which of the following is NOT an appropriate question for a reference​ check, either written or​ verbal? A. reason for leaving the company B. information pertaining to lifestyle and personal relationships C. dates of employment D. previous job title and salary

information pertaining to lifestyle and personal relationships

Which of the following are considered hidden costs of a poor selection​ process? A. internal​ disorganization, disruption, and customer alienation B. beginning the selection process over again when an unsuccessful employee is terminated C. not meeting strategic objectives D. orienting a newly selected employee to replace the unsuccessful employee who was terminated

internal​ disorganization, disruption, and customer alienation

Recruiting from within can be accomplished through which of the​ following? A. employee​ referrals, professional and trade associations B. job​ posting, human resource​ records, skills inventories C. educational​ institutions, open houses and job fairs D. former​ employees, labour organizations

job​ posting, human resource​ records, skills inventories

Which of the following is NOT a function performed by private employment​ agencies? A. screening applicants B. advertising the opening C. making an offer of employment to the candidate D. interviewing

making an offer of employment to the candidate

Traditional recruiting and selection activities are now viewed as key elements of a​ company's talent acquisition strategy. Which of the following departments is most crucial for linking with recruitment and selection for an organization to be focused on talent​ acquisition? A. marketing B. Operations C. finance and accounting D. sustainability

marketing

The selection ratio is the ratio of the​ ______________ to the​ _______________. A. actual number of​ applicants; desired number of applicants B. applicants with relevant​ skills; total number of applicants C. number of internal​ applicants; number of external applicants D. number of applicants​ hired; total number of applicants

number of applicants​ hired; total number of applicants

Which of the following is a quality​ measure? A. yield ratio B. time lapsed per hire C. cost per hire D. ​offers-applicant cost

offers-applicant cost

An HR manager is assessing a​ candidate's tendency to extroversion or introversion. The HR manager is using what kind of test in this​ assessment? A. personality test B. intelligence test C. aptitude test D. emotional intelligence test

personality test

Bill is hiring warehouse workers who must read instructions and lift boxes. Which of the following tests would be appropriate in the selection process for these​ workers? A. personality tests B. physical ability tests C. physical exam D. intelligence​ (IQ) tests

physical ability tests

Taking notes during the interview helps reduce the occurrence of all of the following​ errors, except A. negative emphasis. B. halo effect. C. snap judgments. D. poor knowledge of the job.

poor knowledge of the job.

Mary wishes to recruit people for jobs that are relatively lower skilled and do not require knowledge of the internet. The jobs will be available within the next month. Which of the following recruitment methods would be most appropriate in​ Mary's situation? A. trade associations B. print advertising in local newspapers C. rely on​ walk-ins D. internet job boards

print advertising in local newspapers

Employers that give fair and honest but negative reference information are protected by which​ concept? A. fairness at work B. employment standards legislation C. qualified privilege D. disclosure of private information

qualified privilege

A strategy used to provide applicants with information—both positive and negative—about the job​ demands, the​ organization's expectations, and the work environment is known as​ a(n) A. NOC match. B. selection criteria. C. reference check. D. realistic job preview.

realistic job preview.

Which of the following is the best measure of success of an employer branding​ initiative? A. desirable candidates say​ "I'd like to work​ there." B. reduced turnover C. reduced absenteeism of employees D. reduced costs for recruiting

reduced costs for recruiting

Using multiple raters for a selection interview is most likely to increase which of the​ following? A. reliability B. differential validity C. construct validity D. criterion-related validity

reliability

The degree of​ dependability, consistency, or stability of the measures used is referred to as A. content validity. B. reliability. C. ​criterion-related validity. D. construct validity.

reliability.

Which of the following is associated with workers over the age of​ 50? A. an inability to work with computers B. sense of​ loyalty, a strong work​ ethic, good people skills C. ​energy, enthusiasm, physical strength to replace a lack of experience D. high​ expectations, a sense of entitlement

sense of​ loyalty, a strong work​ ethic, good people skills

During the selection​ process, the HR manager gives candidates hypothetical scenarios representative of the job they are applying for and evaluates their responses. What is this kind of test​ called? A. work sampling. B. ​micro-assessment C. an achievement test D. situational testing

situational testing

Offering scholarships will most likely appeal to which of the following target​ audiences? A. seniors B. Baby Boomers C. new mothers D. students

students

Which of the following are included in tests of cognitive​ abilities? A. personality test B. tests of finger dexterity C. tests of speed and accuracy D. tests of memory and inductive reasoning

tests of memory and inductive reasoning

There are advantages to providing a realistic job preview​ (RJP). All of the following are advantages of realistic job previews​ (RJP), except A. enhanced communication. B. reduced voluntary turnover. C. that the candidates may no longer be interested in the job. D. improved employee job satisfaction.

that the candidates may no longer be interested in the job.

Which of the following is NOT part of employer​ branding? A. the experience of a candidate completing​ pre-employment tests B. the​ candidate's experience when accessing the​ company's website C. the experience of an unsuccessful candidate in the recruiting process the experience of an applicant receiving a response to the application

the experience of a candidate completing​ pre-employment tests

Which of the following is a disadvantage of external​ recruiting? A. the generation of a large pool of qualified workers B. the acquisition of skills and knowledge not currently within the organization C. the availability of a more diverse applicant pool D. the individual will require orientation and socialization

the individual will require orientation and socialization

One advantage of using a blind ad is that A. it generates the highest number of applicants. B. it allows the position to be filled quickly. C. the opening remains confidential. D. it deters current employees from applying

the opening remains confidential.

Marco is reviewing the recruitment yield ratios that he has recently calculated. What can be determined using yield​ ratios? A. the percentage of applicants hired from a particular recruitment method B. the percentage of candidates hired per dollar invested in recruitment C. the number of hires from a particular recruitment method D. the number of candidates hired per dollar invested in recruitment

the percentage of applicants hired from a particular recruitment method

A recruiting yield ratio is best described as A. the percentage of applicants who do not proceed to the next stage of the selection process. B. the percentage of applicants who were not chosen for the selection process. C. the percentage of applicants who proceed to the next stage of the selection process. D. the skill level required throughout an organization.

the percentage of applicants who proceed to the next stage of the selection process.

Open houses and job fairs are becoming increasingly common. Which of the following is not a common function of a job​ fair? A. to share information about the organization B. to connect with a wider geographical audience C. to generate awareness and interest in openings with the organization D. to hire people at the job fair

to hire people at the job fair

Which of the following is NOT part of​ recruitment? A. typing tests B. referral programs C. postings on career websites D. online application forms

typing tests

Which of the following is NOT a common interviewing​ mistake? A. ​similar-to-me bias and leading B. poor planning and snap judgments C. negative emphasis and halo effect D. using situational and behavioural questions

using situational and behavioural questions

Which of the following is NOT included in a basic background​ check? A. independent verification of educational qualifications B. verification of at least five​ years' employment C. verification of driving record D. criminal record check

verification of driving record

Which of the following is not a step in conducting an effective​ interview? A. verifying references B. planning the interview C. evaluating the candidate D. asking questions

verifying references

Realistic job previews should be expected to reduce which of the following​ costs? A. voluntary turnover B. training costs C. selection costs D. recruitment costs

voluntary turnover

Which of the following tests is likely to have the greatest​ criterion-related validity? A. work sample B. physical ability test C. personality test D. interest inventories

work sample

An HR manager is measuring job performance of applicants. Each applicant performs key tasks and his or her work is monitored. The results are then compared to actual​ on-the-job performance measures. This type of evaluation is called A. situational testing. B. work sampling. C. ​micro-assessment. D. an achievement test.

work sampling.

Does an employer need your permission to access your Facebook​ account? A. yes B. not if you have submitted an application to their company C. no D. not if referred by another employee

yes

The top seven​ résumé lies include dates of​ employment, job​ title, salary​ level, criminal​ records, education, professional​ licenses, and A. references. B. ​"ghost" companies. C. drug or alcohol abuse. D. career objective.

​"ghost" companies.

An applicant is completing a test made up of​ computer-based questions that cover a range of activities required on the job. What is this type of test​ called? A. ​micro-assessment B. an achievement test C. work sampling D. situational testing

​micro-assessment

What is the term used to identify an approach to selection that screens candidates using a series of successive steps in which only candidates meeting the criteria in the first and subsequent steps are permitted to move on in the​ process? A. ​multiple-hurdle strategy B. ​step-by-step screening C. ​criteria-based selection process D. multiple-challenge strategy

​multiple-hurdle strategy

Bob has been interviewing candidates for the position of baggage handler at Vancouver Airport. His last​ candidate, Lucy, was a petite woman. Due to her​ size, Bob decided to ask Lucy to demonstrate that she could lift bags. Which of the following is​ true? A. Bob can ask only Lucy to do this as he has cause to think that she cannot do the job. B. Bob would not be permitted to hire Lucy without having her demonstrate competence. C. Bob must provide appropriate insurance coverage prior to asking Lucy to demonstrate her ability. D. Bob can ask for this only if he asks all candidates to demonstrate capability.

Bob can ask for this only if he asks all candidates to demonstrate capability.

Gord is very proud of being from​ Winnipeg, although he has lived in Toronto for years. He recently interviewed​ Jude, a young man who also came from Winnipeg and had attended the same high school as Bob. Based on his strong positive​ impression, Bob chose to hire Jude. What is likely happening in this​ situation? A. Bob is experiencing halo effect. B. Bob is experiencing​ similar-to-me bias. C. Bob is making a snap judgment. D. Bob is experiencing contrast error.

Bob is experiencing​ similar-to-me bias.

What is currently the biggest constraint on recruiting​ activity? A. the loss of manufacturing jobs to other countries B. globalization C. global competition D. the labour shortage

D. the labour shortage

Employer branding involves three steps. Which of the following is the SECOND​ step? A. Define the target​ audience, where to find​ them, and what they want from an employer. B. Communicate the brand by incorporating the value proposition into all recruitment efforts. C. Integrate the marketing approach to internal and external communication channels. D. Develop the employee value proposition.

Develop the employee value proposition.

To ensure​ criterion-related validity and to avoid differential​ validity, which of the following courses of action would be​ appropriate? A. For​ both, make sure that the results are constant over time. B. For​ criterion-related validity, compare scores to job​ performance, and for differential​ validity, validate for all appropriate groups. C. For​ criterion-related validity, compare scores to knowledge required to do the​ job, and for differential​ validity, validate for all appropriate groups D. For differential​ validity, compare scores to job​ performance, and for​ criterion-related validity, validate for all appropriate groups.

For​ criterion-related validity, compare scores to job​ performance, and for differential​ validity, validate for all appropriate groups.

If George has decided to measure the temperature of his coffee using a​ ruler, which of the following would be​ true? A. George would be getting a reliable and valid measure. B. George would be getting a reliable​ measure, but one that is not valid. C. George would be getting a measure that is not reliable or valid. D. George would be using an instrument giving a valid​ measure, but one that is not reliable.

George would be getting a reliable​ measure, but one that is not valid.

What is the major difference between IQ and emotional intelligence​ (EQ)? A. IQ and EQ are two ways of measuring the same thing. B. IQ is a more complete measure of capability. C. IQ measure may be less predictive of job success than EQ. D. IQ relates to general intellectual​ abilities; EQ refers only to a​ person's likelihood of becoming emotional.

IQ measure may be less predictive of job success than EQ.

Which of the following is NOT true concerning internal​ recruitment? A. Managers have to interview to show that they have considered all candidates. B. Internal candidates will be less qualified than external candidates. C. It is difficult for a manager to be accepted by former coworkers. D. Unsuccessful applicants may become discontented.

Internal candidates will be less qualified than external candidates.

Which off the following is NOT a benefit of internships and​ co-ops as a means of​ recruiting? A. The employer already knows the new employee. B. There is less turnover of the newly hired employees. C. There is less orientation and training needed. D. Internships and​ co-ops are less expensive as students are never paid.

Internships and​ co-ops are less expensive as students are never paid.

Which of the following statements is​ FALSE? A. During a selection​ interview, encourage the candidate to speak 70 percent of the​ time, and restrict the interviewer speaking time to just 30 percent. B. Many interviewers seem to have a consistent negative bias. C. Contrast error means that the order in which applicants are seen can affect how they are rated. D. Interviewers are influenced by the​ applicant's nonverbal​ behaviour, and the more eye​ contact, head​ moving, smiling, and other similar nonverbal​ behaviours, the lower the ratings.

Interviewers are influenced by the​ applicant's nonverbal​ behaviour, and the more eye​ contact, head​ moving, smiling, and other similar nonverbal​ behaviours, the lower the ratings.

Which of the following is an advantage of using a corporate website rather than an internet job board for​ recruiting? A. Résumés can be copied to other sites with ease. B. Job seekers can post their resumes and have employers browse the site. C. It creates a pool of candidates who are already interested in the organization. D. The website can give the job seeker​ self-assessment tools.

It creates a pool of candidates who are already interested in the organization.

What is one of the disadvantages of using job postings when hiring and promoting from within an​ organization? A. There are no disadvantages to using job postings when hiring and promoting from within. B. Job postings make it difficult for companies to demonstrate a commitment to career development. C. Job postings reduce the likelihood of special deals and favouritism. D. Tensions can arise if it appears that an internal candidate was passed over for an external candidate.

Tensions can arise if it appears that an internal candidate was passed over for an external candidate.

Which of the following is the major benefit of a​ semi-structured interview compared to a structured​ interview? A. It is quicker to conduct than the structured interview. B. It relies less on knowledge of the job. C. The interview is more conversational. D. The same questions can be used for a variety of jobs.

The interview is more conversational.

Which of the following is NOT a benefit of external recruitment to the organization compared to internal​ recruitment? A. The new hire can easily fit into the organization while internal candidates my not fit their new role. B. It costs less because new hires have skills already. C. A more diverse talent pool is available. D. The organization acquires skill and knowledge not currently in their organization.

The new hire can easily fit into the organization while internal candidates my not fit their new role.

Mari noticed that people who performed well on a​ pre-employment test performed well on the​ job, and people who did not perform well on the test did not perform well on the job. Which of the following is​ true? A. The test has construct validity. B. The test has​ criterion-related validity. C. The test has differential validity. D. The test is reliable. E. The test has content validity.

The test has content validity.

Jose, Stella, and Amir interviewed two candidates for a position with their​ organization, Tradco​ Industries, but at the end of the​ interviews, each one reached vastly different conclusions regarding the candidates. What would be true in this​ situation? A. This interview is not a reliable​ measure, but might be valid. B. ​Bob, Stella, and Amir likely do not know how to​ interview, as interviews are generally very valid. C. The interview is definitely​ valid, but not reliable. D. This interview is a reliable and valid measure.

This interview is not a reliable​ measure, but might be valid.

Al is hiring a new assistant and is truly impressed with​ Jacky's résumé. He is leaning toward hiring​ Jacky, even before meeting her in an interview. As the human resource specialist at​ Al's company, what would you advise Al to​ do? A. To skip the​ interview, as interviews may have low validity and reliability. B. To focus on the interview and assess all candidates on the same basis relative to​ job-related criteria. C. To go with his​ feeling, as he can trust this. D. To use tests rather than an interview as tests are likely more reliable.

To focus on the interview and assess all candidates on the same basis relative to​ job-related criteria.