HR ch:6, HR ch:8, HR ch:7, HR ch:9
5. Reliability refers to what a test or other selection procedure measures and how well it measures it.
F
6. Reliability refers to the extent to which two methods yield similar results but are not consistent with one another.
F
7. If an organization's selection procedures yield comparable data over a period of time, the procedures are valid.
F
A behavioral description interview focuses on hypothetical situations.
F
A pre-employment test is a subjective measure of behavior. a. True b. False
F
A selection model is compensatory if it requires applicants to achieve some minimum level of proficiency on all selection dimensions. a. True b. False
F
A situational interview asks the applicant what they actually did in a given situation. a. True b. False
F
Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.
F
Behavioral description interviews are based on hypothetical situations. a. True b. False
F
Content validity is the most complicated type of validity to assess.
F
Extroversion refers to the degree to which someone is insightful, creative, artistic, and curious. a. True b. False
F
Federal courts have significantly expanded the areas of questioning permitted during an interview.
F
In most instances, employers can legally use polygraph tests to screen applicants.
F
It is inappropriate for an interviewer to ask men if they are married or have children.
F
Organizations should try to avoid using telephone reference checks because they are less reliable than written references.
F
Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.
F
To protect themselves from hiring potentially bad employees, organizations are encouraged to ask job applicants about past arrests on biographical information blanks.
F
The statistical approach to decision making is less objective than the clinical approach. a. True b. False
False
Which of the following should NOT be asked on an application form? a. Application date b. References c. National origin d. Criminal convictions
National origin
. What is usually the first step in the selection process? a. Reference check b. Submission of resume c. Interviews d. Background checks
Submission of resume
. A key advantage of accepting applications online is that companies can recruit candidates and fill their job openings much faster.
T
. A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.
T
. According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes. a. True b. False
T
. Because of legislation prohibiting their use except in special occupations, use of lie detectors in private firms is extremely low.
T
. Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis of the essential functions of the job.
T
. Concurrent validity is determined by comparing the applicant's test scores with the supervisor's performance ratings.
T
. Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.
T
. Data obtained from nondirective interviews are difficult to validate. a. True b. False
T
. Employment interviews can serve as a public relations tool for employers. a. True b. False
T
. Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions. a. True b. False
T
. HRM specialists have found that panel interviews lead to higher reliability and shorter decision-making period than one-to-one interviews. a. True b. False
T
. In highly structured interviews, the interviewer determines the course that the interview will follow as each question is asked.
T
. In the clinical approach to selection, different evaluators assign different weights to an applicant's strengths and weaknesses.
T
. Interviewers should steer clear of issues such as age, race, marital status, and sexual orientation. a. True b. False
T
. Most large companies accept applications online
T
. Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.
T
. Openness to experience refers to the degree to which someone is insightful, creative, artistic, and curious. a. True b. False
T
. Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively. a. True b. False
T
. Personality tests measure such things as agreeableness, extroversion, and openness to experience. a. True b. False
T
. Physical ability tests tend to predict performance, accidents, and injuries. a. True b. False
T
. Police, firefighting, and teaching areas appear to be more prone to discrimination litigation. a. True b. False
T
. Situational interviews ask the applicant how they would respond, while behavioral description interviews ask the applicant how they did respond.
T
. The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use.
T
1. While the overall selection process is the responsibility of the HR department, line managers often make the final decision about hiring personnel into their unit.
T
15. The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be the better performers.
T
21. Construct validity refers to the extent to which a selection tool measures a trait, such as intelligence and anxiety.
T
70. The multiple hurdle model is a sequential strategy in which only the applicants with the highest scores at an initial test stage go on to subsequent stages.
T
8. Validity refers to what a selection procedure measures and how well it measures it.
T
Based on the Privacy Act of 1974, individuals have a legal right to examine reference documentation about them.
T
Behavioral description interviews appear to be more effective than situational interviews, especially for higher-level positions. a. True b. False
T
It is much easier to measure what individuals can do than what they will do. a. True b. False
T
Legally, medical examinations can be administered to an applicant before he or she has been made a conditional employment offer.
T
Most interviews take place in person
T
On application forms, questions about arrests are not permissible.
T
Sequential interviews are very common.
T
Structured interviews are less likely than nondirective interviews to be attacked in court.
T
Tell me more about your experiences on your last job" is an example of a nondirective interview question. a. True b. False
T
The closer the content of the selection instrument is to actual work samples or behaviors, the greater its content validity.
T
The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants. a. True b. False
T
Video interviews have the advantages of speed and cost effectiveness. a. True b. False
T
With a compensatory model, a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test. a. True b. False
T
. Which is the most direct and the least complicated type of validity to assess? a. Content validity b. Construct validity c. Criterion-related validity d. Concurrent validity
a. Content validity
. According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks. a. conscientiousness b. extroversion c. agreeableness d. neuroticism
a. conscientiousness
The results of a validation study are usually reported in the form of a: a. correlation coefficient. b. validity indicator. c. scale from 1 to 10. d. standard deviation.
a. correlation coefficient.
The extent to which good performance on a test correlates with high marks on a performance review is an example of: a. criterion-related validity. b. clinical approach. c. construct validity. d. cross-validation.
criterion-related validity.
The process in which a test or battery of tests is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study is called: a. redundancy validation. b. repeat validation. c. cross-validation. d. inferential validation.
cross-validation.
Validity coefficients range from: a. 0.00 to 1.00. b. 1.00 to 10.00. c. -5.00 to +5.00. d. -1.00 to +1.00.
d. -1.00 to +1.00.
During the selection procedure, an applicant may be rejected: a. after the preliminary interview. b. after completing the application blank. c. after selection test results are received. d. at any step in the procedure.
d. at any step in the procedure.
Intelligence, mechanical comprehension, and anxiety are examples of: a. job requirements. b. job characteristics. c. theories. d. constructs.
d. constructs.
The type of information obtained from an applicant should be based on: a. job specifications. b. the biographical data set. c. manning tables. d. the HR manager's preferences.
job specifications.
Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of: a. predictive validity. b. concurrent validity. c. content validity. d. correlational validity.
predictive validity.
Regardless of the selection methods used, it is essential that the selection procedure be: a. lengthy and thorough. b. quick and efficient. c. reliable and valid. d. a positive experience for applicants.
reliable and valid.
The degree to which a test or selection procedure measures a person's attributes is termed: a. evidence. b. accuracy. c. reliability. d. validity.
validity
The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT: a. criterion-related validity. b. content validity. c. utility validity. d. construct validity.
C utility validity.
"Lie detectors" legally include pencil-and-paper honesty tests in addition to mechanical and electronic devices.
F
. A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable
F
. Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.
F
. Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible. a. True b. False
F
. If a work sample test includes major job functions and predicts job success, it has construct validity. a. True b. False
F
. Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of job performance across a variety of jobs.
F
. The clinical approach to selection eliminates personal biases and stereotypes. a. True b. False
F
13. Correlation (validity) coefficients range from 0.00 to 1.00.
F
24. Firms that operate in more than one state can easily develop one form to use in all locations.
F
3. As more steps are generally required when filling positions externally, companies often try to hire within and advertise externally only as a last resort.
F
The purposes served by application forms include all of the following EXCEPT: a. eliminating the need for interviews. b. determining if the applicant meets the minimum requirements. c. providing the basis for interview questions. d. offering sources for reference checks.
a. eliminating the need for interviews.
According to the "Big Five" factors, _____ means the degree to which someone is talkative, sociable, active, aggressive, and excitable. a. extroversion b. agreeableness c. conscientiousness d. neuroticism
a. extroversion
The interview remains a mainstay of selection because of all of the following, EXCEPT: a. it absolves the organization of legal liability. b. it is practical. c. it serves public relations purposes. d. interviewers maintain confidence in their judgments.
a. it absolves the organization of legal liability.
Which of the following is inappropriate on an application form? a. Asking the applicant to provide high school, college, and post-college attendance b. Asking the applicant to disclose any prior arrests c. Asking the applicant to provide names, addresses, and phone numbers of references d. Asking the applicant to provide all work experience
b. Asking the applicant to disclose any prior arrests
. _____ require the applicant to perform tasks that are actually a part of the work required on the job. a. EEOC tests b. Work sample tests c. Job knowledge tests d. Biographical data tests
b. Work sample tests
. If two or more methods yield consistent results, the selection procedure can be described as: a. having predictive validity. b. being reliable. c. being redundant. d. having content validity.
b. being reliable.
94. The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is: a. criterion-related validity. b. content validity. c. construct validity. d. concurrent validity.
b. content validity
. The degree to which selection procedures yield comparable data over a period of time is known as: a. consistency. b. reliability. c. validity. d. conformity.
b. reliability.
Typically, establishing validity is a matter of comparing selection test scores: a. to weighted scores on the candidates' application. b. to supervisors' performance ratings. c. to previous scores done in a similar occupation. d. before and after hiring.
b. to supervisors' performance ratings.
Constructs, or traits, include all of the following EXCEPT: a. intelligence. b. mechanical comprehension. c. physical ability. d. anxiety.
c. physical ability.
101. Which of the following is inappropriate on an application form? a. Indicating whether the applicant has the legal right to work in the U.S. b. Making inquiries about the ability of the applicant to perform job functions c. High school and college attendance with dates d. References' names, addresses, and phone numbers
c. High school and college attendance with dates
Which of the following is an inappropriate interview question? a. Where did you go to school? b. Have you ever been convicted of a crime? c. Where were you born? d. Are you legally authorized to work in the United States?
c. Where were you born?
A validity coefficient of -1.00 indicates a(n): a. complete lack of correlation. b. error in math. c. perfect negative correlation. d. perfect positive correlation.
c. perfect negative correlation.
. The difference between the situational interview and the behavioral description interview is that: a. there is no difference, the terms are synonymous. b. the situational interview is for technical positions, while the behavioral description interview applies to upper-level management positions. c. the situational interview is hypothetical, while the behavioral description interview is based upon actual experience. d. the behavioral description interview is hypothetical, while the situational interview is based upon actual experience.
c. the situational interview is hypothetical, while the behavioral description interview is based upon actual experience.
Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in: a. predictive validity. b. concurrent validity. c. content validity. d. correlational validity.
concurrent validity.