Question 1

The strength of the relationship between a predictor and performance is called ________.

Accepted Answer

A)  reliability 
B)  validity 
C)  utility 
D)  instrumentality

Question 2

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

Accepted Answer

A) True 
 B)False

Question 3

A major problem with resumes and cover letters is misrepresentation.

Accepted Answer

A) True 
 B)False

Question 4

Background testing is concerned with the ________ of an applicant.

Accepted Answer

A)  integrity 
B)  reliability 
C)  personal adjustments 
D)  all of the above

Question 5

Which of the following statements regarding the development of a selection plan is false?

Accepted Answer

A)  The list of KSAOs used in the selection plan are derived from the job requirements matrix 
B)  The process of developing a selection plan is usually straightforward and can be done quickly 
C)  One reason KSAOs may be deemed unimportant for selection is because they will be learned on the job 
D)  Possible methods for assessing every identified job-relevant KSAO need to be developed

Question 6

Which of the following statements regarding the use of grade point averages as a predictor is(are) true?

Accepted Answer

A)  GPA may be influenced by many factors in addition to the applicant's KSAOs and motivation. 
B)  GPAs in one's major tend to be highly similar to one's GPAs in other classes. 
C)  Grades do not vary widely by field. 
D)  GPAs from different schools mean the same thing.

Question 7

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is necessary for the logic of prediction to work in practice for selecting employees?

Accepted Answer

A)  the organization has adopted a thorough competency modeling approach 
B)  qualifications carry over from one job to another 
C)  that each candidate is assessed based on his or her unique experiences 
D)  anonymous periodic reviews of applicant files to ensure accuracy

Question 9

The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.

Accepted Answer

A) True 
 B)False

Question 10

The burden of proof is on employers to defend BFOQ claims.

Accepted Answer

A) True 
 B)False

Question 11

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job be filled and the qualifications of the job applicants.

Accepted Answer

A) True 
 B)False

Question 12

A power test is used when the speed of work is an important part of the job.

Accepted Answer

A) True 
 B)False

Question 13

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ________.

Accepted Answer

A)  education level 
B)  quality of school 
C)  training and experience 
D)  all of the above are correct

Question 14

Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.

Accepted Answer

A) True 
 B)False

Question 15

The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.

Accepted Answer

A) True 
 B)False

Question 16

Most organizations use only weighted application blanks for initial screening decisions.

Accepted Answer

A) True 
 B)False

Question 17

Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.

Accepted Answer

A) True 
 B)False

Exam 8: External Selection I

The strength of the relationship between a predictor and performance is called ________.

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

A major problem with resumes and cover letters is misrepresentation.

Background testing is concerned with the ________ of an applicant.

Which of the following statements regarding the development of a selection plan is false?

Which of the following statements regarding the use of grade point averages as a predictor is(are) true?

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Which of the following is necessary for the logic of prediction to work in practice for selecting employees?

The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.

The burden of proof is on employers to defend BFOQ claims.

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job be filled and the qualifications of the job applicants.

A power test is used when the speed of work is an important part of the job.

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ________.

Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.

The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.

Most organizations use only weighted application blanks for initial screening decisions.

Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.