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Question 11pts Economic gain formulas provide the HR specialist with an estimate of _______.

the economic gain derived from using a predictor versus random selection

the economic gain from using random selection

the economic gain of the standard deviation of job performance

the economic gain of the validity coefficient

 

Flag this QuestionQuestion 21pts If a cutoff score is set based on organizational needs such as vacancies to be filled, demand for labor, and EEO/AA requirements, the method for setting the cutoff score is most likely to be ______.

content-related

criterion-related

norm-referenced

predictor-referenced

 

Flag this QuestionQuestion 31pts If a cutoff scores is lowered, the effect of this on hiring results is likely to be

_______________.

fewer false negatives only

both fewer false negatives and more true positives

fewer false negatives and fewer false positives

more false negatives and more false positives

 

Flag this QuestionQuestion 41pts If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude___________.

this can never happen and the method of calculating validity must be incorrect

this is a common circumstance and the predictor should be used

if the predictor is highly correlated with other predictors, this will compensate for adverse impact

legal problems could result and alternative predictors should be sought

 

Flag this QuestionQuestion 51pts If an HR specialist is making a decision to make a job offer to one individual from among a group of finalists, and the specialist wants to avoid accusations of favoritism, the best selection method would be ___________.

ranking

grouping

random selection

clinical prediction

 

Flag this QuestionQuestion 61pts If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's _________.

validity coefficient

practical significance

sign

statistical significance

 

Flag this QuestionQuestion 71pts In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to

_________.

make the hiring decision

establish selection procedures

ensure relevant laws and regulations are being followed

represent the interests of employees to management

 

Flag this QuestionQuestion 81pts In which of the following assessment procedures is the participation of line managers most needed?

Initial assessment

Substantive methods

Discretionary methods

Background investigations

 

Flag this QuestionQuestion 91pts Knowledge of a predictor's validity is used to help establish cutoff scores when the method(s) employed to set the score is(are) _________.

content-related only

norm-referenced only

content-related and norm-referenced

criterion-related

 

Flag this QuestionQuestion 101pts Taylor-Russell tables are an effective decision making tool in that they

_________.

allow for calculating selection ratios

enable HR specialists to calculate utility ratios

allow simultaneous consideration of a predictor's base rate, selection ratio, and validity

help to increase validity coefficients to more acceptable levels

 

Flag this QuestionQuestion 111pts Under which circumstances is "hiring success gain" likely to be optimal?

Low selection ratio, low base rate, high validity

High selection ratio, high base rate, high validity

High selection ratio, low base rate, high validity

High selection ratio, low base rate, low validity

 

Flag this QuestionQuestion 121pts Uniform Guidelines on Employee Selection Procedures establish guidelines for record-keeping ____________.

of applicants' sex

of applicants' race

for major job categories

all of the above

 

Flag this QuestionQuestion 131pts When HR specialists state that a new predictor "adds value" to the prediction of job success, they mean that ______.

the predictor provides economic benefit to prediction

the predictor has a high validity coefficient

the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors.

The predictor is highly correlated with other predictors, thus increasing efficiency

 

Flag this QuestionQuestion 141pts When the cost of making false positive errors is extremely high, it is advisable to use ___________.

compensatory models

multiple hurdle models

neither compensatory nor multiple hurdle models

discretionary models

 

Flag this QuestionQuestion 151pts When using multiple predictors and a compensatory model to make hiring decisions, and the variables serving as predictors are measured in different units of measure, the most advisable first step is to ___________.

use clinical prediction

use unit weighting

convert raw scores into standard scores

employ unit weighting

 

Flag this QuestionQuestion 161pts Which of the following is a(n) limitation of utility analysis?

It is too costly.

It is too time-consuming.

It lacks realism.

It is not reliable.

 

Flag this QuestionQuestion 171pts Which of the following statements about cutoff scores is a useful guideline for setting cutoff scores?

Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce.

The job relatedness of assessment procedures should not be correlated with validity.

A single "best" method of setting cutoff scores should be identified.

Cutoff scores should be set to maximize true positives.

 

Flag this QuestionQuestion 181pts Which of the following circumstances would not enhance the precision of multiple regression as a method for assessing job applicants?

Small number of predictors.

Low correlations between predictor variables.

High correlation of each predictor with the criterion.

Small sample sizes.

 

Flag this QuestionQuestion 191pts Which of the following statements about multiple hurdles approaches to decision making is(are) true?

They are used to prevent false positive errors.

They are relatively inexpensive.

They are generally preferable to compensatory model approaches.

They are quick and easy to set up.

 

Flag this QuestionQuestion 201pts With which of the following methods are discretionary assessments least likely to be used?

Ranking

Random selection

Clinical prediction

Grouping

 

Flag this QuestionQuestion 211pts A job candidate responding to an "in-basket exercise" would most likely be asked to __________.

make a simulated visit to a customer location

participate in an interview simulation

complete a written test to assess KSAOs

draft memos to respond to letters received

 

Flag this QuestionQuestion 221pts An important advantage of peer assessments is ___________.

lower probability of bias in the assessment

greater clarity in the criteria for assessment

enhanced employee morale through the fostering of a competitive spirit

greater knowledge of the applicants' KSAOs

 

Flag this QuestionQuestion 231pts An organization which is committed to shattering the "glass ceiling"

should ____________.

decrease its use of selection plans

emphasize the use of traditional assessment methods

pay attention to the types of KSAOs needed for advancement

undertake programs to raise employees' awareness of general career issues

 

Flag this QuestionQuestion 241pts If the selection objective is to assess a candidate's ability to make a coherent.

persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n)________.

assessment center

in-basket exercise

role play

oral presentation

 

Flag this QuestionQuestion 251pts In comparing internal selection with external selection, an advantage of internal selection is that _________.

internal selection requires few procedures to locate and screen viable job candidates

internal selection presents fewer dangers of incurring legal liability than external selection

information about internal candidates tends to be more verifiable than information about external candidates

there is less need to use multiple predictors in assessing internal candidates than with external candidates

 

Flag this QuestionQuestion 261pts Research on the use of selection and experience as internal selection

methods indicates that ____________.

seniority is a more valid method of internal selection than experience

seniority is better suited to predict short-term rather than long-term potential

experience is less likely to be content valid if the past or present jobs are similar to the future job

experience is unlikely to remedy initial performance difficulties of low ability employees

 

Flag this QuestionQuestion 271pts The concept which refers to the idea that individuals rise to their lowest level of incompetence is the ________.

Peter Principle

Promotability Principle

Career Concept Principle

4/5 Principle

 

Flag this QuestionQuestion 281pts The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.

discretionary

initial

substantive

sequential

compensatory

 

Flag this QuestionQuestion 291pts The use of the case analysis method of assessment is most appropriate for

assessing _____________.

ability to perform a technical task

problem-solving abilities

leadership skills

social-interactive skills

 

Flag this QuestionQuestion 301pts The validity of assessment centers as a method for internal selection is

approximately ____________.

.00

.10-.20

.30-.40

.50-.60

 

Flag this QuestionQuestion 311pts Where peer assessments are concerned, it would be accurate to say that

______________.

peer ratings rely on voting to select the most promotable applicants

peer assessments are used for both internal and external applicants

peer nominations rely on rank ordering of peers being assessed

peer rankings rely on assessments of each applicant using scores on a continuous numerical scale

 

Flag this QuestionQuestion 321pts Which of the following is(are) examples of substantive methods for internal selection?

Skills inventories

Managerial sponsorship

Career concepts

Performance appraisals

 

Flag this QuestionQuestion 331pts Which of the following can be used to support the assessment of employees for global assignments?

Personality tests

Simulations

Interviews

All of the above

 

Flag this QuestionQuestion 341pts Which of the following statements about various methods of managerial sponsorship is false?

A "coach" is available to the person being assisted on and off the job.

A coach provides day-to-day feedback.

A "mentor" becomes personally responsible for the success of the person being assisted.

A "sponsor" actively promotes the person being assisted for advancement opportunities.

 

Flag this QuestionQuestion 351pts Which of the following is true regarding performance appraisals and internal selection?

It is illegal for organizations to use performance appraisals as a basis for internal selection decisions.

Performance appraisals have no validity.

Performance appraisals have no reliability.

Performance appraisals are readily available in organizations.

 

Flag this QuestionQuestion 361pts Which of the following factors is the most relevant to the theory behind assessment centers?

Prediction of the individual's behavior in critical roles through assessment by multiple methods.

Matching applicants to KSAOs required by the job.

Shortening the period of time needed to complete an assessment for a managerial position.

Substituting HR assessors for line management assessors.

 

Flag this QuestionQuestion 371pts Which of the following assessment methods does not have high validity?

Assessment centers

Job knowledge tests

Seniority

Promotability ratings

 

Flag this QuestionQuestion 381pts Which of the following assessment methods does not have high reliability?

Performance appraisals

In-basket exercises

Seniority

Assessment centers

 

Flag this QuestionQuestion 391pts Within the context of internal selection, an accurate statement about the logic of prediction would be that ______________.

the logic of prediction can be applied more precisely for internal selection than for external selection

the logic of prediction has identical application for internal and external selection

the logic of prediction works better for external selection than for internal selection

this concept does not apply to internal selection