Question 1

Hiring refers to

Accepted Answer

A) offers of employment that are given with no evaluation of the applicant's job-related qualifications. 
B) identifying KSAs. 
C) negotiations that take place simultaneously with selection. 
D) the whole selection process. 
A) offers of employment that are given with no evaluation of the applicant's job-related qualifications. 
B) identifying KSAs. 
C) negotiations that take place simultaneously with selection. 
D) the whole selection process.

Question 2

Methods of internal recruitment include all of the following EXCEPT

Accepted Answer

A) job postings in the local media. 
B) announcements by managers higher in the organization than the open position. 
C) requests for nominations from managers and/or employees. 
D) bulletin board job postings. 
A) job postings in the local media. 
B) announcements by managers higher in the organization than the open position. 
C) requests for nominations from managers and/or employees. 
D) bulletin board job postings.

Question 3

The development of a selection program should begin with:

Accepted Answer

A) Recruitment 
B) Job analysis information 
C) Performance measures 
D) Identifying WRCs 
A) Recruitment 
B) Job analysis information 
C) Performance measures 
D) Identifying WRCs

Question 4

The probability of making an accurate selection decision is higher when

Accepted Answer

A) the number of applicants is large. 
B) decision makers have a greater amount of accurate data. 
C) the applicant pool is diverse. 
D) hiring for an initial position. 
A) the number of applicants is large. 
B) decision makers have a greater amount of accurate data. 
C) the applicant pool is diverse. 
D) hiring for an initial position.

Question 5

One problem with internet-based selection measures is that there are differences among individuals in their ability to operate electronic devices.

Accepted Answer

A) True 
 B)False

Question 6

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

Accepted Answer

A) Recruitment and selection are both concerned with placing individuals into jobs. 
B) Recruitment is concerned with hiring employees in sufficient numbers. 
C) Recruitment and selection are both concerned with processing data about the applicant. 
D) Recruitment and selection are both concerned with external labor market factors. 
A) Recruitment and selection are both concerned with placing individuals into jobs. 
B) Recruitment is concerned with hiring employees in sufficient numbers. 
C) Recruitment and selection are both concerned with processing data about the applicant. 
D) Recruitment and selection are both concerned with external labor market factors.

Question 7

The purpose of __________ is to provide evidence that data from the selection instruments are related to job performance.

Accepted Answer

A) reliability testing 
B) the selection interview 
C) validation 
D) internal recruitment 
A) reliability testing 
B) the selection interview 
C) validation 
D) internal recruitment

Question 8

Assessment devices should be able to

Accepted Answer

A) group applicants by KSAs. 
B) organize information on applicants. 
C) differentiate among applicants. 
D) stand the test of time. 
A) group applicants by KSAs. 
B) organize information on applicants. 
C) differentiate among applicants. 
D) stand the test of time.

Question 9

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Accepted Answer

A) True 
 B)False

Question 10

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

Accepted Answer

A) True 
 B)False

Question 11

Using __________ and __________ the HR specialist must identify the WRCs and other employee characteristics that a worker should possess to perform the job successfully.

Accepted Answer

A) assessment devices; job analysis 
B) job analysis information; job performance data 
C) job performance data; assessment devices 
D) validation data; job analysis 
A) assessment devices; job analysis 
B) job analysis information; job performance data 
C) job performance data; assessment devices 
D) validation data; job analysis

Question 12

Empirical validation takes the data produced by the judgments of workers and managers and uses them to determine the relationship between the selection test and job performance.

Accepted Answer

A) True 
 B)False

Question 13

Selection is important because:

Accepted Answer

A) It is related to performance 
B) It is related to customer satisfaction 
C) It is related to innovation 
D) All of these are correct 
A) It is related to performance 
B) It is related to customer satisfaction 
C) It is related to innovation 
D) All of these are correct

Question 14

Which of the following is NOT a part of recruiting that an organization can control?

Accepted Answer

A) recruiting sources 
B) recruiting budget 
C) content of recruitment message 
D) applicant impression of the organization 
A) recruiting sources 
B) recruiting budget 
C) content of recruitment message 
D) applicant impression of the organization

Question 15

Which of the following statements concerning promotion is correct?

Accepted Answer

A) Candidates for promotion are external to the firm 
B) Candidates for promotion are internal to the firm 
C) Candidates for promotion are well qualified 
D) Candidates for promotion can be both internal and external to the firm 
A) Candidates for promotion are external to the firm 
B) Candidates for promotion are internal to the firm 
C) Candidates for promotion are well qualified 
D) Candidates for promotion can be both internal and external to the firm

Question 16

Place the following steps in the development of selection programs in order: i.Identification of relevant job performance dimensions
ii.Job analysis
iii.Identification of knowledge, skills, and abilities necessary for job
iv.Development of assessment devices

Accepted Answer

A) i, ii, iii, iv, v, vi 
B) ii, i, iii, v, iv, vi 
C) ii, i, iii, iv, v, vi 
D) i, iii, ii, v, iv, vi
v.Validation of assessment devices
vi.Use of assessment devices in processing applicants 
A) i, ii, iii, iv, v, vi 
B) ii, i, iii, v, iv, vi 
C) ii, i, iii, iv, v, vi 
D) i, iii, ii, v, iv, vi
v.Validation of assessment devices
vi.Use of assessment devices in processing applicants

Question 17

The greater the amount of accurate data obtained, the higher the probability of making an accurate selection decision.

Accepted Answer

A) True 
 B)False

Question 18

A promotion decision is a selection decision.

Accepted Answer

A) True 
 B)False

Question 19

Because the applicants for initial jobs are all external to the organization, selection programs are usually

Accepted Answer

A) random. 
B) subjective. 
C) formalized. 
D) arbitrary. 
A) random. 
B) subjective. 
C) formalized. 
D) arbitrary.

Question 20

The purpose of __________ is to measure the different WRCs necessary for job performance.

Accepted Answer

A) the preliminary interview 
B) job analysis 
C) assessment devices 
D) validation 
A) the preliminary interview 
B) job analysis 
C) assessment devices 
D) validation

Hiring refers to

Methods of internal recruitment include all of the following EXCEPT

The development of a selection program should begin with:

The probability of making an accurate selection decision is higher when

One problem with internet-based selection measures is that there are differences among individuals in their ability to operate electronic devices.

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

The purpose of __________ is to provide evidence that data from the selection instruments are related to job performance.

Assessment devices should be able to

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

Using and the HR specialist must identify the WRCs and other employee characteristics that a worker should possess to perform the job successfully.

Empirical validation takes the data produced by the judgments of workers and managers and uses them to determine the relationship between the selection test and job performance.

Selection is important because:

Which of the following is NOT a part of recruiting that an organization can control?

Which of the following statements concerning promotion is correct?

Place the following steps in the development of selection programs in order: i.Identification of relevant job performance dimensions ii.Job analysis iii.Identification of knowledge, skills, and abilities necessary for job iv.Development of assessment devices

The greater the amount of accurate data obtained, the higher the probability of making an accurate selection decision.

A promotion decision is a selection decision.

Because the applicants for initial jobs are all external to the organization, selection programs are usually

The purpose of __________ is to measure the different WRCs necessary for job performance.

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

Strategies for Selection Decision Making

Filters

Exam 1: An Introduction to Selection

Hiring refers to

Methods of internal recruitment include all of the following EXCEPT

The development of a selection program should begin with:

The probability of making an accurate selection decision is higher when

One problem with internet-based selection measures is that there are differences among individuals in their ability to operate electronic devices.

Why is selection more closely related to recruitment than it is to other personnel/human resource management areas?

The purpose of __________ is to provide evidence that data from the selection instruments are related to job performance.

Assessment devices should be able to

Information obtained from job analysis helps minimize applicants' inappropriate expectations about a job.

Evidence-based management is a term that means managing by translating principles based on academic theory into management practice.

Using __________ and __________ the HR specialist must identify the WRCs and other employee characteristics that a worker should possess to perform the job successfully.

Empirical validation takes the data produced by the judgments of workers and managers and uses them to determine the relationship between the selection test and job performance.

Selection is important because:

Which of the following is NOT a part of recruiting that an organization can control?

Which of the following statements concerning promotion is correct?

Place the following steps in the development of selection programs in order: i.Identification of relevant job performance dimensions ii.Job analysis iii.Identification of knowledge, skills, and abilities necessary for job iv.Development of assessment devices

The greater the amount of accurate data obtained, the higher the probability of making an accurate selection decision.

A promotion decision is a selection decision.

Because the applicants for initial jobs are all external to the organization, selection programs are usually

The purpose of __________ is to measure the different WRCs necessary for job performance.

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

Strategies for Selection Decision Making

Filters

Using and the HR specialist must identify the WRCs and other employee characteristics that a worker should possess to perform the job successfully.