Question 1

Wen bands are too wide too many applicants are judged as equal with respect to their scores on selection procedures.

Accepted Answer

A) True 
 B)False

Question 2

Suppose you need 20 machinists and you expect 200 people to apply for the job.Using Thorndike's predicted yield method for establishing cutoff scores,the ____ percentile would be the appropriate cutoff score

Accepted Answer

A) 90th 
B) 10th 
C) 20th 
D) 80th 
A) 90th 
B) 10th 
C) 20th 
D) 80th

Question 3

Match each of the following statements with the appropriate selection decision making strategy.
-Appropriate when there is a clearly best type of employee for the job

Accepted Answer

A) Multiple regression 
B) Multiple cutoffs 
C) Multiple hurdle 
D) Combination method 
E) profile matching 
A) Multiple regression 
B) Multiple cutoffs 
C) Multiple hurdle 
D) Combination method 
E) profile matching

Question 4

What legal and psychometric issues should be considered when setting cutoff scores for selection?

Accepted Answer

When setting cutoff scores for selection

Question 5

Use of minimum cutoff scores rather than top-down selection may result in:

Accepted Answer

A) less workforce diversity. 
B) fewer qualified applicants. 
C) lower job performance. 
D) lower labor costs. 
A) less workforce diversity. 
B) fewer qualified applicants. 
C) lower job performance. 
D) lower labor costs.

Question 6

Match each of the following statements with the appropriate method for collecting and combining predictor information.
-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

A) Pure judgment 
B) Trait rating method 
C) Profile interpretation 
D) Pure statistical 
E) Judgmental composite
F)Mechanical composite
G)Judgmental synthesis
H)Mechanical collation 
A) Pure judgment 
B) Trait rating method 
C) Profile interpretation 
D) Pure statistical 
E) Judgmental composite
F)Mechanical composite
G)Judgmental synthesis
H)Mechanical collation

Question 7

Why are decision makers reluctant to use mechanical rather than judgmental approaches to selection decisions?

Accepted Answer

Decision makers may be reluctant to use

Question 8

A double stage strategy is a variant of which of the selection decision making models?

Accepted Answer

A) multiple regression 
B) multiple cutoffs 
C) multiple hurdle 
D) profile matching 
A) multiple regression 
B) multiple cutoffs 
C) multiple hurdle 
D) profile matching

Question 9

A mechanical combination of data yields better results than a judgmental combination for making selection decisions.

Accepted Answer

A) True 
 B)False

Question 10

When using judgments from subject matter experts to develop cutoff scores a key concern for the courts is who served as an expert.

Accepted Answer

A) True 
 B)False

Question 11

Create a set of guidelines an organization could use for ensuring sound selection decision making.

Accepted Answer

1. Clearly define the job requirements a

Question 12

Under what conditions are false positive selection errors more costly to an organization? If you want to reduce false positive selection errors,which selection decision making strategies are most helpful?

Accepted Answer

False positive selection errors occur wh

Question 13

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 14

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 15

Once bands have been created,which of the following selection specifications to choose individuals within the same band is NOT appropriate?

Accepted Answer

A) interpersonal skills 
B) job experience 
C) work habits 
D) race 
A) interpersonal skills 
B) job experience 
C) work habits 
D) race

Question 16

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 17

Which selection decision making model is most appropriate for each of the following jobs:
a.elementary school teacher
b.secretary
c.manufacturing plant manager
d.accountant
e.college professor

Accepted Answer

The selection decision-making model that

Question 18

It is prudent to use the banding procedures to identify equally qualified candidates and then select on the basis of affirmative action criteria (e.g.,race,sex,age,etc.).

Accepted Answer

A) True 
 B)False

Question 19

How do you determine which selection decision making approach is most appropriate in a particular situation?

Accepted Answer

Determining which selection decision mak

Question 20

Which of the following is a method in which data are both collected mechanically and combined mechanically?

Accepted Answer

A) mechanical composition method 
B) profile interpretation method 
C) pure statistical method 
D) judgmental composite method 
A) mechanical composition method 
B) profile interpretation method 
C) pure statistical method 
D) judgmental composite method

Wen bands are too wide too many applicants are judged as equal with respect to their scores on selection procedures.

Suppose you need 20 machinists and you expect 200 people to apply for the job.Using Thorndike's predicted yield method for establishing cutoff scores,the ____ percentile would be the appropriate cutoff score

Match each of the following statements with the appropriate selection decision making strategy. -Appropriate when there is a clearly best type of employee for the job

What legal and psychometric issues should be considered when setting cutoff scores for selection?

Use of minimum cutoff scores rather than top-down selection may result in:

Why are decision makers reluctant to use mechanical rather than judgmental approaches to selection decisions?

A double stage strategy is a variant of which of the selection decision making models?

A mechanical combination of data yields better results than a judgmental combination for making selection decisions.

When using judgments from subject matter experts to develop cutoff scores a key concern for the courts is who served as an expert.

Create a set of guidelines an organization could use for ensuring sound selection decision making.

Under what conditions are false positive selection errors more costly to an organization? If you want to reduce false positive selection errors,which selection decision making strategies are most helpful?

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?

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

Once bands have been created,which of the following selection specifications to choose individuals within the same band is NOT appropriate?

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

Which selection decision making model is most appropriate for each of the following jobs: a.elementary school teacher b.secretary c.manufacturing plant manager d.accountant e.college professor

It is prudent to use the banding procedures to identify equally qualified candidates and then select on the basis of affirmative action criteria (e.g.,race,sex,age,etc.).

How do you determine which selection decision making approach is most appropriate in a particular situation?

Which of the following is a method in which data are both collected mechanically and combined mechanically?

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters

Exam 6: Strategies for Selection Decision Making

Wen bands are too wide too many applicants are judged as equal with respect to their scores on selection procedures.

Suppose you need 20 machinists and you expect 200 people to apply for the job.Using Thorndike's predicted yield method for establishing cutoff scores,the ____ percentile would be the appropriate cutoff score

Match each of the following statements with the appropriate selection decision making strategy. -Appropriate when there is a clearly best type of employee for the job

What legal and psychometric issues should be considered when setting cutoff scores for selection?

Use of minimum cutoff scores rather than top-down selection may result in:

Why are decision makers reluctant to use mechanical rather than judgmental approaches to selection decisions?

A double stage strategy is a variant of which of the selection decision making models?

A mechanical combination of data yields better results than a judgmental combination for making selection decisions.

When using judgments from subject matter experts to develop cutoff scores a key concern for the courts is who served as an expert.

Create a set of guidelines an organization could use for ensuring sound selection decision making.

Under what conditions are false positive selection errors more costly to an organization? If you want to reduce false positive selection errors,which selection decision making strategies are most helpful?

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?

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

Once bands have been created,which of the following selection specifications to choose individuals within the same band is NOT appropriate?

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

Which selection decision making model is most appropriate for each of the following jobs: a.elementary school teacher b.secretary c.manufacturing plant manager d.accountant e.college professor

It is prudent to use the banding procedures to identify equally qualified candidates and then select on the basis of affirmative action criteria (e.g.,race,sex,age,etc.).

How do you determine which selection decision making approach is most appropriate in a particular situation?

Which of the following is a method in which data are both collected mechanically and combined mechanically?

An Introduction to Selection

Legal Issues in Selection

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Job Analysis in Human Resource Selection

Recruitment of Applicants

Application Forms and Biodata Assessments, training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Performance Tests and Assessment Centers for Selection

Integrity Testing, drug Testing, and Graphology

Measures of Job Performance

Filters