Question 1

What could an employer do to establish concurrent validity

Accepted Answer

A) compare test results with performance ratings of existing employees 
B) compare test results with employee performance ratings after one year on the job 
C) compare test results with results of previously validated test 
D) have experts determine whether the test accurately measures the current content of the job 
A) compare test results with performance ratings of existing employees 
B) compare test results with employee performance ratings after one year on the job 
C) compare test results with results of previously validated test 
D) have experts determine whether the test accurately measures the current content of the job

Question 2

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is correct

Accepted Answer

A) A test can be reliable but not valid. 
B) Construct validity is another term for content validity. 
C) Bias refers to the reaction of test takers to a particular test. 
D) A test can be valid but not reliable. 
A) A test can be reliable but not valid. 
B) Construct validity is another term for content validity. 
C) Bias refers to the reaction of test takers to a particular test. 
D) A test can be valid but not reliable.

Question 4

Which of the following is NOT a technical quality of a testing procedure

Accepted Answer

A) standardized test administration 
B) test reliability 
C) validity evidence 
D) careful test development 
A) standardized test administration 
B) test reliability 
C) validity evidence 
D) careful test development

Question 5

What is validity in selection
 Describe four validation strategies.

Accepted Answer

Validity is the degree to which accumula

Question 6

Which of the following statements is true

Accepted Answer

A) Validity concepts in selection apply only to test scores. 
B) U.S.Labor Department guidelines suggest that tests with validity coefficients above .35 are very beneficial. 
C) U.S.Labor Department guidelines suggest that only tests with reliability coefficients above .55 should be used in selection. 
D) Employment tests have been shown to have no adverse impact on applicants. 
A) Validity concepts in selection apply only to test scores. 
B) U.S.Labor Department guidelines suggest that tests with validity coefficients above .35 are very beneficial. 
C) U.S.Labor Department guidelines suggest that only tests with reliability coefficients above .55 should be used in selection. 
D) Employment tests have been shown to have no adverse impact on applicants.

Question 7

For what is job analysis information used

Accepted Answer

A) to ensure reliability throughout the selection process 
B) to identify both the performance domain and the knowledge, skills, abilities, and other attributes linked to job performance 
C) to ensure the selection process is fair, equitable, and unbiased 
D) to ensure utility throughout the recruitment and selection process 
A) to ensure reliability throughout the selection process 
B) to identify both the performance domain and the knowledge, skills, abilities, and other attributes linked to job performance 
C) to ensure the selection process is fair, equitable, and unbiased 
D) to ensure utility throughout the recruitment and selection process

Question 8

To estimate reliability, it is important to adopt a strategy to develop approximations of parallel measures.Which of the following is NOT such a strategy

Accepted Answer

A) internal consistency 
B) test and retest 
C) intra-rater agreement 
D) alternate forms 
A) internal consistency 
B) test and retest 
C) intra-rater agreement 
D) alternate forms

Question 9

What concept is defined as the degree to which observed scores are free from random measurement errors

Accepted Answer

A) validity 
B) fairness 
C) error score 
D) reliability 
A) validity 
B) fairness 
C) error score 
D) reliability

Question 10

Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions.Traditionally, Scribe has used a practice-based selection process.As the new HRM, what would you suggest to the CEO

Accepted Answer

Scribe Engineering should undertake a jo

Question 11

An employer's employment decisions must be rational and intuitive.

Accepted Answer

A) True 
 B)False

Question 12

What is the final step in the selection process

Accepted Answer

A) developing performance indicators for the individuals who were hired with the process 
B) gathering feedback from the individuals who were hired with the process 
C) demonstrating that hiring decisions based on the selection system have utility 
D) demonstrating that hiring decisions based on the selection system are reliable 
A) developing performance indicators for the individuals who were hired with the process 
B) gathering feedback from the individuals who were hired with the process 
C) demonstrating that hiring decisions based on the selection system have utility 
D) demonstrating that hiring decisions based on the selection system are reliable

Question 13

The reliability coefficient is the degree that true scores correlate with one another.

Accepted Answer

A) True 
 B)False

Question 14

What is bias in selection

Accepted Answer

Bias refers to systematic erro

Question 15

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions.What method of estimating reliability was used

Accepted Answer

A) test and retest 
B) alternate forms 
C) internal consistency 
D) inter-rater reliability 
A) test and retest 
B) alternate forms 
C) internal consistency 
D) inter-rater reliability

Question 16

The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position.If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation

Accepted Answer

A) use of best practices 
B) comparison of test results of high-performing and low-performing employees 
C) comparison of test questions with job content 
D) use of validity generalization 
A) use of best practices 
B) comparison of test results of high-performing and low-performing employees 
C) comparison of test questions with job content 
D) use of validity generalization

Question 17

Which of the following concepts is defined as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score

Accepted Answer

A) measurement error 
B) standard deviation 
C) lack of standardization 
D) test and retest 
A) measurement error 
B) standard deviation 
C) lack of standardization 
D) test and retest

Question 18

Which employment test has been identified as being biased in favour of males

Accepted Answer

A) Bennett Mechanical Comprehension test 
B) Wonderlic Personnel test 
C) Toronto Police Service physical abilities test 
D) cognitive ability test 
A) Bennett Mechanical Comprehension test 
B) Wonderlic Personnel test 
C) Toronto Police Service physical abilities test 
D) cognitive ability test

What could an employer do to establish concurrent validity

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

Which of the following is correct

Which of the following is NOT a technical quality of a testing procedure

What is validity in selection Describe four validation strategies.

Which of the following statements is true

For what is job analysis information used

To estimate reliability, it is important to adopt a strategy to develop approximations of parallel measures.Which of the following is NOT such a strategy

What concept is defined as the degree to which observed scores are free from random measurement errors

Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions.Traditionally, Scribe has used a practice-based selection process.As the new HRM, what would you suggest to the CEO

An employer's employment decisions must be rational and intuitive.

What is the final step in the selection process

The reliability coefficient is the degree that true scores correlate with one another.

What is bias in selection

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions.What method of estimating reliability was used

The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position.If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation

Which of the following concepts is defined as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score

Which employment test has been identified as being biased in favour of males

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters

Exam 2: Foundations of Recruitment and Selection I: Reliability and Validity

What could an employer do to establish concurrent validity

The employer's goal in selection is to hire an applicant who possesses the necessary knowledge, skills, abilities, and other attributes to perform the job being filled.

Which of the following is correct

Which of the following is NOT a technical quality of a testing procedure

What is validity in selection Describe four validation strategies.

Which of the following statements is true

For what is job analysis information used

To estimate reliability, it is important to adopt a strategy to develop approximations of parallel measures.Which of the following is NOT such a strategy

What concept is defined as the degree to which observed scores are free from random measurement errors

Scribe Engineering, a medium-sized information technology company, is having difficulties recruiting and retaining several of its administrative assistant positions.Traditionally, Scribe has used a practice-based selection process.As the new HRM, what would you suggest to the CEO

An employer's employment decisions must be rational and intuitive.

What is the final step in the selection process

The reliability coefficient is the degree that true scores correlate with one another.

What is bias in selection

An HRM used the identical measurement procedure to assess the same characteristic over the same group of people on different occasions.What method of estimating reliability was used

The head of HR at Megatherium Industries wants to use a cognitive ability test for applicants to a management position.If she wants to follow science-based methods in selection, but is unwilling to run a validation study, what approach should she use to test validation

Which of the following concepts is defined as the hypothetical difference between an individual's observed score on any particular measurement and the individual's true score

Which employment test has been identified as being biased in favour of males

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 2: Testing

Selection 3: Interviewing

Decision Making

Filters