Question 1

The halo effect related to selection is

Accepted Answer

A)  a negative initial impression that distorts an interviewer's rating. 
B)  a positive initial impression that distorts an interviewer's rating. 
C)  a negative impression made at the end of the interview that will distort an interviewer's rating. 
D)  a positive impression made at the end of the interview that will distort an interviewer's rating. 
E)  none of the above. 
A)  a negative initial impression that distorts an interviewer's rating. 
B)  a positive initial impression that distorts an interviewer's rating. 
C)  a negative impression made at the end of the interview that will distort an interviewer's rating. 
D)  a positive impression made at the end of the interview that will distort an interviewer's rating. 
E)  none of the above.

Question 2

There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.

Accepted Answer

10 points for correct identification and

Question 3

Reliability is the accuracy with which a predictor measures what it purports to measure.

Accepted Answer

A) True 
 B)False

Question 4

The best strategy for creating appropriate expectations about the job is

Accepted Answer

A)  providing a realistic job preview. 
B)  using realistic testing. 
C)  providing an in-depth interview. 
D)  giving each applicant a copy of the job description. 
E)  using simulations. 
A)  providing a realistic job preview. 
B)  using realistic testing. 
C)  providing an in-depth interview. 
D)  giving each applicant a copy of the job description. 
E)  using simulations.

Question 5

Differential validity is

Accepted Answer

A)  the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour. 
B)  confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males. 
C)  the accuracy with which a predictor measures what it is supposed to measure. 
D)  the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job well. 
E)  none of the above. 
A)  the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour. 
B)  confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males. 
C)  the accuracy with which a predictor measures what it is supposed to measure. 
D)  the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job well. 
E)  none of the above.

Question 6

There are legal implications associated with ineffective or incompetent selection.

Accepted Answer

A) True 
 B)False

Question 7

Hints for conducting an effective panel interview include all of the following except

Accepted Answer

A)  plan the interview. 
B)  evaluate the candidate. 
C)  build rapport. 
D)  listen carefully rather than taking notes. 
E)  ask questions. 
A)  plan the interview. 
B)  evaluate the candidate. 
C)  build rapport. 
D)  listen carefully rather than taking notes. 
E)  ask questions.

The halo effect related to selection is

There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.

Reliability is the accuracy with which a predictor measures what it purports to measure.

The best strategy for creating appropriate expectations about the job is

Differential validity is

There are legal implications associated with ineffective or incompetent selection.

Hints for conducting an effective panel interview include all of the following except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Orientation and Training

Performance Management

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 5: Selection

The halo effect related to selection is

There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.

Reliability is the accuracy with which a predictor measures what it purports to measure.

The best strategy for creating appropriate expectations about the job is

Differential validity is

There are legal implications associated with ineffective or incompetent selection.

Hints for conducting an effective panel interview include all of the following except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Orientation and Training

Performance Management

Strategic Pay Plans

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement Communication and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters