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88. Which of the following best describes multiple-hurdle model of personnel
selection?
89. The process of arriving at a selection decision in which a very high score on
one type of assessment can make up for a low score on another is termed the
_____ model.
90. Which of the following information does NOT need to be included in a job
offer?
91. Discuss the steps of the selection process.
92. Define what is meant by reliability, validity, and utility in the employment
selection context.
93. Briefly describe how concurrent and predictive criterion-related researches
are conducted and identify at least two potential advantages of predictive
validation.
94. Discuss how the Civil Rights Act of 1991 and the Americans with
Disabilities Act impact the selection process.
95. Discuss the burden placed on people or organizations contacted as
references for job candidates. How do organizations cope with this burden?
96. What are the two broad categories of employment tests?
97. Why are drug tests a controversial component of the personnel selection
process? What are some of the ways in which organizations can avoid problems
associated with drug testing?
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98. Describe the different types of interviews that can be used for employee
selection.
99. Traditional job interviews have demonstrated low validity and reliability,
and they are a relatively expensive method of personnel selection. Recommend
steps organizations can take to avoid these pitfalls.
100. Discuss the multiple-hurdle model and the compensatory model of arriving
at a personnel selection decision.
