Question 1

Which of the following is an assumption of the multiple cutoffs selection decision making model?

Accepted Answer

A) Predictors are linearly related to the criterion. 
B) The composite profile of successful employees is different from the composite profile of unsuccessful employees. 
C) A minimum amount of each predictor attribute is necessary for successful job performance. 
D) Predictors are additive and can compensate for one another. 
A) Predictors are linearly related to the criterion. 
B) The composite profile of successful employees is different from the composite profile of unsuccessful employees. 
C) A minimum amount of each predictor attribute is necessary for successful job performance. 
D) Predictors are additive and can compensate for one another. C

Question 2

Suppose you need 20 machinists and you expect 200 people to apply for the job.Using Thorndike's predicted yield method for establishing cutoff scores, the ____ percentile would be the appropriate cutoff score

Accepted Answer

A) 90th 
B) 10th 
C) 20th 
D) 80th 
A) 90th 
B) 10th 
C) 20th 
D) 80th A

Question 3

Which of the following methods for establishing cutoff scores uses judgments of the difficulty of test/predictor items?

Accepted Answer

A) Thorndike's predicted yield method 
B) expectancy chart method 
C) Ebel method 
D) contrasting groups method 
A) Thorndike's predicted yield method 
B) expectancy chart method 
C) Ebel method 
D) contrasting groups method C

Question 4

Which of the following methods for establishing cutoff scores uses a judgment of the test takers rather than the items as the basis for determining cutoff scores?

Accepted Answer

A) Ebel method 
B) modified Ebel method 
C) Angoff method 
D) contrasting groups method 
A) Ebel method 
B) modified Ebel method 
C) Angoff method 
D) contrasting groups method

Question 5

When bands are too wide, too many applicants are judged as equal with respect to their scores on selection procedures.

Accepted Answer

A) True 
 B)False

Question 6

Match each of the following statements with the appropriate method for collecting and combining predictor information.
a.Pure judgment
e.Judgmental composite
b.Trait rating method
f.Mechanical composite
c.Profile interpretation
g.Judgmental synthesis
d.Pure statistical
h.
Mechanical collation
-Assessment centers used for managerial promotion decisions

Accepted Answer

The answer of Match each of the following statements with...

Question 7

Which of the following may result from a false negative error?

Accepted Answer

A) It may be difficult to terminate the employee hired. 
B) The employee hired may create safety and productivity problems. 
C) The employee hired may cause a blockage in the organization's career path, causing other employees to voluntarily leave the organization. 
D) An applicant who would have been successful on the job is rejected. 
A) It may be difficult to terminate the employee hired. 
B) The employee hired may create safety and productivity problems. 
C) The employee hired may cause a blockage in the organization's career path, causing other employees to voluntarily leave the organization. 
D) An applicant who would have been successful on the job is rejected.

Question 8

Match each of the following statements with the appropriate selection decision making strategy.
a.Multiple regression
d.Combination method
b.Multiple cutoffs
e.profile matching
c.Multiple hurdle
-A hybrid of multiple cutoff and multiple regression approaches

Accepted Answer

The answer of Match each of the following statements with...

Question 9

A pure judgment strategy for collecting and combining predictive information is:

Accepted Answer

A) one in which judgmental predictor data are collected, but they are combined mechanically for selection decision making. 
B) one in which predictor data are collected mechanically, but combined judgmentally for selection decision making. 
C) one in which predictor data are both collected mechanically and combined mechanically for selection decision making. 
D) one in which judgmental predictor data are collected and combined subjectively for selection decision making. 
A) one in which judgmental predictor data are collected, but they are combined mechanically for selection decision making. 
B) one in which predictor data are collected mechanically, but combined judgmentally for selection decision making. 
C) one in which predictor data are both collected mechanically and combined mechanically for selection decision making. 
D) one in which judgmental predictor data are collected and combined subjectively for selection decision making.

Question 10

Match each of the following statements with the appropriate method for collecting and combining predictor information.
a.Pure judgment
e.Judgmental composite
b.Trait rating method
f.Mechanical composite
c.Profile interpretation
g.Judgmental synthesis
d.Pure statistical
h.
Mechanical collation
-Applicants for a sales representative job are assessed in several interviews.These ratings are entered into a formula and an overall score is computed across interviews.

Accepted Answer

The answer of Match each of the following statements with...

Question 11

Match each of the following statements with the appropriate method for collecting and combining predictor information.
a.Pure judgment
e.Judgmental composite
b.Trait rating method
f.Mechanical composite
c.Profile interpretation
g.Judgmental synthesis
d.Pure statistical
h.
Mechanical collation
-A manager of a telemarketing firm selects telephone operators based on scores on three tests.The test data are combined by the manager who looks over the three test scores and forms an overall impression of whether the applicants would make successful operators.

Accepted Answer

The answer of Match each of the following statements with...

Question 12

Which of the following statistical methods can be used to establish "bands"?

Accepted Answer

A) standard error of estimate method; standard error of measurement method 
B) standard error of differences method; standard error of estimate method 
C) standard error of measurement method; standard error of differences method 
D) standard error of determination method; standard error of measurement method 
A) standard error of estimate method; standard error of measurement method 
B) standard error of differences method; standard error of estimate method 
C) standard error of measurement method; standard error of differences method 
D) standard error of determination method; standard error of measurement method

Question 13

The mechanical composite strategy for collecting and combining predictive information is:

Accepted Answer

A) one in which all information (both mechanical and judgmental data) is first mechanically combined into a prediction about the applicant's likely success; then this prediction is judged in the context of other information about the applicant. 
B) one in which data are collected mechanically but combined judgmentally. 
C) one in which data are both collected mechanically and combined mechanically. 
D) one that collects both judgmental and mechanical data and then combines them mechanically. 
A) one in which all information (both mechanical and judgmental data) is first mechanically combined into a prediction about the applicant's likely success; then this prediction is judged in the context of other information about the applicant. 
B) one in which data are collected mechanically but combined judgmentally. 
C) one in which data are both collected mechanically and combined mechanically. 
D) one that collects both judgmental and mechanical data and then combines them mechanically.

Question 14

The mechanical synthesis method for collecting and combining predictive information is:

Accepted Answer

A) one that first combines subjectively all information (both mechanical and judgmental) into a prediction about the applicant's likely success; this information is then mechanically combined with other information to create an overall score for the applicant 
B) one in which all information (both mechanical and judgmental data) is first mechanically combined into a prediction about the applicant's likely success; then this prediction is judged in the context of other information about the applicant 
C) one in which judgmental data are collected, but they are combined mechanically 
D) one in which both judgmental and mechanical data are collected but combined mechanically 
A) one that first combines subjectively all information (both mechanical and judgmental) into a prediction about the applicant's likely success; this information is then mechanically combined with other information to create an overall score for the applicant 
B) one in which all information (both mechanical and judgmental data) is first mechanically combined into a prediction about the applicant's likely success; then this prediction is judged in the context of other information about the applicant 
C) one in which judgmental data are collected, but they are combined mechanically 
D) one in which both judgmental and mechanical data are collected but combined mechanically

Question 15

Which of the following selection methods recognizes that selection decision making is a sequential process?

Accepted Answer

A) fixed bands 
B) sliding bands 
C) synthetic bands 
D) big bands 
A) fixed bands 
B) sliding bands 
C) synthetic bands 
D) big bands

Question 16

Use of minimum cutoff scores rather than top-down selection may result in:

Accepted Answer

A) less workforce diversity. 
B) fewer qualified applicants. 
C) lower job performance. 
D) lower labor costs. 
A) less workforce diversity. 
B) fewer qualified applicants. 
C) lower job performance. 
D) lower labor costs.

Question 17

It is prudent to use the banding procedures to identify equally qualified candidates and then select on the basis of affirmative action criteria (e.g., race, sex, age, etc.).

Accepted Answer

A) True 
 B)False

Question 18

Match each of the following statements with the appropriate method for collecting and combining predictor information.
a.Pure judgment
e.Judgmental composite
b.Trait rating method
f.Mechanical composite
c.Profile interpretation
g.Judgmental synthesis
d.Pure statistical
h.
Mechanical collation
-Engineering applicants are scored on the basis of tests and biographical data.A formula is used to compute an overall score.A panel of interviewers discusses the applicants' characteristics and makes its decisions about who to hire based on both their predicted success (from the formula) along with judgments of the interviewers on how well the applicants will fit in the organization.

Accepted Answer

The answer of Match each of the following statements with...

Question 19

Match each of the following statements with the appropriate selection decision making strategy.
a.Multiple regression
d.Combination method
b.Multiple cutoffs
e.profile matching
c.Multiple hurdle
-Only identifies those applicants minimally qualified for the job

Accepted Answer

The answer of Match each of the following statements with...

Question 20

The biggest problem with top-down selection is that it will likely lead to adverse impact against legally protected racial/ethnic groups.

Accepted Answer

A) True 
 B)False

Which of the following is an assumption of the multiple cutoffs selection decision making model?

Suppose you need 20 machinists and you expect 200 people to apply for the job.Using Thorndike's predicted yield method for establishing cutoff scores, the ____ percentile would be the appropriate cutoff score

Which of the following methods for establishing cutoff scores uses judgments of the difficulty of test/predictor items?

Which of the following methods for establishing cutoff scores uses a judgment of the test takers rather than the items as the basis for determining cutoff scores?

When bands are too wide, too many applicants are judged as equal with respect to their scores on selection procedures.

Which of the following may result from a false negative error?

Match each of the following statements with the appropriate selection decision making strategy. a.Multiple regression d.Combination method b.Multiple cutoffs e.profile matching c.Multiple hurdle -A hybrid of multiple cutoff and multiple regression approaches

A pure judgment strategy for collecting and combining predictive information is:

Which of the following statistical methods can be used to establish "bands"?

The mechanical composite strategy for collecting and combining predictive information is:

The mechanical synthesis method for collecting and combining predictive information is:

Which of the following selection methods recognizes that selection decision making is a sequential process?

Use of minimum cutoff scores rather than top-down selection may result in:

It is prudent to use the banding procedures to identify equally qualified candidates and then select on the basis of affirmative action criteria (e.g., race, sex, age, etc.).

Match each of the following statements with the appropriate selection decision making strategy. a.Multiple regression d.Combination method b.Multiple cutoffs e.profile matching c.Multiple hurdle -Only identifies those applicants minimally qualified for the job

The biggest problem with top-down selection is that it will likely lead to adverse impact against legally protected racial/ethnic groups.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Filters

Exam 15: Strategies for Selection Decision Making

Which of the following is an assumption of the multiple cutoffs selection decision making model?

Suppose you need 20 machinists and you expect 200 people to apply for the job.Using Thorndike's predicted yield method for establishing cutoff scores, the ____ percentile would be the appropriate cutoff score

Which of the following methods for establishing cutoff scores uses judgments of the difficulty of test/predictor items?

Which of the following methods for establishing cutoff scores uses a judgment of the test takers rather than the items as the basis for determining cutoff scores?

When bands are too wide, too many applicants are judged as equal with respect to their scores on selection procedures.

Which of the following may result from a false negative error?

Match each of the following statements with the appropriate selection decision making strategy. a.Multiple regression d.Combination method b.Multiple cutoffs e.profile matching c.Multiple hurdle -A hybrid of multiple cutoff and multiple regression approaches

A pure judgment strategy for collecting and combining predictive information is:

Which of the following statistical methods can be used to establish "bands"?

The mechanical composite strategy for collecting and combining predictive information is:

The mechanical synthesis method for collecting and combining predictive information is:

Which of the following selection methods recognizes that selection decision making is a sequential process?

Use of minimum cutoff scores rather than top-down selection may result in:

It is prudent to use the banding procedures to identify equally qualified candidates and then select on the basis of affirmative action criteria (e.g., race, sex, age, etc.).

Match each of the following statements with the appropriate selection decision making strategy. a.Multiple regression d.Combination method b.Multiple cutoffs e.profile matching c.Multiple hurdle -Only identifies those applicants minimally qualified for the job

The biggest problem with top-down selection is that it will likely lead to adverse impact against legally protected racial/ethnic groups.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Simulation Tests

Testing for Counterproductive Work Behaviors

Filters