Question 1

Which is not required to establish predictive validity:

Accepted Answer

A) All prospective applicants take the test and scores are kept. 
B) Applicants who were hired were evaluated by supervisors. 
C) Applicants who were not hired are re-tested. 
D) Scores of hired applicants are compared to supervisor evaluations. 
E) Supervisor ratings are compared to test scores. 
A) All prospective applicants take the test and scores are kept. 
B) Applicants who were hired were evaluated by supervisors. 
C) Applicants who were not hired are re-tested. 
D) Scores of hired applicants are compared to supervisor evaluations. 
E) Supervisor ratings are compared to test scores.

Question 2

It is not necessary, when rejecting a job candidate, to worry about how the rejection is worded, as it will have minimal, if any, impact on the organization.

Accepted Answer

A) True 
 B)False

Question 3

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

Accepted Answer

Performanc

Question 4

You should not offer an official job interview during the _________.

Accepted Answer

Phone scre

Question 5

MATCHING KEY TERMS AND DEFINITIONS
-Company-specific employment document completed by job applicants used to generate specific information the company wants.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 6

MATCHING KEY TERMS AND DEFINITIONS
-A selection device requiring the job applicant to actually perform a small segment of the job.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 7

The degree to which a test measures a particular trait related to successful performance on the job refer to content validity.

Accepted Answer

A) True 
 B)False

Which is not required to establish predictive validity:

It is not necessary, when rejecting a job candidate, to worry about how the rejection is worded, as it will have minimal, if any, impact on the organization.

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

You should not offer an official job interview during the _________.

MATCHING KEY TERMS AND DEFINITIONS -Company-specific employment document completed by job applicants used to generate specific information the company wants.

MATCHING KEY TERMS AND DEFINITIONS -A selection device requiring the job applicant to actually perform a small segment of the job.

The degree to which a test measures a particular trait related to successful performance on the job refer to content validity.

Functions and Strategy

Human Resource Planning and Job Analysis

Equal Employment Opportunity

Employee Rights and Discipline

Recruiting

Onboarding, Training, and Developing Employees

Managing Careers

Performance Management

Establishing Rewards and Pay Plans

Employee Benefits

Managing Health and Safety Risks

Understanding Labor Relations and Collective Bargaining

Filters

Exam 6: Foundations of Selection

Which is not required to establish predictive validity:

It is not necessary, when rejecting a job candidate, to worry about how the rejection is worded, as it will have minimal, if any, impact on the organization.

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

You should not offer an official job interview during the _________.

MATCHING KEY TERMS AND DEFINITIONS -Company-specific employment document completed by job applicants used to generate specific information the company wants.

MATCHING KEY TERMS AND DEFINITIONS -A selection device requiring the job applicant to actually perform a small segment of the job.

The degree to which a test measures a particular trait related to successful performance on the job refer to content validity.

Functions and Strategy

Human Resource Planning and Job Analysis

Equal Employment Opportunity

Employee Rights and Discipline

Recruiting

Onboarding, Training, and Developing Employees

Managing Careers

Performance Management

Establishing Rewards and Pay Plans

Employee Benefits

Managing Health and Safety Risks

Understanding Labor Relations and Collective Bargaining

Filters