Exam 11: Decision Making

The most fundamental concern regarding utility analysis is that it lacks realism.

A significance level of p<0.05 means that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not.

The two options the UGESP recommends for minimizing adverse impact are use of within-group norming and banding.

When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments.

Multiple regression will be more precise than unit weighting if there is a small number of predictors, low correlations between predictors, and a large sample.

When applicants who score within a certain score range are considered to have scored equivalently ________.

Under which circumstances is "hiring success gain" likely to be optimal?

In which of the following assessment procedures is the participation of line managers most needed?

The base rate is the number of hirees divided by the number of employees.

Statistical significance is stated as a probability and indicates a given predictor's chances of yielding similar validity coefficients with different sets of applicants.

The most difficult factor in the economic gain formula to estimate is "cost per applicant".

In general, HR specialists should orchestrate the development of staffing policies and procedures for all departments, but play a secondary, or supporting role in the ultimate decision to hire in areas outside of the HR department.

One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs.

The law prohibits using different norms for test scores of minority and majority groups.

An applicant who is hired but does not perform successfully is a ______________.

If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores.

Validity refers to the relationship between predictor and criterion scores.

Utility refers to the expected gains to be derived from using a predictor.

The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.

The law suggests that unless the organization is under a formal AAP, protected characteristics should not be considered in selection decision making.