Exam 10: Internal Selection

When using assessment centers to predict job performance,available research has shown an average validity coefficient of .37,which should be considered a low level of validity.

One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.

Where assessment centers are concerned,research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase.

Seniority and experience are among the most prevalent methods of internal selection.

Problems with using others' "feelings" about a job applicant include ______________.

Organizations find that talent management systems are low cost and require little expertise.

The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.

Which of the following factors is the most relevant to the theory behind assessment centers?

The validity of assessment centers as a method for internal selection is approximately ____________.

Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.

In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position,it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.

Assessment centers tend to generate positive reactions from participants.

An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda,reports,and other items requiring responses.

Which of the following is true regarding seniority?

Experience refers to length of service or tenure with a job,department or organization.

Which of the following is(are)examples of substantive methods for internal selection?

Seniority is a highly valid method for internal selection.

Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.

Depth of information and relevance are the only advantages that internal selection has over external selection.

Where peer assessments are concerned,it would be accurate to say that ______________.