Exam 3: Employee Selection Principles and Techniques

Letters of recommendation suffer from a negativity bias.

The four dimensions that account for the most predictive validity in assessment center performance are: ability to solve problems, influence others, supervise and communicate effectively.

The selection ratio for a minority group may be no less than of the majority group.

Biodata inventories are not very useful in predicting job success.

Many people may leave an organization because they entered the organization with unrealistic expectations about the job.

Members of Generation Y will comprise less than 40% of the workforce by 2012

Adverse impact reflects an imbalance in the selection ratios between majority and minority group members.

An employee selection program begins with job and work analysis.

The unstructured interview is _.

Which is not a characteristic of the unstructured interview?

A recruitment technique that acquaints the prospective employee with both positive and negative aspects of the job is known as .

A thorough job analysis is needed for which of the following organizational programs?

Research has found that human resources managers are just as likely as college students to be influenced on hiring decisions by the physical attractiveness of the job applicant.

Biographical information may be collected systematically using or .

When a selection program appears to disadvantage White males, this is referred to as an example of .

Interviews that focus not on personal characteristics or work experience but on the behaviors needed for successful job performance are called "_ ."

The critical incidents technique is used for .

Assessment centers were developed by .

References and letters of recommendation _.

Members of Generation Y will constitute approximately percent of the workforce by 2012.