Question 1

A selection ratio is

Accepted Answer

A) the ratio of the number of interviews successfully completed to the total number of applicants. 
B) the ratio of the total number of applicants hired to the total number of applicants. 
C) the ratio of the total number of applicants to the number of applicants hired. 
D) the ratio of the number of offers extended to the total number of applicants. 
E) the cost per hire. 
A) the ratio of the number of interviews successfully completed to the total number of applicants. 
B) the ratio of the total number of applicants hired to the total number of applicants. 
C) the ratio of the total number of applicants to the number of applicants hired. 
D) the ratio of the number of offers extended to the total number of applicants. 
E) the cost per hire.

Question 2

The two- to three-day strategy used to assess candidates' management potential is known as

Accepted Answer

A) a leaderless group discussion. 
B) a managerial aptitude test. 
C) a management assessment centre. 
D) a supervisory interest inventory. 
E) an in-basket exercise. 
A) a leaderless group discussion. 
B) a managerial aptitude test. 
C) a management assessment centre. 
D) a supervisory interest inventory. 
E) an in-basket exercise.

Question 3

The best strategy for creating appropriate expectations about the job is

Accepted Answer

A) providing a realistic job preview. 
B) using realistic testing. 
C) providing an in-depth interview. 
D) giving each applicant a copy of the job description. 
E) using simulations. 
A) providing a realistic job preview. 
B) using realistic testing. 
C) providing an in-depth interview. 
D) giving each applicant a copy of the job description. 
E) using simulations.

Question 4

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of

Accepted Answer

A) reliability. 
B) construct validity. 
C) criterion-related reliability. 
D) content validity. 
E) validity. 
A) reliability. 
B) construct validity. 
C) criterion-related reliability. 
D) content validity. 
E) validity.

Question 5

Interest inventories are tests that

Accepted Answer

A) measure basic elements of personality. 
B) compare a candidate's interests with those of people in various occupations. 
C) measure job performance directly. 
D) apply to extroversion and emotional stability. 
E) measure knowledge and/or proficiency. 
A) measure basic elements of personality. 
B) compare a candidate's interests with those of people in various occupations. 
C) measure job performance directly. 
D) apply to extroversion and emotional stability. 
E) measure knowledge and/or proficiency.

Question 6

Yung is the manager of human resources at a credit union.Following an incident where a former employee was convicted for theft of customer account information, she has become increasingly concerned about negligent hiring lawsuits.Which of the following steps would be the most helpful in addressing her concern?

Accepted Answer

A) ensuring selection criteria are based on job descriptions 
B) ensuring selection criteria are based on job specifications 
C) carefully scrutinizing application forms and checking references 
D) obtaining consent to check references 
E) adequately assessing the applicant's ability to meet performance standards 
A) ensuring selection criteria are based on job descriptions 
B) ensuring selection criteria are based on job specifications 
C) carefully scrutinizing application forms and checking references 
D) obtaining consent to check references 
E) adequately assessing the applicant's ability to meet performance standards

Question 7

The selection decision-making technique which involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression, is called

Accepted Answer

A) multiple-evaluation approach. 
B) statistical strategy. 
C) multiple-hurdle strategy. 
D) benchmark approach. 
E) clinical strategy. 
A) multiple-evaluation approach. 
B) statistical strategy. 
C) multiple-hurdle strategy. 
D) benchmark approach. 
E) clinical strategy.

Question 8

Answering the question, "Does this predictor measure what it's supposed to measure?"is an assessment of

Accepted Answer

A) differential validity. 
B) validity. 
C) reliability. 
D) aptitude and achievement. 
E) personality and behaviour. 
A) differential validity. 
B) validity. 
C) reliability. 
D) aptitude and achievement. 
E) personality and behaviour.

Question 9

Suggested guidelines to avoid negative legal consequences include all of the following except

Accepted Answer

A) adequately assessing each applicant's ability to meet performance standards. 
B) keeping careful records documenting each stage of the selection process. 
C) rejecting applicants who make false statements on their application forms. 
D) checking references very carefully. 
E) none of the guidelines above are exceptions. 
A) adequately assessing each applicant's ability to meet performance standards. 
B) keeping careful records documenting each stage of the selection process. 
C) rejecting applicants who make false statements on their application forms. 
D) checking references very carefully. 
E) none of the guidelines above are exceptions.

Question 10

The interview format that may seem quite mechanical to all concerned is known as

Accepted Answer

A) nondirective. 
B) structured. 
C) mixed. 
D) unstructured. 
E) stress-producing. 
A) nondirective. 
B) structured. 
C) mixed. 
D) unstructured. 
E) stress-producing.

Question 11

Most interviews are administered

Accepted Answer

A) simultaneously by a group. 
B) by computers. 
C) simultaneously by several candidates. 
D) one-on-one. 
E) on a standard evaluation form. 
A) simultaneously by a group. 
B) by computers. 
C) simultaneously by several candidates. 
D) one-on-one. 
E) on a standard evaluation form.

Question 12

Criterion-related validity is the extent to which a selection instrument, such as a test, samples the knowledge and skills needed to perform the job.

Accepted Answer

A) True 
 B)False

Question 13

Strategic selection is important because of

Accepted Answer

A) ethical reasons. 
B) the time and costs involved. 
C) the costs involved, impact on performance, and legal implications. 
D) the employment equity plan. 
E) the budget required and legal implications. 
A) ethical reasons. 
B) the time and costs involved. 
C) the costs involved, impact on performance, and legal implications. 
D) the employment equity plan. 
E) the budget required and legal implications.

Question 14

A common interviewing mistake is to make the interview itself mostly a search for

Accepted Answer

A) negative information. 
B) information about medical history. 
C) personal information. 
D) positive information. 
E) the ideal candidate. 
A) negative information. 
B) information about medical history. 
C) personal information. 
D) positive information. 
E) the ideal candidate.

Question 15

All of the following are common interviewing mistakes except

Accepted Answer

A) poor knowledge of job. 
B) poor planning. 
C) too little talking. 
D) asking discriminatory questions. 
E) making snap judgments. 
A) poor knowledge of job. 
B) poor planning. 
C) too little talking. 
D) asking discriminatory questions. 
E) making snap judgments.

Question 16

Intelligence, verbal skills, analytical ability, and leadership skills are examples of constructs.

Accepted Answer

A) True 
 B)False

Question 17

Motor abilities a firm might want to measure include all of the following except

Accepted Answer

A) reaction time. 
B) speed of arm movement. 
C) manual dexterity. 
D) finger dexterity. 
E) spatial visualization. 
A) reaction time. 
B) speed of arm movement. 
C) manual dexterity. 
D) finger dexterity. 
E) spatial visualization.

Question 18

The immediate supervisor is generally responsible for making the final selection decision.Reasons for this include all of the following except that

Accepted Answer

A) he or she is generally best qualified to assess job knowledge and skills. 
B) he or she is often highly skilled in the selection process. 
C) it is important that the individual selected fits in with current department members. 
D) if he or she is not committed to the selected individual, that person can easily be set up for failure. 
E) he or she must provide guidance and assistance to the new hire. 
A) he or she is generally best qualified to assess job knowledge and skills. 
B) he or she is often highly skilled in the selection process. 
C) it is important that the individual selected fits in with current department members. 
D) if he or she is not committed to the selected individual, that person can easily be set up for failure. 
E) he or she must provide guidance and assistance to the new hire.

Question 19

A selection ratio of 1:3 generally means that

Accepted Answer

A) there are many applicants from whom to select. 
B) there are high quality recruits and many applicants from whom to select. 
C) there are low quality recruits, but many applicants, from whom to select. 
D) there are a limited number of applicants from whom to select. 
E) there are a limited number of applicants from whom to select who are also likely low quality recruits. 
A) there are many applicants from whom to select. 
B) there are high quality recruits and many applicants from whom to select. 
C) there are low quality recruits, but many applicants, from whom to select. 
D) there are a limited number of applicants from whom to select. 
E) there are a limited number of applicants from whom to select who are also likely low quality recruits.

Question 20

Each of the following is a potential source of unreliability except

Accepted Answer

A) tiredness of the applicant. 
B) the conditions under which the instrument is administered. 
C) changes within the applicant. 
D) chance response tendencies. 
E) none of the above.There are no exceptions listed there. 
A) tiredness of the applicant. 
B) the conditions under which the instrument is administered. 
C) changes within the applicant. 
D) chance response tendencies. 
E) none of the above.There are no exceptions listed there.

A selection ratio is

The two- to three-day strategy used to assess candidates' management potential is known as

The best strategy for creating appropriate expectations about the job is

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of

Interest inventories are tests that

The selection decision-making technique which involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression, is called

Answering the question, "Does this predictor measure what it's supposed to measure?"is an assessment of

Suggested guidelines to avoid negative legal consequences include all of the following except

The interview format that may seem quite mechanical to all concerned is known as

Most interviews are administered

Criterion-related validity is the extent to which a selection instrument, such as a test, samples the knowledge and skills needed to perform the job.

Strategic selection is important because of

A common interviewing mistake is to make the interview itself mostly a search for

All of the following are common interviewing mistakes except

Intelligence, verbal skills, analytical ability, and leadership skills are examples of constructs.

Motor abilities a firm might want to measure include all of the following except

The immediate supervisor is generally responsible for making the final selection decision.Reasons for this include all of the following except that

A selection ratio of 1:3 generally means that

Each of the following is a potential source of unreliability except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

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Exam 7: Selection

A selection ratio is

The two- to three-day strategy used to assess candidates' management potential is known as

The best strategy for creating appropriate expectations about the job is

The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of

Interest inventories are tests that

The selection decision-making technique which involves identifying the most valid predictors and weighting them through statistical methods, such as multiple regression, is called

Answering the question, "Does this predictor measure what it's supposed to measure?"is an assessment of

Suggested guidelines to avoid negative legal consequences include all of the following except

The interview format that may seem quite mechanical to all concerned is known as

Most interviews are administered

Criterion-related validity is the extent to which a selection instrument, such as a test, samples the knowledge and skills needed to perform the job.

Strategic selection is important because of

A common interviewing mistake is to make the interview itself mostly a search for

All of the following are common interviewing mistakes except

Intelligence, verbal skills, analytical ability, and leadership skills are examples of constructs.

Motor abilities a firm might want to measure include all of the following except

The immediate supervisor is generally responsible for making the final selection decision.Reasons for this include all of the following except that

A selection ratio of 1:3 generally means that

Each of the following is a potential source of unreliability except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters