Question 1

Cutoff scores can be set by all of the following except:

Accepted Answer

A) contrasting the distributions of successful and unsuccessful job incumbents. 
B) using experts' judgments. 
C) multiple regression. 
D) race norming. 
A) contrasting the distributions of successful and unsuccessful job incumbents. 
B) using experts' judgments. 
C) multiple regression. 
D) race norming. D

Question 2

Bootstrapping is based on the assumption that people can make neither sound judgments nor articulate how they made those judgments.

Accepted Answer

A) True 
 B)False  False

Question 3

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
-Most useful when physical abilities are essential for job performance

Accepted Answer

B

Question 4

Ranking applicants by their selection scores assumes that a person with a higher score will:

Accepted Answer

A) perform better on the job than a person with a lower score. 
B) unconditionally accept the job if it is offered. 
C) expect to be paid more than applicants with a lower score. 
D) perform as well as someone already in the position. 
A) perform better on the job than a person with a lower score. 
B) unconditionally accept the job if it is offered. 
C) expect to be paid more than applicants with a lower score. 
D) perform as well as someone already in the position.

Question 5

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 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
-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 7

A simple selection decision involves several applicants with one position.

Accepted Answer

A) True 
 B)False

Question 8

Which selection decision making method is most appropriate to use when the assumption of multiple cutoffs is reasonable and more of one predictor attribute can compensate for another above the minimum cutoffs?

Accepted Answer

A) multiple regression 
B) multiple cutoffs 
C) multiple hurdle 
D) combination 
A) multiple regression 
B) multiple cutoffs 
C) multiple hurdle 
D) combination

Question 9

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
-Most appropriate in situations where subsequent training is long, complex, and expensive.

Accepted Answer

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

Question 10

Managers often feel threatened when asked to use formulas for making selection decisions rather than their own judgment.

Accepted Answer

A) True 
 B)False

Question 11

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 12

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 13

Using other than top-down hiring based on applicants' ranked test scores has not been shown to lead to a loss of economic utility.

Accepted Answer

A) True 
 B)False

Question 14

With the multiple regression decision making strategy, it is impossible for applicants with different individual predictor scores to have identical overall predictor scores.

Accepted Answer

A) True 
 B)False

Question 15

A cutoff score represents a score on a predictor or combination of predictors below which applicants are rejected.

Accepted Answer

A) True 
 B)False

Question 16

To remain a viable applicant, applicants must pass the predictors sequentially in which of the following selection strategies?

Accepted Answer

A) multiple cutoffs 
B) multiple hurdles 
C) multiple regression 
D) multiple synthesis 
A) multiple cutoffs 
B) multiple hurdles 
C) multiple regression 
D) multiple synthesis

Question 17

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 18

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 19

The multiple hurdle approach is less costly than the multiple cutoff approach because:

Accepted Answer

A) rejected applicants rarely challenge decisions. 
B) the applicant pool never gets interviewed. 
C) the applicant pool becomes smaller at each stage of the selection process. 
D) the applicant pool becomes shallower at each stage of the selection process. 
A) rejected applicants rarely challenge decisions. 
B) the applicant pool never gets interviewed. 
C) the applicant pool becomes smaller at each stage of the selection process. 
D) the applicant pool becomes shallower at each stage of the selection process.

Question 20

A profile interpretation 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 judgmental data are collected, but they are combined mechanically 
D) one in which data are both collected mechanically and combined 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 judgmental data are collected, but they are combined mechanically 
D) one in which data are both collected mechanically and combined mechanically

Cutoff scores can be set by all of the following except:

Bootstrapping is based on the assumption that people can make neither sound judgments nor articulate how they made those judgments.

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 -Most useful when physical abilities are essential for job performance

Ranking applicants by their selection scores assumes that a person with a higher score will:

A simple selection decision involves several applicants with one position.

Which selection decision making method is most appropriate to use when the assumption of multiple cutoffs is reasonable and more of one predictor attribute can compensate for another above the minimum cutoffs?

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 -Most appropriate in situations where subsequent training is long, complex, and expensive.

Managers often feel threatened when asked to use formulas for making selection decisions rather than their own judgment.

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

Using other than top-down hiring based on applicants' ranked test scores has not been shown to lead to a loss of economic utility.

With the multiple regression decision making strategy, it is impossible for applicants with different individual predictor scores to have identical overall predictor scores.

A cutoff score represents a score on a predictor or combination of predictors below which applicants are rejected.

To remain a viable applicant, applicants must pass the predictors sequentially in which of the following selection strategies?

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

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 multiple hurdle approach is less costly than the multiple cutoff approach because:

A profile interpretation strategy for collecting and combining predictive information is:

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

Cutoff scores can be set by all of the following except:

Bootstrapping is based on the assumption that people can make neither sound judgments nor articulate how they made those judgments.

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 -Most useful when physical abilities are essential for job performance

Ranking applicants by their selection scores assumes that a person with a higher score will:

A simple selection decision involves several applicants with one position.

Which selection decision making method is most appropriate to use when the assumption of multiple cutoffs is reasonable and more of one predictor attribute can compensate for another above the minimum cutoffs?

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 -Most appropriate in situations where subsequent training is long, complex, and expensive.

Managers often feel threatened when asked to use formulas for making selection decisions rather than their own judgment.

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

Using other than top-down hiring based on applicants' ranked test scores has not been shown to lead to a loss of economic utility.

With the multiple regression decision making strategy, it is impossible for applicants with different individual predictor scores to have identical overall predictor scores.

A cutoff score represents a score on a predictor or combination of predictors below which applicants are rejected.

To remain a viable applicant, applicants must pass the predictors sequentially in which of the following selection strategies?

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

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 multiple hurdle approach is less costly than the multiple cutoff approach because:

A profile interpretation strategy for collecting and combining predictive information is:

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