TA exam 2
Another tip offered by in the Reference Checking video is to compare how the reference describes the candidate versus who the candidate describes themselves. t/f
t
Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process. t/f
t
Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit. t/f
t
If a test has low reliability it cannot be valid. t/f
t
It is legal for an employer to use employment tests that are not valid if they do not have adverse impact. t/f
t
Job knowledge tests hold great promise as a predictor of job performance. t/f
t
One of the 4 tips offered in the Referencing Checking video is to ask about the similarity of the candidate's job at the previous employer to the job at the hiring organization. t/f
t
Research on the reliability and validity of biodata has been quite positive. t/f
t
The Success Factors Succession Planning software includes ---- a) a 9 box model b) competencies c) 9 box model and competencies d) cognitive ability test scores
c) 9 box model and competencies
The correlation between structured interviews and cognitive ability tests is ____________. A. positive B. zero C. moderately negative D. very negative
A. positive
Which of the following is true regarding integrity tests? A. Their use has declined in the past decade. B. They are used to reduce employee accidents. C. They are usually paper-and-pencil or computerized measures. D. The construct of integrity is well understood.
C. They are usually paper-and-pencil or computerized measures.
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? a) do not buy the new test b) buy the new test c) raise the selection ratio d) have a drink and think about it
a) do not buy the new test
If the selection process for fighter pilots had a maximum height requirement, this would be an example of a ----- selection process a) multiple hurdles b) compensatory model c) multiple regression model d) clinical model
a) multiple hurdles
The advice to Nonooki, the Eskimo seeking spouse is ---- a) rub lots of noses b) rub fewer noses c) find a big iceberg
a) rub lots of noses
The percent of applicants hired is ---- a) the selection ratio b) validity c) reliability d) base rate
a) the selection ratio
The best approach to making hiring decisions is ----- a) top-down b) minimum competency c) banding d) clinical
a) top-down
Which of the following is true regarding research on the validity of personality tests? a. Conscientiousness predicted performance across all occupational groups studied. b. Openness to experience failed to predict training performance. c. Extraversion predicted job performance for most jobs. d. All of the above are true.
a. 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? a. Customers have a preference for dealing with one sex. b. All of the above are potential justifications. c. One sex has an inability to perform the work. d. Personal contact with others requires same sex.
a. Customers have a preference for dealing with one sex.
Which of the following statements about cutoff scores is a useful guideline for setting cutoff scores? a. Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce. b. The job relatedness of assessment procedures should not be correlated with validity. c. A single "best" method of setting cutoff scores should be identified. d. Cutoff scores should be set to maximize true positives.
a. Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce.
The largest component of the Wonderlic Personnel test is ______ a. English knowledge b. Logic questions c. general knowledge d. problem solving
a. English knowledge
Under which circumstances is "hiring success gain" likely to be lowest? a. Low selection ratio, low base rate, high validity b. Low selection ratio, high base rate, high validity c. High selection ratio, low base rate, high validity d. High selection ratio, low base rate, low validity
a. Low selection ratio, low base rate, high validity
Which of the following is likely to be a contingency related to a job offer? a. Satisfactory reference checks b. Job salary c. Job benefits d. Job vacation privileges
a. Satisfactory reference checks
Which of the following is an example a "sign" rather than a "sample"? a. a personality test b. a biodata questionnaire c. a reference check d. a typing test for a secretary job
a. a personality test
The most accurate description of the basic purpose of a selection plan is ______________. a. a selection plan describes predictors to be used to assess KSAOs required to perform the job b. a selection plan matches applicants to outcome criteria c. a selection plan determines the means for attracting qualified job applicants d. a selection plan consists of interview rating criteria
a. a selection plan describes predictors to be used to assess KSAOs required to perform the job
Which of the following is the more valid predictor of job performance? a. application blanks b. cover letters c. resumes d. all are equally valid
a. application blanks
A useful guideline for improving the effectiveness of initial interviews is to _____. a. ask questions assessing the most basic KSAOs b. make them long and rigorous c. ask each applicant different questions d. delegate initial interviews to a staffing agency
a. ask questions assessing the most basic KSAOs
If the mid-term exam in this course included two questions on cost accounting, these items are an example of ______ a. contamination b. deficiency c. low reliability d. weird
a. contamination
Face validity is most similar to _________ validity. a. content b. criterion-related predictive c. criterion-related concurrent d. convergent
a. content
Drug tests are not common for many jobs because _____. a. drug tests do not "catch" many people b. the law essentially bans drug tests for all jobs not involving operating a vehicle c. drug tests are extremely expensive d. the tests produce a massive number of false positive results
a. drug tests do not "catch" many people
The strategy resulting in the hiring the most qualified applicants is: a. hiring candidates from a top-down ranking b. banding c. hiring the first, minimally qualified applicants d. multiple-hurdles
a. hiring candidates from a top-down ranking
The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized. a. letters of recommendation b. biodata forms c. certifications d. MBA's
a. letters of recommendation
In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to _________. a. make the hiring decision b. establish selection procedures c. ensure relevant laws and regulations are being followed d. represent the interests of employees to management
a. make the hiring decision
Most initial assessment methods have _________ validity. a. moderate to low b. high to very high c. moderately high to high d. moderate
a. moderate to low
Generally, a longer test is ______ reliable than a shorter test. a. more b. less c. about as
a. more
Which of the following is necessary for the logic of prediction to work in practice for selecting employees? a. qualifications carry over from one job to another b. the organization has adopted a thorough competency modeling approach c. that each candidate is assessed based on his or her unique experiences d. anonymous periodic reviews of applicant files to ensure accuracy
a. qualifications carry over from one job to another
he type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview. a. situational b. experience-based c. projective d. KSAO-based
a. situational
Flat pay rate job offers are least appropriate for _______. a. situations where applicants have very dissimilar KSAOs b. jobs with a plentiful supply of applicants c. situations where management desires to avoid inequities in starting pay among new employees d. jobs where applicants have KSAOs of similar quality
a. situations where applicants have very dissimilar KSAOs
The approach to make hiring decisions to meet Affirmative Action goals is ----- a) top-down b) banding c) minimum competency d) multiple regression
b) banding
Which of the following selection outcomes cost an organization the most? a) false negative b) false positive c) true negative d) true positive
b) false positive
Managers tend to be most impressed by ---- a) economic gain analysis b) magnitude of the correlation r c) high reliability d) low selection ratios
b) magnitude of the correlation r
Which of the following correlation coefficients (r) between a predictor and criterion would be the most useful for making hiring decisions? a. .32 b. -.43 c. .38 d. -.35
b. -.43
An applicant scores 70 on an employment test with a mean of 50 and a standard deviation of 8. In order to determine how this compares with other applicants, calculate the z-score. a. - 20 b. 2.5 c. 6.5 d. 8.75
b. 2.5
The following two distributions have the same mean. Which of them has the larger standard deviation? a. 27, 28, 29,30, 31 b. 9, 19, 29, 39, 49
b. 9, 19, 29, 39, 49
According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process? a. None of the above are permissible. b. Ask if the applicant has any disabilities. c. Ask the applicant to demonstrate how they could perform the job. d. Ask the applicant if he/she can perform the job, with or without reasonable accommodation.
b. Ask if the applicant has any disabilities.
As a manager, you are considering two tests of mechanical ability for the job of mechanic. Test A has a standard deviation (SD) of 2.5, Test B has an SD of 5.0 and they are both related to job performance ratings equally. Others things equal, which of the two would most likely be the most useful test for the manager? a. A b. B c. They would be equally useful
b. B
In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline? a. It makes a difference who the competitors are. b. Competitive offers should always be matched to ensure acceptance. c. Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers. d. Trade associations should be consulted for competitive information whenever possible.
b. Competitive offers should always be matched to ensure acceptance.
Which of the following statements regarding résumés is true? a. Even background checks cannot reduce the problem of résumé fraud b. Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions c. Video résumés are highly respected by most employers d. Extensive evidence suggests that résumés are highly accurate predictors of employee job performance
b. Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions
Which of the following statements about negligent hiring lawsuits against employers is (are) accurate? a. Monetary damages are usually leveled against the employee found to be at fault. b. The plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee. c. The employer has the initial burden to present evidence of proper hiring practice in such cases. d. Suits of this kind are decreasing as companies in the private sector recognize the liabilities involved.
b. The plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee.
The major advantage of application blanks over resumes is: a. They are easier for the organization to process b. They are standardized c. They are less likely to create adverse impact d. There is no advantage over resumes
b. They are standardized
Which of the following is not true of the Wonderlic Personnel test? a. it has 50 multiple choice questions b. all alternatives are true c. it is used by the National Football League d. the time limit is 12 minutes e. it is the most widely used pre-employment test
b. all alternatives are true
One major problem with letters of recommendation is that they __________. a. are too lengthy to be useful b. are not structured or standardized c. are too ambiguous to interpret d. they are biased because applicants' friends write them
b. are not structured or standardized
In the Employment Reference Checks video, the recommended source of references are: a. business colleague b. current and past supervisor c. a former teacher d. the candidate's minister or priest
b. current and past supervisor
If a cutoff score is raised, the effect of this on hiring results is likely to be _______________. a. fewer false negatives only b. fewer false negatives and more true positives c. more false negatives and fewer false positives d. more false negatives and more false positives
b. fewer false negatives and more true positives
When data points are clustered closer to (vs. further away from) a straight line, with a positive or negative slope, the correlation is a. lower b. higher c. depends on other characteristics of the scatter plot
b. higher
While information from internal selection can be better because multiple points of view can be combined, there are concerns that _____________. a. bribery for promotions is widespread b. impression management and politics can play a role in who gets promoted c. internal candidates with poor technical skills are likely to be promoted d. instincts and intuition are not given enough weight
b. impression management and politics can play a role in who gets promoted
When the cost of making false positive errors is extremely high, it is advisable to use ___________. a. compensatory models b. multiple hurdle models c. neither compensatory nor multiple hurdle models d. discretionary models
b. multiple hurdle models
Research has indicated that job applicants generally have a __________ view of biodata inventories. a. very positive b. negative c. positive d. neutral
b. negative
According to The Science of Personality video, the best predictor of job performance is ____ a. identity b. reputation c. leadership d. the dark side of personality
b. reputation
All of the following are advantages of internal selection vs external selection except ---- a) greater depth of candidate information b) greater verifiability of candidate information c) greater emphasis can be placed on signs than samples d) past experience is more relevant
c) greater emphasis can be placed on signs than samples
Multiple regression can be best compensatory method for combining selection formation when 1. the correlation among predictors is ----- and 2. there is ----- sample size a) high, large b) high, small c) low, large d) low, small
c) low, large
The purpose of the Taylor-Russell tables is to examine ---- a) validity b) reliability c) utility d) adverse impact
c) utility
The validity of assessment centers as a method for internal selection is approximately ____________. a. .00 b. .05-.15 c. .25-.35 d. .50-.60
c. .25-.35
Below are test scores for 11 job applicants arranged from lowest to highest. 46, 51, 51, 53, 58, 61, 63, 63, 68, 70, 73 What is the percentile rank of the applicant who scored 70? a. 90th b. 70th c. 82nd d. 78th
c. 82nd
Which of the following statements is false? a. There is little evidence that people fake their scores on personality tests in the hiring contexts b. When individuals believe their scores are being used for selection, their observed scores tend to increase c. Faking has a negative impact on the validity of personality tests d. None of the above statements is false
c. Faking has a negative impact on the validity of personality tests
Which of the following is not a characteristic of standardization? a. Rules for assigning scores are clear and agreed upon b. All applicants are asked the same questions c. Inter-rater reliability is high d. Administration of questions/tests is done under same conditions e. All alternatives are correct
c. Inter-rater reliability is high
What is the relationship between orientation and socialization activities? a. Orientation covers job content, socialization covers social content. b. Orientation is usually a small group activity, socialization is one on one. c. Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization. d. Orientation is formal, socialization is informal.
c. 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? a. The validity of structured interviews is low. b. Situational interviews are less valid than job-related interviews. c. Panel interviews were less valid than individual interviews. d. All of the above are true.
c. Panel interviews were less valid than individual interviews.
The most widely used test of general mental ability for selection decisions is the ______. a. MMPI b. Myers-Briggs c. Wonderlic Personnel Test d. Job Characteristics Inventory
c. Wonderlic Personnel Test
Which of the following final decision procedures reduces adverse impact of cognitive ability tests? a. minimum competency b. multiple hurdles c. banding d. multiple regression
c. banding
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? a. competitive, mechanical b. best shot, mechanical c. best shot, sales d. competitive, sales
c. best shot, sales
If you examined the reliability of a test at one point in time, the best indicator is _____ a. test-retest b. inter-rater c. coefficient Alpha d. r
c. coefficient Alpha
The Science of Personality video argued we have three main motives. Which of the following is not one of the three? a. finding meaning b. getting along c. finding self-actualization d. getting ahead
c. finding self-actualization
________________ is the most commonly used information for internal selection. a. assessment centers b. job knowledge tests c. performance appraisals d. peer ratings and nominations e. personality tests
c. performance appraisals
If the correctness of a response is essential for a job, then a(n) ________ test should be used. a. essay b. objective c. power d. speed
c. power
Of the initial selection methods with "high use", which has the highest reliability and validity? a. biographical data b. initial interview c. training and experience d. reference checks
c. training and experience
The Science of Personality video concluded____ a. our behavior is influenced primarily by rewards and punishments in situations we encounter b. none of the alternatives are correct c. we can't change our personality but we can change our behavior d. we can change our personality over time
c. we can't change our personality but we can change our behavior
Base rate refers to ---- a) utility b) the % of applicants hired c) the cost of testing d) the % of employees judged successful
d) the % of employees judged successful
Which of the following reliabilities yield the smallest SEM? a. .70 b. .80 c. 90 d. .95
d. .95
Which of the following is true regarding performance appraisals and internal selection? a. It is illegal for organizations to use performance appraisals as a basis for internal selection decisions. b. Performance appraisals have no validity. c. Performance appraisals have no reliability. d. Performance appraisals are readily available in organizations.
d. Performance appraisals are readily available in organizations.
When applicants who score within a certain score range are considered to have scored equivalently, this approach is called _________. a. top-down b. criterion-related c. minimum competency d. banding
d. banding
Which of the following is NOT true regarding bio data and reference reports? a. biodata can be used for substantive selection decisions b. reference reports are obtained through interviews and biodata are collected through surveys c. biodata has low usage while reference checks is high d. both biodata and reference checks have high reliability
d. both biodata and reference checks have high reliability
Which of the following is the most accurate description of a selection plan? A selection plan ___________ a. determines the means of attracting qualified job applicants b. matches applicants to outcome criteria c. consists of predictors and interview rating criteria d. describes predictors to be used to assess KSAOs required to perform the job
d. describes predictors to be used to assess KSAOs required to perform the job
A job candidate responding to an "in-basket exercise" would most likely be asked to __________. a. make a simulated visit to a customer location b. participate in an interview simulation c. complete a written test to assess KSAOs d. draft memos to respond to letters received
d. draft memos to respond to letters received
Research on the use of seniority and experience as internal selection methods indicates that ____________. a. seniority is a more valid method of internal selection than experience b. seniority is better suited to predict short-term rather than long-term potential c. experience is less likely to be content valid if the past or present jobs are similar to the future job d. experience is unlikely to remedy initial performance difficulties of low ability employees
d. experience is unlikely to remedy initial performance difficulties of low ability employees
An important advantage of peer assessments is ___________. a. lower probability of bias in the assessment b. greater clarity in the criteria for assessment c. enhanced employee morale through the fostering of a competitive spirit d. greater knowledge of the applicants' KSAOs
d. greater knowledge of the applicants' KSAOs
An example of an assessment method which has relatively low reliability is ________. a. application blanks b. biographical information c. resumes d. initial interviews
d. initial interviews
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 _____. a. the promise was accurate b. the promise was made in good faith c. the defendant reneged on the promise d. the promise was withdrawn, resulting in a detrimental effect.
d. the promise was withdrawn, resulting in a detrimental effect.
The biggest reason why cognitive ability tests are not more widely used is ______________. a. they are too expensive. b. they are too time-consuming. c. they are difficult to administer. d. they have adverse impact on minorities.
d. they have adverse impact on minorities.
The most sensible approach for addressing the issue of applicant truthfulness would be to _________. a. receive applicant information in good faith since the majority of applicants will be honest and it is not fair to inconvenience everyone with more verification because of a few "bad apples." b. treat applicants with trust and they will respond with honesty in most cases. c. have applicants provide independent, third-party documentation of all job information provided on application blanks. d. verify the applicant information provided that is deemed most vital.
d. verify the applicant information provided that is deemed most vital.
Which of the following selection methods has moderate usage, unknown reliability and validity, moderate adverse impact and mixed applicant reaction? a. biodata b. weighted application blanks c. initial interview d. reference checks e. background checks
e. background checks
Assessment centers tend to generate negative reactions from participants, primarily due to their length of two to three days. t/f
f
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. t/f
f
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. t/f
f
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. t/f
f
In the video on reliability and validity, the concept of validity generalization is supported. t/f
f
Research suggests that managers prefer the rigor of utility analysis to simple validity coefficents? t/f
f
Surveys suggest that only 3 out of 10 organizations conduct reference checks. t/f
f
The Success Factors Succession Planning Software as described, enables employees to nominate themselves for positions. t/f
f
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. t/f
f
The software is an example of an open (vs. closed) recruiting system t/f
f
When hiring new workers or admitting students to college, it is easier to predict success than failure. t/f
f
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. t/f
f
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. t/f
t
Written job offers normally contain terms of acceptance that require written acceptance without revision by the candidate. t/f
t
