Question 1

Practical significance is the sign of a correlation coefficient.

Accepted Answer

A) True 
 B)False  False

Question 2

In general,the greater the correlation of a given predictor with other predictors of a criterion,the more useful the predictor will be.

Accepted Answer

A) True 
 B)False  False

Question 3

A significance level of p < 0.05 in a validity study means __________.

Accepted Answer

A)  that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not 
B)  that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants,when in fact,there is 
C)  that the practical significance of the observed relationship is very low 
D)  that there are fewer than 5 chances in 100 that a predictor has adverse impact 
A)  that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not 
B)  that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants,when in fact,there is 
C)  that the practical significance of the observed relationship is very low 
D)  that there are fewer than 5 chances in 100 that a predictor has adverse impact A

Question 4

If an organization wish to comply with the law and still increase the diversity of its workforce,it should ____________.

Accepted Answer

A)  de-emphasize selection based on KSAOs 
B)  use recruitment as a tool for attracting a more diverse and qualified applicant pool 
C)  use clinical and other subjective prediction methods 
D)  all of these 
A)  de-emphasize selection based on KSAOs 
B)  use recruitment as a tool for attracting a more diverse and qualified applicant pool 
C)  use clinical and other subjective prediction methods 
D)  all of these

Question 5

The most fundamental concern regarding utility analysis is that it lacks realism.

Accepted Answer

A) True 
 B)False

Question 6

Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.

Accepted Answer

A) True 
 B)False

Question 7

It is desirable that the denominator of a selection ratio be small.

Accepted Answer

A) True 
 B)False

Question 8

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not.

Accepted Answer

A) True 
 B)False

Question 9

If adverse impact occurs because of certain selection procedures,these procedures may be justified under UGESP through validity studies.

Accepted Answer

A) True 
 B)False

Question 10

When using ____________,finalists are banded together into rank-ordered categories.

Accepted Answer

A)  ranking 
B)  random selection 
C)  clinical prediction 
D)  grouping 
A)  ranking 
B)  random selection 
C)  clinical prediction 
D)  grouping

Question 11

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

Accepted Answer

A) True 
 B)False

Question 12

Employees are most likely to be involved in hiring decision making if they are organized in ___________.

Accepted Answer

A)  solo work 
B)  functional harmony 
C)  teams 
D)  none of these 
A)  solo work 
B)  functional harmony 
C)  teams 
D)  none of these

Question 13

Under which circumstances is "hiring success gain" likely to be optimal?

Accepted Answer

A)  Low selection ratio,low base rate,high validity 
B)  High selection ratio,high base rate,high validity 
C)  High selection ratio,low base rate,high validity 
D)  High selection ratio,low base rate,low validity 
A)  Low selection ratio,low base rate,high validity 
B)  High selection ratio,high base rate,high validity 
C)  High selection ratio,low base rate,high validity 
D)  High selection ratio,low base rate,low validity

Question 14

The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.

Accepted Answer

A) True 
 B)False

Question 15

Multiple regression will be more precise than unit weighting if there is a small number of predictors,low correlations between predictors,and a large sample.

Accepted Answer

A) True 
 B)False

Question 16

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Accepted Answer

A) True 
 B)False

Question 17

Ongoing hiring is most common in organizations with very high turnover rates.

Accepted Answer

A) True 
 B)False

Question 18

If an HR specialist is assessing the usefulness of predictors in forecasting job success,and it is noted that a given predictor has both high validity and high adverse impact,the HR specialist should conclude ___________.

Accepted Answer

A)  this can never happen and the method of calculating validity must be incorrect 
B)  this is a common circumstance and the predictor should be used 
C)  if the predictor is highly correlated with other predictors,this will compensate for adverse impact 
D)  legal problems could result and alternative predictors should be sought 
A)  this can never happen and the method of calculating validity must be incorrect 
B)  this is a common circumstance and the predictor should be used 
C)  if the predictor is highly correlated with other predictors,this will compensate for adverse impact 
D)  legal problems could result and alternative predictors should be sought

Question 19

In assessing cutoff scores,a "false positive" is an applicant who is assessed as not likely to succeed,but who would have been successful if hired.

Accepted Answer

A) True 
 B)False

Question 20

The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.

Accepted Answer

A)  multiple hurdles 
B)  Markov process 
C)  compensatory model 
D)  none of these 
A)  multiple hurdles 
B)  Markov process 
C)  compensatory model 
D)  none of these

Practical significance is the sign of a correlation coefficient.

In general,the greater the correlation of a given predictor with other predictors of a criterion,the more useful the predictor will be.

A significance level of p < 0.05 in a validity study means __________.

If an organization wish to comply with the law and still increase the diversity of its workforce,it should ____________.

The most fundamental concern regarding utility analysis is that it lacks realism.

Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.

It is desirable that the denominator of a selection ratio be small.

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not.

If adverse impact occurs because of certain selection procedures,these procedures may be justified under UGESP through validity studies.

When using ____________,finalists are banded together into rank-ordered categories.

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

Employees are most likely to be involved in hiring decision making if they are organized in ___________.

Under which circumstances is "hiring success gain" likely to be optimal?

The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.

Multiple regression will be more precise than unit weighting if there is a small number of predictors,low correlations between predictors,and a large sample.

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Ongoing hiring is most common in organizations with very high turnover rates.

If an HR specialist is assessing the usefulness of predictors in forecasting job success,and it is noted that a given predictor has both high validity and high adverse impact,the HR specialist should conclude ___________.

In assessing cutoff scores,a "false positive" is an applicant who is assessed as not likely to succeed,but who would have been successful if hired.

The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Final Match

Staffing System Management

Retention Management

Filters

Exam 11: Decision Making

Practical significance is the sign of a correlation coefficient.

In general,the greater the correlation of a given predictor with other predictors of a criterion,the more useful the predictor will be.

A significance level of p < 0.05 in a validity study means __________.

If an organization wish to comply with the law and still increase the diversity of its workforce,it should ____________.

The most fundamental concern regarding utility analysis is that it lacks realism.

Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.

It is desirable that the denominator of a selection ratio be small.

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants,when in fact,there is not.

If adverse impact occurs because of certain selection procedures,these procedures may be justified under UGESP through validity studies.

When using ____________,finalists are banded together into rank-ordered categories.

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

Employees are most likely to be involved in hiring decision making if they are organized in ___________.

Under which circumstances is "hiring success gain" likely to be optimal?

The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.

Multiple regression will be more precise than unit weighting if there is a small number of predictors,low correlations between predictors,and a large sample.

A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.

Ongoing hiring is most common in organizations with very high turnover rates.

If an HR specialist is assessing the usefulness of predictors in forecasting job success,and it is noted that a given predictor has both high validity and high adverse impact,the HR specialist should conclude ___________.

In assessing cutoff scores,a "false positive" is an applicant who is assessed as not likely to succeed,but who would have been successful if hired.

The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

External Selection II

Internal Selection

Final Match

Staffing System Management

Retention Management

Filters