Question 1

A job candidate responding to an "in-basket exercise" would most likely be asked to _________.

Accepted Answer

A)  make a simulated visit to a customer location 
B)  participate in an interview simulation 
C)  complete a written test to assess KSAOs 
D)  draft memos to respond to letters received 
A)  make a simulated visit to a customer location 
B)  participate in an interview simulation 
C)  complete a written test to assess KSAOs 
D)  draft memos to respond to letters received D

Question 2

Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.

Accepted Answer

A) True 
 B)False  False

Question 3

In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.

Accepted Answer

A) True 
 B)False  False

Question 4

Job knowledge tests hold great promise as a predictor of job performance.

Accepted Answer

A) True 
 B)False

Question 5

The validity of experience is higher than seniority for internal selection.

Accepted Answer

A) True 
 B)False

Question 6

While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.

Accepted Answer

A)  bribery for promotions is widespread 
B)  impression management and politics can play a role in who gets promoted 
C)  internal candidates with poor technical skills are likely to be promoted 
D)  instincts and intuition are not given enough weight 
A)  bribery for promotions is widespread 
B)  impression management and politics can play a role in who gets promoted 
C)  internal candidates with poor technical skills are likely to be promoted 
D)  instincts and intuition are not given enough weight

Question 7

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.

Accepted Answer

A)  discretionary 
B)  initial 
C)  substantive 
D)  sequential 
E)  compensatory 
A)  discretionary 
B)  initial 
C)  substantive 
D)  sequential 
E)  compensatory

Question 8

When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.

Accepted Answer

A) True 
 B)False

Question 9

An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.

Accepted Answer

A) True 
 B)False

Question 10

One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.

Accepted Answer

A) True 
 B)False

Question 11

An organization which is committed to shattering the "glass ceiling" should ___________.

Accepted Answer

A)  decrease its use of selection plans 
B)  emphasize the use of traditional assessment methods 
C)  pay attention to the types of KSAOs needed for advancement 
D)  undertake programs to raise employees' awareness of general career issues 
A)  decrease its use of selection plans 
B)  emphasize the use of traditional assessment methods 
C)  pay attention to the types of KSAOs needed for advancement 
D)  undertake programs to raise employees' awareness of general career issues

Question 12

Which of the following is examples of substantive methods for internal selection?

Accepted Answer

A)  Skills inventories 
B)  Managerial sponsorship 
C)  Career concepts 
D)  Performance appraisals 
A)  Skills inventories 
B)  Managerial sponsorship 
C)  Career concepts 
D)  Performance appraisals

Question 13

A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.

Accepted Answer

A) True 
 B)False

Question 14

Seniority is a highly valid method for internal selection.

Accepted Answer

A) True 
 B)False

Question 15

Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.

Accepted Answer

A)  the logic of prediction can be applied more precisely for internal selection than for external selection 
B)  the logic of prediction has identical application for internal and external selection 
C)  the logic of prediction works better for external selection than for internal selection 
D)  this concept does not apply to internal selection 
A)  the logic of prediction can be applied more precisely for internal selection than for external selection 
B)  the logic of prediction has identical application for internal and external selection 
C)  the logic of prediction works better for external selection than for internal selection 
D)  this concept does not apply to internal selection

Question 16

Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.

Accepted Answer

A) True 
 B)False

Question 17

If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is an advantage of external recruiting?

Accepted Answer

A)  they ensure consistency from opening to closing 
B)  they are useful for companies too small to have dedicated recruiters 
C)  they are very inexpensive 
D)  all of the above 
A)  they ensure consistency from opening to closing 
B)  they are useful for companies too small to have dedicated recruiters 
C)  they are very inexpensive 
D)  all of the above

Question 19

Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.

Accepted Answer

A) True 
 B)False

Question 20

A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.

Accepted Answer

A) True 
 B)False

A job candidate responding to an "in-basket exercise" would most likely be asked to _________.

Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.

Job knowledge tests hold great promise as a predictor of job performance.

The validity of experience is higher than seniority for internal selection.

While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.

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.

When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.

An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.

One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.

An organization which is committed to shattering the "glass ceiling" should ___________.

Which of the following is examples of substantive methods for internal selection?

A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.

Seniority is a highly valid method for internal selection.

Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.

Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.

If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.

Which of the following is an advantage of external recruiting?

Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.

A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 10: Internal Selection

A job candidate responding to an "in-basket exercise" would most likely be asked to _________.

Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.

Job knowledge tests hold great promise as a predictor of job performance.

The validity of experience is higher than seniority for internal selection.

While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.

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.

When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.

An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.

One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.

An organization which is committed to shattering the "glass ceiling" should ___________.

Which of the following is examples of substantive methods for internal selection?

A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.

Seniority is a highly valid method for internal selection.

Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.

Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.

If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.

Which of the following is an advantage of external recruiting?

Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.

A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Decision Making

Final Match

Staffing System Management

Retention Management

Filters