Question 1

Biodata refers to medical or physiological tests of applicants prior to hiring.

Accepted Answer

A) True 
 B)False

Question 2

Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.

Accepted Answer

A) True 
 B)False

Question 3

The most common person to be contacted in a reference check is the applicant's __________.

Accepted Answer

A)  former coworkers 
B)  HR department at his/her former employer 
C)  former supervisor 
D)  friends 
A)  former coworkers 
B)  HR department at his/her former employer 
C)  former supervisor 
D)  friends

Question 4

Research has found that level of education is moderately related to job performance.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is a criterion on which biodata items can be classified?

Accepted Answer

A)  historical vs. nonverifiable 
B)  invasive vs. firsthand 
C)  objective vs. subjective 
D)  equal access vs. easy access 
A)  historical vs. nonverifiable 
B)  invasive vs. firsthand 
C)  objective vs. subjective 
D)  equal access vs. easy access

Question 6

Research on the reliability and validity of biodata has been quite positive.

Accepted Answer

A) True 
 B)False

Question 7

A major problem with resumes and cover letters is lying.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following statements regarding résumés is true?

Accepted Answer

A)  Even background checks cannot reduce the problem of résumé fraud 
B)  Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions 
C)  Video résumés are highly respected by most employers 
D)  Extensive evidence suggests that résumés are highly accurate predictors of employee job performance 
A)  Even background checks cannot reduce the problem of résumé fraud 
B)  Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions 
C)  Video résumés are highly respected by most employers 
D)  Extensive evidence suggests that résumés are highly accurate predictors of employee job performance

Question 9

Most initial assessment methods have _________ validity.

Accepted Answer

A)  moderate to low 
B)  high to very high 
C)  moderately high to high 
D)  moderate 
A)  moderate to low 
B)  high to very high 
C)  moderately high to high 
D)  moderate

Question 10

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants.

Accepted Answer

A) True 
 B)False

Question 11

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are _________.

Accepted Answer

A)  1.00 
B)  .80 
C)  .20 
D)  .60 
E)  .40 
A)  1.00 
B)  .80 
C)  .20 
D)  .60 
E)  .40

Question 12

A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____.

Accepted Answer

A)  providential statement 
B)  disclaimer 
C)  waiver 
D)  requisition 
A)  providential statement 
B)  disclaimer 
C)  waiver 
D)  requisition

Question 13

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Accepted Answer

A) True 
 B)False

Question 14

Essay tests are best used to assess ___________ skills.

Accepted Answer

A)  oral communication 
B)  written communication 
C)  interpersonal 
D)  none of the above 
A)  oral communication 
B)  written communication 
C)  interpersonal 
D)  none of the above

Question 15

The principal assumption behind the use of biodata is the axiom, ________.

Accepted Answer

A)  The best predictor of future behavior is motivation level 
B)  The best predictor of future behavior is KSAOs 
C)  The best predictor of future behavior is education level 
D)  The best predictor of future behavior is past behavior 
A)  The best predictor of future behavior is motivation level 
B)  The best predictor of future behavior is KSAOs 
C)  The best predictor of future behavior is education level 
D)  The best predictor of future behavior is past behavior

Question 16

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.

Accepted Answer

A)  education level 
B)  quality of school 
C)  training and experience 
D)  all of the above are correct 
A)  education level 
B)  quality of school 
C)  training and experience 
D)  all of the above are correct

Question 17

Most initial assessment methods have moderate to low validity.

Accepted Answer

A) True 
 B)False

Question 18

The strength of the relationship between a predictor and performance is called ________.

Accepted Answer

A)  reliability 
B)  validity 
C)  utility 
D)  instrumentality 
A)  reliability 
B)  validity 
C)  utility 
D)  instrumentality

Question 19

Disclaimers are used as a means of protecting employer rights.

Accepted Answer

A) True 
 B)False

Question 20

The initial interview is the least expensive method of initial assessment.

Accepted Answer

A) True 
 B)False

Biodata refers to medical or physiological tests of applicants prior to hiring.

Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.

The most common person to be contacted in a reference check is the applicant's __________.

Research has found that level of education is moderately related to job performance.

Which of the following is a criterion on which biodata items can be classified?

Research on the reliability and validity of biodata has been quite positive.

A major problem with resumes and cover letters is lying.

Which of the following statements regarding résumés is true?

Most initial assessment methods have _________ validity.

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants.

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are _________.

A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____.

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Essay tests are best used to assess ___________ skills.

The principal assumption behind the use of biodata is the axiom, ________.

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.

Most initial assessment methods have moderate to low validity.

The strength of the relationship between a predictor and performance is called ________.

Disclaimers are used as a means of protecting employer rights.

The initial interview is the least expensive method of initial assessment.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 8: External Selection I

Biodata refers to medical or physiological tests of applicants prior to hiring.

Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.

The most common person to be contacted in a reference check is the applicant's __________.

Research has found that level of education is moderately related to job performance.

Which of the following is a criterion on which biodata items can be classified?

Research on the reliability and validity of biodata has been quite positive.

A major problem with resumes and cover letters is lying.

Which of the following statements regarding résumés is true?

Most initial assessment methods have _________ validity.

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants.

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are _________.

A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____.

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Essay tests are best used to assess ___________ skills.

The principal assumption behind the use of biodata is the axiom, ________.

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.

Most initial assessment methods have moderate to low validity.

The strength of the relationship between a predictor and performance is called ________.

Disclaimers are used as a means of protecting employer rights.

The initial interview is the least expensive method of initial assessment.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters