Deck 5: Recruitment and Selection

Question 1

According to utility analyses, the difference in productivity between a below average performerand an above average performer is worth _____ of their salary.

A)50%
B)60%
C)70%
D)80%

Answer 1

80%

Question 2

_______ is a critical first step in personnel selection.

A)Job rotation
B)Job evaluation
C)Job analysis
D)Job satisfaction

Answer 2

Job analysis

Question 3

The recruitment process can be seen as a ____ process?

A)longitudinal
B)cross-sectional
C)quick
D)difficult

Answer 3

longitudinal

Question 4

What does the KSAO of a job mean?

A)Knowledge, skills, ability, and other characteristics.
B)Knowledge, scores, ability and other interests.
C)Knowledge, skills, attitudes and other characteristics.
D)Knowledge, score, abilities and other skills.

Question 5

Which perspective in selection emphasizes the systematic assessment of job competencies toidentify performance potential?

A)Constructivist
B)Predictive approach
C)Modernism
D)Epistemological

Question 6

One way that psychologists have improved recruitment and selection is by developing assessmentmethods that ____.

A)reduce subjective bias
B)are systematic and structured
C)are used by almost all managers
D)answer a and b above

Question 7

Which of the following are methods of job analysis?

A)Questionnaire
B)Observation
C)Hierarchical task analysis
D)All of the above

Question 8

CVs are _____-led assessment methods.

A)organization
B)manager
C)candidate
D)evidence

Question 9

____ comprise scoreable information about an applicant's background and experience that isrelated to job success.

A)CVs
B)Biodata
C)Application forms
D)All of the above

Question 10

BARS are ________ rating scales that assess behaviour, either observed or reported.

A)actual
B)ability
C)accurate
D)anchored

Question 11

Psychometric testing tends to be used in selection to reduce applicant pool size and ____ .

A)provide a more detailed assessment of job candidates.
B)allow candidates to show how committed they are.
C)allow the process to be applicant-lead.
D)allow candidates to give examples of their past experience.

Question 12

Tests such as ability and aptitude tests are referred to as:

A)Typical performance tests
B)Maximum performance tests
C)Attainment tests
D)Skills tests

Question 13

Personality profiling in selection involves comparing the candidate profile with ____ .

A)an employee profile
B)an 'ideal' profile
C)a manager's profile
D)a customer's profile

Question 14

Interviews are most effective in predicting job performance when they are:

A)Unstructured
B)Semi-structured
C)Structured
D)They are all the same

Question 15

Which of the following are common exercises found in assessment centres?

A)Group tasks
B)Presentations
C)Role play
D)All of the above

Question 16

What does ORCE stand for?

A)Observe, Record, Classify, Evaluate
B)Observe, Report, Certify, Evaluate
C)Observe, Report, Certify, Evaluate.
D)Observe, Record, Classify, Explore.

Question 17

Which is an important evaluation technique for testing the reliability of selection processes?

A)Job reliability
B)Analytic reliability
C)Person reliability
D)None of the above

Question 18

Which form of validity is most likely to promote positive candidate perceptions?

A)Criterion validity
B)Construct validity
C)Face validity
D)Test validity

Question 19

Which in the list below is a response format used in situational judgement tests?

A)Personality-based responses
B)Cognitive-based responses
C)Behaviour-based responses
D)Emotion-based responses

Question 20

In the competency approach, assessments are exclusively structured around_____ competencies.

A)strategic
B)behavioural
C)interview
D)adaptive

Question 21

Alongside reliability and validity, evaluations of selection processes should also focus on:

A)Fairness
B)Job analysis
C)Competency analysis
D)Personality measures

Question 22

The ______ rule of thumb helps to determine whether adverse impact is shown in selection.

A)two-thirds
B)fifty-fifty
C)zero tolerance
D)four-fifths

Question 23

Why is the candidate's perspective of the selection process important?

A)So the selection is criterion valid.
B)So the selection has face reliability.
C)So the candidate will perceive the process and the company positively.
D)So the candidate will enjoy the assessment.

Question 24

Assessment centres are multi-trait, multi-_______ methods of assessment.

A)competency
B)method
C)assessor
D)candidate

Question 25

In most legal frameworks, a key consideration about whether an assessment is ethical is:

A)Job relevance
B)Difficulty
C)Applicant perception
D)Extensiveness of use