ch 6 hr – Flashcards

The final decision to hire an applicant usually belongs to: 6

The type of information obtained from an applicant should be based on: 6

What is usually the first step in the selection process? 6

Which of the following should NOT be asked on an application form? 6

The interview remains a mainstay of selection because of all of the following, EXCEPT: 6

The difference between the situational interview and the behavioral description interview is: 6

The selection procedure usually begins with: 6

During the selection procedure, an applicant may be rejected: 6

Regardless of the selection methods used, it is essential that the selection procedure be: 6

The degree to which selection procedures yield comparable data over a period of time is known as: 6

If two or more methods yield consistent results, the selection procedure can be described as: 6

If the data upon which selection decisions are not stable or consistent 6

The Uniform Guidelines recognizes and accepts all of the following approaches to validation except: 6

The degree to which inferences drawn from interviews, test scores, and other selection procedures are supported by evidence (such as good job performance) is termed: 6

Examples of criteria that can be used to validate selection procedures include all of the following except: 6

The extent to which good performance on a test correlates with high marks on a performance review is an example of: 6

Typically, establishing validity is a matter of comparing selection test scores: 6

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of: 6

The process in which a test or test battery 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: 6

Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in: 6

The results of a validation study are usually reported in the form of a: 6

Validity coefficients range from: 6

A validity coefficient of -1.00 indicates: 6

Which of the following is an inappropriate interview question? 6

____ require(s) the applicant to perform tasks that are actually a part of the work required on the job. 6

According to the "Big Five" factors, ____ means the degree to which someone is talkative, sociable, active, aggressive, and excitable 6

The extent to which validity coefficients can be generalized across situations is called 6

The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is: 6

According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks 6

Which is the most direct and the least complicated type of validity to assess? 6

Constructs, or traits, include all of the following except: 6

Intelligence, mechanical comprehension, and anxiety are examples of: 6

Application forms should be developed carefully and revised as often as necessary, because: 6

The purposes served by application forms include all of the following except: 6

Which of the following is inappropriate on an application form? 6

Which of the following is inappropriate on an application form? 6

Approximately ______ of private firms drug test their employees 6

______ of applicants test positive for drugs. 6

Regarding credit reports: 6

The use of polygraph tests to screen applicants: 6

Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act? 6

A legal means of screening out applicants who pose a security risk is to use a: 6

Honesty tests have been shown to validly predict all of the following employee outcomes except: 6

_____ involves testing applicants and obtaining criterion data after those applicants have been hired and have been on the job for a certain period of time. 6

In the _____ to decision making, those making the selection decision review all the data on the applicants. 6

The Americans with Disabilities Act explicitly states that: 6

Since the passage of the Drug-Free Workplace Act of 1988: 6

A pre-employment test is an objective and standardized measure of: 6

A ratio of 0.10, for example, means that ___ percent of the applicants will be selected. 6

Measures of mental capabilities such as general intelligence, verbal fluency, numerical ability, or reasoning ability are examples of a: 6

According to a report by the U.S. Merit Systems Protection Board, a quasijudicial agency that serves as the guardian of federal merit systems, structured interviews are _____ as nondirective interviews to predict on-the job performance. 6

Which of the following interview questions is appropriate? 6

Which of the following interview questions is appropriate? 6

The personality trait of Extroversion refers to: 6

The personality trait of Agreeableness refers to: 6

The personality trait of Conscientiousness refers to: 6

The personality trait of Openness to Experience refers to: 6

The personality trait of Neuroticism refers to: 6

Personality tests: 6

The Uniform CPA Examination used to license certified public accountants is an example of: 6

Which of the following types of tests are increasingly being aided by computer simulations? 6

Interviews as a method of selection are popular for all of the following reasons except: 6

The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the: 6

The various types of employment interviews differ primarily in: 6

The type of interview that provides the greatest consistency or standardization with respect to the questions asked is the: 6

Questions contained in structured job interviews should be based on: 6

The interview method that best reduces the possibility of discrimination is the: 6

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a: 6

"Tell me about the last time you disciplined an employee" is an example of a: 6

"It is late at night before your scheduled vacation. You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address. What will you do?" This is an example of a/an ____ question. 6

A behavioral description interview is more effective than a situational interview for: 6

The benefits of panel interviews include: 6

A type of interview that allows the firm to immediately compare answers to the ideal candidate or profile without the problems of impression management experienced in face-to-face meetings is: 6

A type of interview that allows for speed and flexibility, and helps make preliminary assessments before incurring costs with face-to-face meetings is: 6

Which of the following is an appropriate interview question? 6

Which of the following is an inappropriate interview question? 6

All of the following questions may be considered appropriate during an interview except: 6

The selection decision should focus on: 6

"Can-Do" factors in selection decisions include: 6

HR staffs should consider all of the following factors during hiring decisions except: 6

Between the two approaches to selection decisions, the ____ approach is considered superior, although the ____ is the most commonly used. 6

A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions is referred to as a ____ model. 6

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the: 6

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a ____ selection decision model 6

A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criteria on previous parts of the process is referred to as a ____ model. 6

A low selection ratio means: 6

A selection ratio of .10 means that: 6

In large organization, notifying applicants of the selection decision and making job offers are generally the responsibility of: 6

The "O" in KSAO stands for: 6

Following 9/11 and a rash of corporate scandals, background checks have ______________. 6

State courts have ruled that companies can be held liable for ___________ if they fail to do adequate background checks. 6

Generally, ___________ reference checks are preferable because they save time and provide for greater candor. 6

One of the drawbacks of pre-employment testing is that it creates the potential for _________. 6