Exam 6: Employee Selection

Organization C has developed a new selection system. The company is interested in determining if the system predicts performance on the job, so Organization C gave the selection tests to 100 existing employees. What is the best way to describe this process?

If an organization did not hire a person who was described as low in predicted success and low in job performance, that situation would be called which of the following?

It is estimated that at least 30 percent of applicants stretch the truth on their résumés.

A manager is examining the number of applicants for a job compared to the number of people needed to be hired. What is this figure called?

Drug testing is used much more frequently in Canada than in the United States.

If a work sample test includes major job functions and predicts job success, it has content validity.

A validity coefficient of 0.00 indicates the complete absence of a relationship between the predictor and criterion data.

Omega Organization is using a selection test that asks questions like "I tend to work on projects alone" and "I know what is expected of me in social situations." What kind of test is this?

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

"Tell me about the last time you disciplined an employee" could be a behavioural description interview question.

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of which of the following?

Which of the following should the selection decision should focus on?

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Person-organization fit has become more of a focus in firms that need teamwork and flexibility.

Asking an applicant for an accounting position to solve accounting problems similar to those encountered on the job is an example of construct validity.

Behavioural description interviews are based on hypothetical situations.

Although widely used, employment interviews pose potential concerns about validity.

Content validity is the most direct and least complicated type of validity to assess.

Measuring KSAOs of an applicant against the competencies required for the job is called person-organization fit.

Which of the following best describes drug testing in the selection process?