ch 6 hr – Flashcard

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The final decision to hire an applicant usually belongs to: 6
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supervisors
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The type of information obtained from an applicant should be based on: 6
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job specifications.
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What is usually the first step in the selection process? 6
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submission of resume
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Which of the following should NOT be asked on an application form? 6
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national origin
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The interview remains a mainstay of selection because of all of the following, EXCEPT: 6
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it absolves the organization of legal liability
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The difference between the situational interview and the behavioral description interview is: 6
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the situational interview is hypothetical, while the behavioral description interview is based upon actual experience
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The selection procedure usually begins with: 6
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completion of an application form
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During the selection procedure, an applicant may be rejected: 6
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at any step in the procedure.
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Regardless of the selection methods used, it is essential that the selection procedure be: 6
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reliable and valid.
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The degree to which selection procedures yield comparable data over a period of time is known as: 6
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reliability.
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If two or more methods yield consistent results, the selection procedure can be described as: 6
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being reliable.
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If the data upon which selection decisions are not stable or consistent 6
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the data cannot be valid and cannot be used as predictors
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The Uniform Guidelines recognizes and accepts all of the following approaches to validation except: 6
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utility validity.
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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
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validity.
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Examples of criteria that can be used to validate selection procedures include all of the following except: 6
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test scores.
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The extent to which good performance on a test correlates with high marks on a performance review is an example of: 6
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criterion-related validity.
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Typically, establishing validity is a matter of comparing selection test scores: 6
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to supervisors' performance ratings
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Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of: 6
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predictive validity.
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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
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cross-validation.
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Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in: 6
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concurrent validity.
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The results of a validation study are usually reported in the form of a: 6
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correlation coefficient.
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Validity coefficients range from: 6
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-1.00 to +1.00
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A validity coefficient of -1.00 indicates: 6
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a perfect negative correlation
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Which of the following is an inappropriate interview question? 6
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Where were you born?
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____ require(s) the applicant to perform tasks that are actually a part of the work required on the job. 6
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Work sample tests
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According to the "Big Five" factors, ____ means the degree to which someone is talkative, sociable, active, aggressive, and excitable 6
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extroversion
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The extent to which validity coefficients can be generalized across situations is called 6
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validity generalization
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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
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content validity.
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According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks 6
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conscientiousness
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Which is the most direct and the least complicated type of validity to assess? 6
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content validity
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Constructs, or traits, include all of the following except: 6
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physical ability
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Intelligence, mechanical comprehension, and anxiety are examples of: 6
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constructs.
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Application forms should be developed carefully and revised as often as necessary, because: 6
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the EEOC has found that many questions asked are not job-related
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The purposes served by application forms include all of the following except: 6
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eliminating the need for interviews.
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Which of the following is inappropriate on an application form? 6
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asking the applicant to disclose any prior arrests
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Which of the following is inappropriate on an application form? 6
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high school and college attendance with dates
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Approximately ______ of private firms drug test their employees 6
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40 percent
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______ of applicants test positive for drugs. 6
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Less than five percent
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Regarding credit reports: 6
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organizations must advise and receive written consent from the applicant if a report will be requested
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The use of polygraph tests to screen applicants: 6
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is prohibited by federal law for most private employers.
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Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act? 6
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paper-and-pencil honesty test.
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A legal means of screening out applicants who pose a security risk is to use a: 6
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paper-and-pencil honesty test.
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Honesty tests have been shown to validly predict all of the following employee outcomes except: 6
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job satisfaction.
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_____ 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
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Predictive validity
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In the _____ to decision making, those making the selection decision review all the data on the applicants. 6
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clinical approach
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The Americans with Disabilities Act explicitly states that: 6
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physical exams must be directly related to the requirements of the job.
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Since the passage of the Drug-Free Workplace Act of 1988: 6
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applicants and employees of federal contractors are subject to testing for illegal drug use.
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A pre-employment test is an objective and standardized measure of: 6
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a sample of employee behavior.
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A ratio of 0.10, for example, means that ___ percent of the applicants will be selected. 6
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10 percent
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Measures of mental capabilities such as general intelligence, verbal fluency, numerical ability, or reasoning ability are examples of a: 6
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cognitive ability test.
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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
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twice as likely
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Which of the following interview questions is appropriate? 6
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Why did you leave your last job?
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Which of the following interview questions is appropriate? 6
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Have you ever worked under a different name?
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The personality trait of Extroversion refers to: 6
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the degree to which someone is sociable, active, and excitable
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The personality trait of Agreeableness refers to: 6
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the degree to which someone is amiable, generous, cooperative, and flexible
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The personality trait of Conscientiousness refers to: 6
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the degree to which someone is dependable and organized
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The personality trait of Openness to Experience refers to: 6
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the degree to which someone is insightful, creative, and curious
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The personality trait of Neuroticism refers to: 6
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the degree to which someone is secure, independent, and autonomous
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Personality tests: 6
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can inadvertently discriminate against individuals who would otherwise perform effectively
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The Uniform CPA Examination used to license certified public accountants is an example of: 6
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a job knowledge test
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Which of the following types of tests are increasingly being aided by computer simulations? 6
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work sample tests
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Interviews as a method of selection are popular for all of the following reasons except: 6
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interviews are the most valid method of selection.
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The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the: 6
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nondirective interview.
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The various types of employment interviews differ primarily in: 6
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amount of structure.
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The type of interview that provides the greatest consistency or standardization with respect to the questions asked is the: 6
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structured interview.
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Questions contained in structured job interviews should be based on: 6
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job analysis.
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The interview method that best reduces the possibility of discrimination is the: 6
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structured interview.
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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
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situational interview.
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"Tell me about the last time you disciplined an employee" is an example of a: 6
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behavioral description interview question
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"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
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situational interview.
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A behavioral description interview is more effective than a situational interview for: 6
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higher-level positions
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The benefits of panel interviews include: 6
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higher reliability because of multiple inputs
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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
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computer interview
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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
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video interview
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Which of the following is an appropriate interview question? 6
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Are you over the age of 18?
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Which of the following is an inappropriate interview question? 6
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What is your race?
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All of the following questions may be considered appropriate during an interview except: 6
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Have you ever been arrested?
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The selection decision should focus on: 6
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both "can-do" and "will-do" factors of the applicant.
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"Can-Do" factors in selection decisions include: 6
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skills
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HR staffs should consider all of the following factors during hiring decisions except: 6
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What effect will the applicants' family situation have on job performance?
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Between the two approaches to selection decisions, the ____ approach is considered superior, although the ____ is the most commonly used. 6
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statistical, clinical
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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
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Multiple cutoff
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The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the: 6
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statistical approach.
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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
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compensatory
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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
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Multiple hurdle
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A low selection ratio means: 6
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only the most promising applicants will be hired.
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A selection ratio of .10 means that: 6
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only 10% of the applicants will be selected.
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In large organization, notifying applicants of the selection decision and making job offers are generally the responsibility of: 6
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the HR department.
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The "O" in KSAO stands for: 6
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other factors
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Following 9/11 and a rash of corporate scandals, background checks have ______________. 6
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become standard for many corporations.
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State courts have ruled that companies can be held liable for ___________ if they fail to do adequate background checks. 6
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negligent hiring
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Generally, ___________ reference checks are preferable because they save time and provide for greater candor. 6
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telephone
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One of the drawbacks of pre-employment testing is that it creates the potential for _________. 6
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legal challenges.
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