Question 1

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 2

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 3

Job analysis is the __________ step in the selection process.

Accepted Answer

A) last 
B) middle 
C) first 
D) first and last 
A) last 
B) middle 
C) first 
D) first and last

Question 4

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
v.Validation of assessment devices
vi.Use of assessment devices in processing applicants

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 
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

Question 5

An offer extended without collecting and evaluating information about an individual is called

Accepted Answer

A) selection 
B) hiring 
C) position filing 
D) satisficing 
A) selection 
B) hiring 
C) position filing 
D) satisficing

Question 6

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 7

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Accepted Answer

A) True 
 B)False

Question 8

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

Accepted Answer

A) True 
 B)False

Question 9

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 10

Selection and staffing are two terms that describe the same thing.

Accepted Answer

A) True 
 B)False

Question 11

The amount of training required will depend on an applicant's :

Accepted Answer

A) Personality characteristics 
B) The organization's system 
C) The applicant's skills and abilities 
D) None of these is correct. 
A) Personality characteristics 
B) The organization's system 
C) The applicant's skills and abilities 
D) None of these is correct.

Question 12

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

Accepted Answer

A) Firms that more effectively selected and trained employees outperformed competitors. 
B) Selection was more important for postrecession recovery 
C) Training was important for prerecession profitability. 
D) The study concluded that all of these conclusions were true 
A) Firms that more effectively selected and trained employees outperformed competitors. 
B) Selection was more important for postrecession recovery 
C) Training was important for prerecession profitability. 
D) The study concluded that all of these conclusions were true

Question 13

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

Accepted Answer

A) True 
 B)False

Question 14

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 15

KSA is an acronym used in selection that refers to

Accepted Answer

A) knowledge, skills, assets 
B) knowledge, style, availability 
C) knowledge, skills, abilities 
D) knowledge, style, abilities 
A) knowledge, skills, assets 
B) knowledge, style, availability 
C) knowledge, skills, abilities 
D) knowledge, style, abilities

Question 16

Validation of selection procedures is important because

Accepted Answer

A) it tells us if we evaluated the individual well. 
B) it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance. 
C) it compares evaluations of prospective employees and identifies the best 
D) it compares evaluations of prospective employees and identifies the best. 
A) it tells us if we evaluated the individual well. 
B) it focuses on the collection and evaluation of information to determine whether the worker characteristics thought to be important are in fact related to successful job performance. 
C) it compares evaluations of prospective employees and identifies the best 
D) it compares evaluations of prospective employees and identifies the best.

Question 17

Selection and __________ interact.

Accepted Answer

A) training 
B) recruitment 
C) performance appraisal 
D) compensation 
A) training 
B) recruitment 
C) performance appraisal 
D) compensation

Question 18

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

Accepted Answer

A) True 
 B)False

Question 19

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Accepted Answer

A) True 
 B)False

Question 20

Testing of an applicant's skills and abilities reveals how much training the person will need.

Accepted Answer

A) True 
 B)False

Selection is important because:

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

Job analysis is the __________ step in the selection process.

An offer extended without collecting and evaluating information about an individual is called

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

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

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

Selection and staffing are two terms that describe the same thing.

The amount of training required will depend on an applicant's :

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

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

KSA is an acronym used in selection that refers to

Validation of selection procedures is important because

Selection and __________ interact.

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Testing of an applicant's skills and abilities reveals how much training the person will need.

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

Selection is important because:

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

Job analysis is the __________ step in the selection process.

An offer extended without collecting and evaluating information about an individual is called

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

The essence of selection is prediction about how well job applicants will do in the job under consideration.

Formalized selection programs for external applicants are designed to collect the same information on all applicants.

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

Selection and staffing are two terms that describe the same thing.

The amount of training required will depend on an applicant's :

A study on the effects of staffing and training on firm productivity and profit growth before and after the Great Recession concluded:

One benefit of internet-based selection measures is that all electronic devices present the same message in the same format.

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

KSA is an acronym used in selection that refers to

Validation of selection procedures is important because

Selection and __________ interact.

Including knowledge requirements in a job listing will help limit applicants to those with the requisite knowledge.

An assumption in selection is that applicants possess different amounts of WRCs that are necessary for job performance.

Testing of an applicant's skills and abilities reveals how much training the person will need.

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.