Deck 8: External Selection I

Question 1

The principal assumption behind the use of biodata in selection processes is the axiom,"the best predictor of future behavior is past behavior."

Answer 1

True

Question 2

A well documented problem with resumes and cover letters is fraud.

Answer 2

True

Question 3

College grades are more valid predictors of job performance than high school grades

Answer 3

False

Question 4

Research suggests that the quality of the school a person graduates from makes a difference in the labor market

Question 5

Cross-validation involves validating the initial items and weights on a selection test with another sample.

Question 6

Research has found that level of education is moderately related to job performance

Question 7

Cost should not be used to guide the choice of initial assessment methods

Question 8

The first step in developing a selection plan is to list relevant KSAOs associated with a job.

Question 9

Scored evaluations of unweighted application blanks are good predictors of job performance

Question 10

Disclaimers are used as a means of protecting employer rights.

Question 11

Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits

Question 12

External selection refers to the assessment and evaluation of external job applicants.

Question 13

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

Question 14

Initial assessment methods include to screen candidates include literacy testing.

Question 15

A selection plan describes which predictors will be used to assess the KSAOs required to perform the job.

Question 16

Understanding the legal issues of assessment methods is necessary.

Question 17

A selection plan outlines the costs associated with screening and selection of applicants

Question 18

The most common criterion which is used to validate selection tests is worker satisfaction

Question 19

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

Question 20

Occupational certification helps guard against the misuse of job titles in human resource selection.

Question 21

Reliability refers to consistency of measurement.

Question 22

Items in the weighted application blank are scored and weighted based on their ability to predict job performance and are good predictors for work behaviours.

Question 23

Email has uncomplicated the receipt and use of resumes in organizations

Question 24

Research shows that applicants have a favorable attitude toward biodata inventories.

Question 25

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

Question 26

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Question 27

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

Question 28

Research on the reliability and validity of biodata has been very negative.

Question 29

Most initial assessment methods have moderate to low validity.

Question 30

Organizations that are popular and visible will likely receive a large volume of resumes.

Question 31

Initial interviews can be made more useful by asking the same questions of all job applicants.

Question 32

The initial interview is the least expensive method of initial assessment

Question 33

Research on the relationship between field of study and job performance shows they are clearly related

Question 34

Surveys suggest that only 3 out of 10 organizations conduct reference checks

Question 35

Letters of recommendation help organizations separate qualified from unqualified applicants.

Question 36

The horizontal percent is a system for scoring resumes

Question 37

Most employers prefer to receive resumes via surface mail rather than through email.

Question 38

Research suggests that biodata does not provide incremental validity over personality and cognitive ability

Question 39

Biographical information and background checks are relatively inexpensive assessment methods.

Question 40

The most common person to be contacted in a reference check is the applicant's former supervisor.

Question 41

Which of the following is (are)initial assessment methods?

A)Resumes and cover letters
B)Application blanks
C)Biographical information
D)All of the above

Question 42

A selection method that can be considered a form of biographical information survey is ______.

A)work references
B)a personality test
C)accomplishments record
D)applicant's attendance record

Question 43

A person who meets all of the minimal qualifications but has not received a job offer is ____.

A)a job applicant
B)a job candidate
C)a job finalist
D)all of the above

Question 44

Initial assessment methods are used to _.

A)screen candidates
B)minimize costs
C)reduce the number of people assessed
D)all of the above

Question 45

When considering the use of extracurricular activities as a job performance predictor,one should ________.

A)use extracurricular activities whenever possible
B)de-emphasize the use of extracurricular activities
C)use extracurricular activities mainly for selection of managerial personnel
D)use extracurricular activities when they correlate with KSAOs required by the job

Question 46

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

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 47

The principal assumption behind the use of biodata is the axiom,_______.

A)The best predictor of future behavior is motivation level
B)The best predictor of future behavior is KSAOs
C)The best predictor of future behavior is education level
D)The best predictor of future behavior is past behavior

Question 48

Which of the following is not an initial assessment method?

A)Resumes and cover letters
B)Application blanks
C)Biographical information
D)Integrity tests

Question 49

In using educational level as an initial selection criterion,which of the following statements is false?

A)The degree received from an institution is not sufficient as a sole indicator of an applicant's level of education.
B)A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance.
C)Educational level is a predictor of job performance.
D)High-level degrees from non-accredited schools may be indicators of lesser accomplishment than lower-level degrees from accredited schools.

Question 50

Which of the following is true.regarding biodata and background checks?

A)Background information about applicants is obtained through both of these.
B)They are two different names for the same thing.
C)Only background tests look into an applicant's past.
D)Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary.

Question 51

The most accurate description of the basic purpose of a selection plan is _______________.

A)a selection plan determines the means for attracting qualified job applicants
B)a selection plan matches applicants to outcome criteria
C)a selection plan describes predictors to be used to assess KSAOs required to perform the job
D)a selection plan consists of interview rating criteria

Question 52

Background testing is concerned with the __________ of an applicant.

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

Question 53

Research suggests that weighted applicant banks

A)are reliable predictors of job performance
B)are the most common method of screening
C)are not particularly valid predictors of job performance
D)are useful predictors of job performance
E)discriminate against foreign trained professionals

Question 54

Biographical information tends to have low reliability

Question 55

The most common person to be contacted in a reference check is the applicant's ___________.

A)former coworkers
B)HR department at his/her former employer
C)former supervisor
D)friends

Question 56

The horizontal percent is a system for scoring biodata information.

Question 57

Research has indicated that job applicants generally have a __________ view of biodata inventories.

A)very positive
B)negative
C)positive
D)neutral

Question 58

Which of the following assessment methods is the most valid predictor of performance?

A)Initial interviews
B)Handwriting analysis
C)Biodata
D)Unweighted application blanks

Question 59

Resumes have the all of the following problems except ____.

A)potential high volume to process
B)difficult to store for extended periods of time
C)they may have personal information on them
D)they can be tailored by the applicant to the job
E)all of the above are problems with resumes

Question 60

One major problem with letters of recommendation is that they ________.

A)are too lengthy to be useful
B)are not structured or standardized
C)are too ambiguous to interpret
D)all of the above are correct

Question 61

According to PIPEDA employers should

A)obtain consent before disclosing any information gathered about an applicant in the recruitment process.
B)allow only decision makers to see reference information
C)only gather job related information about candidates
D)All of the above.

Question 62

"Behavioural consistency method" is ___________

A)an approach to measure applicants' experience and training
B)a paper and pencil test to measure KSAOs
C)a method used in the screening interview to determine if candidate is a fit with the job
D)a form of biodata

Question 63

In what ways are the following three initial assessment methods similar and in what ways are they different: Application blanks,biographical information,and reference reports?

Question 64

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

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

Question 65

The common criterion which is used to validate predictors is ______.

A)motivation
B)satisfaction
C)retention
D)performance

Question 66

Which of the following is true.regarding information gathered on application blanks?

A)should not include information regarding prohibited grounds.
B)should make prohibited ground information optional at the discretion of the applicant.
C)may include marital status and age if only for calculating benefit entitlements if applicant is hired
D)must conform to EGA standards

Question 67

The issue of consistency of measurement with assessment methods is called _____.

A)validity
B)reliability
C)variability
D)central tendency

Question 68

Describe the criteria by which initial assessment methods are evaluated.Are some of these criteria more important than others?

Question 69

A selection plan describes which predictor(s)will be used to assess the KSAOs required to perform the job.Describe the three steps to follow in establishing a selection plan.

Question 70

Literacy testing includes which of the following;

A)prose,numeracy,penmanship
B)poetry,numeracy,problem-solving
C)prose,numeracy,problem-solving
D)numeracy,writing,prose,computer

Question 71

Reasons why organizations do not like to give out reference checks include all of the following except

A)the length of time involved to conduct reference checks
B)fear of being sued
C)fear of invasion of privacy
D)all of the above are reasons why organizations do not like to give out reference checks

Question 72

Most initial assessment methods have _________ validity.

A)moderate to low
B)high to very high
C)moderately high to high
D)moderate

Question 73

One guideline for improving the effectiveness of initial interviews is to ___.

A)ask questions which assess the most basic KSAOs
B)make them long and rigorous
C)ask each applicant different questions
D)A and B are correct

Question 74

Employers protect themselves in the initial stages of contact with job applicants through the use of ______.

A)labour contracts
B)employment clauses
C)disclaimers
D)employment-at-will clauses

Question 75

An example of an assessment method which has relatively low reliability is _________.

A)biographical information
B)initial interviews
C)application blanks
D)reference checks