Deck 6: Selecting Employees

Question 1

Based on a job analysis,Bjorn believes cognitive ability will be related to managerial performance.Bjorn measures the cognitive ability of 100 existing managers,and also asks their supervisors to rate their performance.Bjorn has done a ________study.

A)concurrent validation
B)predictive validation
C)validity generalization
D)job evaluation

Answer 1

concurrent validation

Question 2

According to research,which of the following sources of job applicants provides employees who perform better and remain on the job longer?

A)web-based recruitment companies (e.g.,Career Builder)
B)employee referrals
C)headhunters
D)advertisements

Answer 2

employee referrals

Question 3

In the 21^st century,demand is expected to decline for jobs in ________,and increase in _____.

A)heath related fields; technology
B)manufacturing and mining; health-related fields and technology
C)technology and health-related fields; manufacturing and mining
D)skilled labor; unskilled labor

Answer 3

manufacturing and mining; health-related fields and technology

Question 4

The most frequent target of equal employment opportunity efforts has been the _______ process.

A)hiring
B)training
C)performance appraisal
D)firing

Question 5

Applicants from newspaper advertisements are the same quality as those who are referred by employees.

Question 6

Which of the following statements about recruiting is correct?

A)Recruiting efforts should specify the KSAOs for the job in advance.
B)According to Breaugh and Starke (2000),recruitment is simply a matter of collecting applications and conducting assessments.
C)Compared to more traditional methods,web-based recruiting is more expensive.
D)Most of the applicants companies get from web-based recruiting are highly suitable for the job.

Question 7

The definition of a good employee is referred to as a(n)____________.

A)predictor
B)criterion
C)performance standard
D)validation

Question 8

The correlation between scores on the predictor and scores on the criterion is called the

A)predictive coefficient.
B)validity coefficient.
C)reliability coefficient.
D)concurrent coefficient.

Question 9

Recruitment is only concerned with finding good applicants.

Question 10

Susan administers a psychological test to recently hired employees.One year later,she measures their performance and examines if test scores are related to job performance.She has done a _______study.

A)concurrent validation
B)predictive validation
C)cross-validation
D)validity generalization

Question 11

Which of the following statements about human resource planning is correct?

A)The selection approach does the least harm to current employees.
B)The training approach is less expensive than the selection approach.
C)Human resource plans should only consider the organization's needs for people.
D)The training approach is necessary when there is an inadequate supply of people with necessary skills.

Question 12

Bill's Computer Software Development Company needs to hire some skilled employees knowledgeable in a specific computer language.The unemployment rate is relatively high.How should Bill get access to possible applicants?

A)Newspaper advertising
B)School recruiters
C)Employment agencies
D)Referrals from existing employees

Question 13

As the HR director of NM Enterprises,you are charged with selection and hiring of hundreds of new service employees.Recently the other major competitor in town has laid off numerous employees.Which of the following recruitment methods would be the most beneficial (cost effective)for you to use?

A)the web
B)employee referrals
C)newspaper advertisements
D)employment agencies

Question 14

The demand for unskilled and semiskilled jobs has remained the same in the U.S.,whereas the demand for skilled technical jobs has increased.

Question 15

Why is it beneficial to begin a validation study with a job analysis?

A)To learn the criteria,or KSAOs,needed for the job.
B)To help select predictors for the KSAOs.
C)To help with validity generalization.
D)All of the above.

Question 16

You are conducting a validation study prior to hiring a new technical manager.Which of the following accurately describes the steps you will follow?

A)Perform job analysis,choose predictors,identify criteria,cross validate,validate predictors.
B)Perform job analysis,identify criteria,cross validate,choose predictors,validate predictors.
C)Perform job analysis,cross validate,choose predictors,validate predictors,identify criteria.
D)Perform job analysis,identify criteria,choose predictors,validate predictors,cross validate.

Question 17

In the development of a selection program,which step involves making sure that you are actually selecting people who perform well on the job?

A)job analysis.
B)specifying the performance criteria.
C)selecting predictors.
D)validating the predictors.

Question 18

Sam is conducting a validation study.He has identified cognitive ability tests and personality tests to use in the validation study.Which step of the validation study does this describe?

A)Conduct a job analysis.
B)Specify job performance criteria
C)Choose predictors
D)Validate the predictors

Question 19

You are preparing to hire a new electrician for your construction company.Which of the following could be a criterion for a validation study?

A)Number of circuits properly wired
B)Absenteeism
C)Accidents
D)All of the above can be used as criteria.

Question 20

Employers can take a variety of approaches to deal with the shifting nature of jobs and job requirements.The ______ approach would maintain current employees,providing them with instruction on the newly required skills,whereas the _____ approach would replace the under-skilled employees with new,skilled employees.

A)selection; training
B)training; selection
C)hiring; training
D)training; hiring

Question 21

When deciding whom to hire,the Slowchip Computer Company uses cognitive ability test scores to predict performance,and hires the applicants with the highest predicted performance.This is referred to as a ________ approach.

A)simple regression
B)multiple regression
C)multiple hurdle
D)predictive validation

Question 22

Amy has recently conducted a validation study; she claims that her selection tests and methods are useful in many other settings.She uses them to hire without conducting another validation study.She is relying on the concept of

A)situation specificity.
B)validity generalization.
C)predictor validity.
D)cross validation.

Question 23

One problem with using a multiple regression approach to selection is that

A)a low score on one predictor maybe compensated for by a high score on another.
B)good applicants may be screened out because of poor performance on one of the criteria.
C)the equation must be cross-validated.
D)the cross validation study will often yield non-significant results.

Question 24

Success University has conducted an extensive selection program for a new vice president and has identified a dynamic individual for the job.What is their next step?

A)None,once the selection is made,the recruitment responsibilities are complete.
B)Make sure that the salary offer is comparable to similar jobs at other organizations.
C)Negotiate salary and benefit options.
D)Both b and c are potential next steps.

Question 25

Which of the following statements about the utility of selection devices is true?

A)A valid test is all one needs to demonstrate the utility of a selection device.
B)Ideally,companies should aim to have the highest selection ratio possible.
C)The biggest possible gain in forecasting the accuracy of selection is when the baserate is between 0% and 40%.
D)The best situation occurs when the baserate is 50% and the selection ratio is low.

Question 26

Your Human Resources manager argues that developing a good selection procedure will save money in the long run.She is arguing that developing a good selection procedure has positive

A)reliability.
B)utility.
C)validity.
D)accuracy.

Question 27

The Realistic Job Preview can be best viewed as a strategy that allows for

A)increased acceptance of job offers.
B)accurate placement.
C)decreased turnover.
D)recruitment to increase worker satisfaction.

Question 28

After doing a validation study I repeat it a second time.This time I use a different set of subjects.This is called

A)cross-validation.
B)repeated validation.
C)validity generalization.
D)selective validation

Question 29

The validity coefficient for predictive designs is larger than that for concurrent designs.

Question 30

Which of the following statements about realistic job previews (RJPs)is correct?

A)RJPs increase initial expectations about the job and organization.
B)RJPs only provide information about the unfavorable aspects of a job.
C)RJPs reduce the number of employees who accept job offers.
D)RJPs are associated with decreased turnover.

Question 31

The multiple hurdle approach to personnel decision-making involves

A)combining various predictors of success in a statistical manner.
B)an ordered sequence of screening devices after each of which a decision is made.
C)designating a score on each predictor above which the candidate must score.
D)using only those criteria on which the candidate scores very high.

Question 32

For which of the following organizational practices could one use a utility analysis?

A)Selection
B)Training
C)Performance feedback
D)All of the above

Question 33

Utility analysis provides a theoretical estimate of how much gain would occur in performance if more capable people were hired.However,this theoretical gain may never occur as a result of

A)inaccurate mathematical calculations.
B)too many false positives.
C)organizational constraints.
D)too many false negatives.

Question 34

Validation studies can be costly and time consuming.An alternative approach is to

A)hire a consulting firm to select applicants.
B)rely on selection tools with established validity.
C)conduct a job evaluation study.
D)use the selection methods that other companies use.

Question 35

Realistic job previews are NOT likely to

A)give applicants detailed descriptions of the job.
B)increase performance.
C)increase the number of employees who accept job offers.
D)increase job satisfaction.

Question 36

Cafeteria benefits refer to:

A)giving employees a realistic assessment of benefits
B)offering a benefits package that is competitive with other organizations
C)assessing how satisfied current employees are with their benefits package
D)allowing employees to choose their benefits from a long list of possibilities

Question 37

When deciding whom to hire,New Millennium Enterprises first eliminates all applicants who don't have college degrees in computer science.They then eliminate all applicants with IQ scores under 120.After this,they interview the remaining applicants.This is called a _________approach.

A)simple regression
B)multiple regression
C)multiple hurdle
D)predictive validation

Question 38

Successful College has begun to use scientific selection in the hiring of employees; you have been asked to study the effectiveness of these procedures as related to organizational functioning.This is called a(n)

A)job analysis.
B)regression analysis.
C)utility analysis.
D)cost/benefit analysis.

Question 39

As the hiring manager for New Millennium Enterprises,you realize that it is important to give potential employees an honest view of the job and organization.This can be accomplished by using a

A)RPJ.
B)RJP.
C)BARS.
D)mentor.

Question 40

When deciding whom to hire,the Slowchip Computer Company uses scores on a cognitive ability test and a motivation test to predict performance,and hires the applicants with the highest predicted performance.This is a ______approach.

A)simple regression
B)multiple regression
C)multiple hurdle
D)predictive validation

Question 41

As the cutoff score on the predictor decreases,

A)the number of false positives increases.
B)the number of true positives decreases.
C)the number of false negatives increases.
D)none of the above

Question 42

Biographical inventories and interviews are most popular in _______,whereas tests are more popular in Belgium and Spain.

A)the U.S.
B)Greece
C)Germany
D)Canada

Question 43

When setting a cutoff for a predictor a company wants to maximize the number of

A)true positives.
B)true negatives.
C)false positives.
D)false negatives.

Question 44

Although Sophia could have succeeded at the job,the company didn't hire her.Sophia is considered a

A)true positive.
B)true negative.
C)false positive.
D)false negative.

Question 45

In 1978,the U.S.government produced a set of rules for legal selection called the

A)Civil Rights Guidelines.
B)Uniform Guidelines on Employee Selection Procedures.
C)Affirmative Action Guidelines.
D)Equal Employment Guidelines.

Question 46

Reasons for differences in selection practices across countries include

A)lack of communication across national borders.
B)economic factors.
C)cultural values.
D)all of the above

Question 47

The federal guidelines for legal selection that were originally intended to apply to government agencies and have now been adopted and accepted as acceptable legal practices for all organizations are known as the

A)Civil Rights Guidelines.
B)Equal Employment Guidelines.
C)Uniform Guidelines on Employee Selection Procedures.
D)Affirmative Action Guidelines.

Question 48

Goodie Foods hires half the applicants for a new sales position.Their _________ is 1/2.

A)baserate
B)selection ratio
C)validity
D)validity ratio

Question 49

If all applicants for a job can do the job successfully,we say the ________ equals 100%.

A)selection ratio
B)baserate
C)validity
D)utility rate

Question 50

A selection procedure is used and all male applicants are hired,but only 40% of all female applicants are hired.According to the Uniform Guidelines,_______ has occurred

A)adverse impact
B)discriminatory impact
C)protected class impact
D)affirmative action

Question 51

Groups of individuals who have been the target of discrimination in the past and are protected against discrimination by federal laws are known as

A)civil rights classes.
B)adversely impacted classes.
C)protected classes.
D)discriminated classes.

Question 52

The company correctly concluded that Charlie could not capably perform the job,so they did not hire him.Charlie is a

A)true positive.
B)true negative.
C)false positive.
D)false negative.

Question 53

The baserate that offers the most room for improvement in accuracy of predictions is

A)0%
B)25%
C)50%
D)75%

Question 54

Cindy was hired by New Millennium Enterprises,but subsequently failed at the job.She would be known as a

A)true positive.
B)true negative.
C)false positive.
D)false negative.

Question 55

New Millennium Enterprises gets 200 applicants for two positions in the computer graphics department.The selection ratio is

A)1/1.
B)1/10.
C)1/100.
D)2/200.

Question 56

A baserate of ________ results in maximum utility.

A)30%
B)50%
C)60%
D)100%

Question 57

John's application for a job with the L.J.Company was rejected.John,however,would have been a successful employee if L.J.had hired him.John is an example of a

A)false positive.
B)true positive.
C)false negative.
D)true negative.

Question 58

Which of the following selection devices is popular,but not universally utilized internationally?

A)interview
B)psychological tests
C)application form
D)former employer reference check

Question 59

Which of the following selection situations will have the highest utility?

A)The validity coefficient is .20,the baserate is 50%,and the selection ratio is 1/3.
B)The validity coefficient is .40,the baserate is 50%,and the selection ratio is 1/100.
C)The validity coefficient is .30,the baserate is 30%,and the selection ratio is 1/2.
D)The validity coefficient is .40,the baserate is 70%,and the selection ratio is 1/2.

Question 60

The concept of reasonable accommodation was introduced in the

A)Civil Rights Act of 1964.
B)Americans with Disabilities Act.
C)Age Discrimination Act of 1978.
D)Uniform Guidelines on Employee Selection.

Question 61

The most recent piece of legislation which was passed to protect individuals from being discriminated against by work organizations is the:

A)Civil Rights Act.
B)Age Discrimination Act.
C)Uniform Guidelines on Employee Selection.
D)Americans with Disabilities Act.

Question 62

Which of the following is NOT a federally protected class?

A)race.
B)sexual orientation.
C)religion.
D)age.

Question 63

Because Robert is deaf,the company he works for replaces the normal fire alarm in his office with a flashing light alarm.This is an example of a(n)

A)affirmative action.
B)essential function.
C)adverse impact.
D)reasonable accommodation.

Question 64

It is not necessarily illegal to use a selection device that has adverse impact as long as the device is job relevant.

Question 65

In which of the following cases does adverse impact exist?

A)100% of male applicants are hired; 100% of female applicants are hired.
B)100% of male applicants are hired; 90% of female applicants are hired.
C)100% of male applicants are hired; 81% of female applicants are hired.
D)100% of male applicants are hired; 79% of female applicants are hired.

Question 66

If an organization makes special attempts to increase the number of Hispanic employees by recruiting in Spanish-language newspapers,we say the company has taken

A)affirmative action.
B)adverse impact action.
C)anti-discriminatory action.
D)a reasonable accommodation.

Question 67

Organizations that ________ are required by executive order to have an affirmative action program.

A)have more than 50 employees
B)have government contracts exceeding $50,000
C)both A and B
D)None of the above

Question 68

What is affirmative action?

A)A hiring practice that requires that less qualified applicants be hired.
B)A federal law requiring employers to hire a minimum number of employees in a protected class.
C)Organizational practices for increasing the employment of members of protected classes in targeted jobs.
D)A group of federal laws that requires the establishment of and adherence to hiring quotas.

Question 69

Employees who are hired under affirmative action are always thought to be as competent as those hired without affirmative action guidelines.

Question 70

Under affirmative action

A)any protected group member must be hired over any majority group member.
B)unqualified minority applicants are hired to filled quotas.
C)a protected group member may be given preference over an equally qualified majority group member.
D)white males cannot be hired until all protected group applicants are hired.

Question 71

Cheryl was given preferential treatment in hiring as part of her company's affirmative action program.According to research,which of the following is most likely?

A)Cheryl has positive views of other women in the workplace.
B)Cheryl's male colleagues may see her as incompetent.
C)Cheryl's self-confidence at work will increase.
D)Cheryl will easily overcome the stigma of affirmative action.

Question 72

In which of the following countries is it illegal to discriminate on the basis of a person's marital status?

A)The United States
B)Canada
C)Ireland
D)None of the above

Question 73

Adverse impact is demonstrated when

A)the selection ratio for a minority group is substantially less than 80% of the selection ratio for the majority group.
B)unqualified minorities are hired to meet quotas.
C)an assessment method being used by a company is not valid.
D)when members of a protected class feel they have been discriminated against and file a formal grievance.

Question 74

There are guidelines that dictate how far organizations must go to make reasonable accommodations for employees with disabilities.

Question 75

A personnel specialist who is concerned about equal employment opportunity and fairness in hiring employees will likely consult the

A)Civil Rights Act of 1964.
B)Uniform Guidelines on Employee Selection Procedures.
C)Occupational Information Network.
D)Dictionary of Occupational Titles.