Question 1

What are the advantages of ranking as a method of final choices over random selection?

Accepted Answer

With ranking,finalists are ordered from the most desirable to
the least desirable,based on results of discretionary assessments.With random selection,each finalist has an equal chance of being selected.The advantage to ranking is that it provides an indication of the relative worth of each finalist for the- job.It also provides a set backups should one or more of the finalists withdraw from the process.

Question 2

Research suggests that banding procedures result in substantial decreases in the _______________ of cognitive ability tests while the losses in ___________ are relatively small

Accepted Answer

A) validity;reliability 
B) utility;validity 
C) adverse impact;utility 
D) reliability;adverse impact 
A) validity;reliability 
B) utility;validity 
C) adverse impact;utility 
D) reliability;adverse impact C

Question 3

Which of the following statements about multiple hurdles approaches to decision making is(are)true?

Accepted Answer

A) They are used to prevent false positive errors. 
B) They are relatively inexpensive. 
C) They are generally preferable to compensatory model approaches. 
D) They are quick and easy to set up. 
A) They are used to prevent false positive errors. 
B) They are relatively inexpensive. 
C) They are generally preferable to compensatory model approaches. 
D) They are quick and easy to set up. A

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

The selection ratio is

Accepted Answer

A) the number of offers times the validity coefficient 
B) the validity coefficient times the base rate 
C) the number of people rejected divided by the number hired 
D) the number of people hired divided by the number of applicants 
A) the number of offers times the validity coefficient 
B) the validity coefficient times the base rate 
C) the number of people rejected divided by the number hired 
D) the number of people hired divided by the number of applicants

Question 6

Clinical prediction is the assessment of a candidate on the basis of objective judgments that takes the available information into consideration and concludes with an overall determination of the person's suitability.

Accepted Answer

A) True 
 B)False

Question 7

Under what circumstances should a compensatory model be used? What should a multiple hurdles model be used?

Accepted Answer

With compensatory models,low scores on s

Question 8

With which of the following methods are discretionary assessments least likely to be used?

Accepted Answer

A) Ranking 
B) Random selection 
C) Clinical prediction 
D) Grouping 
A) Ranking 
B) Random selection 
C) Clinical prediction 
D) Grouping

Question 9

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 _________.

Accepted Answer

A) use clinical prediction 
B) use unit weighting 
C) convert raw scores into standard scores 
D) employ unit weighting 
A) use clinical prediction 
B) use unit weighting 
C) convert raw scores into standard scores 
D) employ unit weighting

Question 10

Individuals not selected into an organization's workforce who would have performed at an acceptable level if they had been selected are considered to be _____

Accepted Answer

A) a true positive 
B) a true negative 
C) a false positive 
D) a false negative 
A) a true positive 
B) a true negative 
C) a false positive 
D) a false negative

Question 11

In establishing procedures for setting cutoff scores,organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.

Accepted Answer

A) True 
 B)False

Question 12

Your boss is considering the use of a new predictor.The base rate is high,the selection ratio is low,and the validity coefficient is high for the current predictor.What would you advise your boss and why?

Accepted Answer

I would probably advise my boss against

Question 13

Individuals who are selected into an organization's workforce,but who perform at an unacceptable level are considered to be ______

Accepted Answer

A) a true positive 
B) a true negative 
C) a false positive 
D) a false negative 
A) a true positive 
B) a true negative 
C) a false positive 
D) a false negative

Question 14

(p.403. )Cutoff scores or hiring standards regulate the flow of individuals from applicant to candidate to finalist.

Accepted Answer

A) True 
 B)False

Question 15

It is desirable that the denominator of a selection ratio be small.

Accepted Answer

A) True 
 B)False

Question 16

If a cutoff scores is lowered,the effect of this on hiring results is likely to be _______________.

Accepted Answer

A) fewer false negatives only 
B) both fewer false negatives and more true positives 
C) fewer false negatives and fewer false positives 
D) more false negatives and more false positives 
A) fewer false negatives only 
B) both fewer false negatives and more true positives 
C) fewer false negatives and fewer false positives 
D) more false negatives and more false positives

Question 17

Banding refers to the procedure whereby applicants who score within a certain score range or band are considered to have scored equivalently.

Accepted Answer

A) True 
 B)False

Question 18

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Accepted Answer

A) True 
 B)False

Question 19

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 _________.

Accepted Answer

A) ranking 
B) grouping 
C) random selection 
D) clinical prediction 
A) ranking 
B) grouping 
C) random selection 
D) clinical prediction

Question 20

The assessment of a candidate based on subjective judgments (usually made by managers)that takes the available information into consideration and concludes with an overall determination of the person's suitability is(are)________

Accepted Answer

A) multiple predictors 
B) compensatory model 
C) clinical prediction 
D) unit weighting 
A) multiple predictors 
B) compensatory model 
C) clinical prediction 
D) unit weighting

What are the advantages of ranking as a method of final choices over random selection?

Research suggests that banding procedures result in substantial decreases in the _____ of cognitive ability tests while the losses in _ are relatively small

Which of the following statements about multiple hurdles approaches to decision making is(are)true?

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

The selection ratio is

Clinical prediction is the assessment of a candidate on the basis of objective judgments that takes the available information into consideration and concludes with an overall determination of the person's suitability.

Under what circumstances should a compensatory model be used? What should a multiple hurdles model be used?

With which of the following methods are discretionary assessments least likely to be used?

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 _________.

Individuals not selected into an organization's workforce who would have performed at an acceptable level if they had been selected are considered to be _____

In establishing procedures for setting cutoff scores,organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.

Your boss is considering the use of a new predictor.The base rate is high,the selection ratio is low,and the validity coefficient is high for the current predictor.What would you advise your boss and why?

Individuals who are selected into an organization's workforce,but who perform at an unacceptable level are considered to be ______

(p.403. )Cutoff scores or hiring standards regulate the flow of individuals from applicant to candidate to finalist.

It is desirable that the denominator of a selection ratio be small.

If a cutoff scores is lowered,the effect of this on hiring results is likely to be _______________.

Banding refers to the procedure whereby applicants who score within a certain score range or band are considered to have scored equivalently.

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

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 _________.

The assessment of a candidate based on subjective judgments (usually made by managers)that takes the available information into consideration and concludes with an overall determination of the person's suitability is(are)________

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Final Match

Filters

Exam 11: Decision Making

What are the advantages of ranking as a method of final choices over random selection?

Research suggests that banding procedures result in substantial decreases in the _______________ of cognitive ability tests while the losses in ___________ are relatively small

Which of the following statements about multiple hurdles approaches to decision making is(are)true?

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

The selection ratio is

Clinical prediction is the assessment of a candidate on the basis of objective judgments that takes the available information into consideration and concludes with an overall determination of the person's suitability.

Under what circumstances should a compensatory model be used? What should a multiple hurdles model be used?

With which of the following methods are discretionary assessments least likely to be used?

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 _________.

Individuals not selected into an organization's workforce who would have performed at an acceptable level if they had been selected are considered to be _____

In establishing procedures for setting cutoff scores,organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.

Your boss is considering the use of a new predictor.The base rate is high,the selection ratio is low,and the validity coefficient is high for the current predictor.What would you advise your boss and why?

Individuals who are selected into an organization's workforce,but who perform at an unacceptable level are considered to be ______

(p.403. )Cutoff scores or hiring standards regulate the flow of individuals from applicant to candidate to finalist.

It is desirable that the denominator of a selection ratio be small.

If a cutoff scores is lowered,the effect of this on hiring results is likely to be _______________.

Banding refers to the procedure whereby applicants who score within a certain score range or band are considered to have scored equivalently.

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

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 _________.

The assessment of a candidate based on subjective judgments (usually made by managers)that takes the available information into consideration and concludes with an overall determination of the person's suitability is(are)________

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Final Match

Filters

Research suggests that banding procedures result in substantial decreases in the _____ of cognitive ability tests while the losses in _ are relatively small