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True / False Questions
1. Research indicates that managers are more likely to make the right
selection when they rely on subjective methods rather than mechanical
methods.
2. Research has made clear that an applicant's personality is the best
predictor of job performance.
3. The employee selection process begins with establishing the process.
4. Before reviewing résumés, interviewing candidates, or giving any job-
related test, a manager needs to understand the context in which the job takes
place.
5. While preparing a job description, managers rely only on judgments based
on their own past experiences.
6. The myth about employment law is that it helps actively reduce natural
biases.
7. Rejecting applications from people with disabilities on the assumption
they cannot adequately do the job is an example of adverse impact.
8. According to employment law guidelines, a manager must use only
predictors which have some supporting evidence of their reliability and validity in
predicting job performances.
9. A company that establishes a process after deciding to hire an employee
loses out on many benefits.
10. A standardized process is always consistent for all jobs but may vary
based on the candidates.
11. Since companies are obliged to be discrete about their standardized
selection processes, applicants must not be informed about the process.
12. Involving subordinates in the selection process will help assess the
candidate's future potential.
13. Informal tactics of recruitment involve posting job ads on internal systems
or on recruitment Websites.
14. Research indicates that informal tactics involving networking are, in
general, more effective than formal tactics.
15. The Grade Point Average (GPA) of a student is a strong predictor of
his/her potential job performance.
16. Recruiters are able to provide applicants more accurate information in
determining fit and reduce future turnover.
17. Realistic job previews (RJPs) provided after an applicant is hired is
associated with higher job performance.
18. In a selection process, one standardized method is always appropriate for
all jobs.
19. Reliability is how well a method predicts future job performance.
20. Face validity is the degree to which applicants believe the selection
method fairly measures requirements for the job.
21. Interviews should not be used to measure all types of job requirements.
22. In order to reduce the cost of interviewing, many companies do a
prescreening by e-mail or over the telephone. This is known as an unstructured
interview.
23. Unstructured interviews are much more valid predictors of performance
than structured ones.
24. In an interview, when trying to predict future job performance, the
challenge is to pay less attention to the applicant's behavior and focus more on
how they describe themselves.
25. An interviewer must ask non-job-related questions to understand the
applicant better.
26. A performance test is one which measures a person's ability to learn and
acquire intellectual skills.
27. An experienced applicant with lower cognitive ability may perform as well
as one with higher cognitive ability.
28. Integrity tests are a moderately strong predictor of job performance.
29. Dysfunctional turnover occurs when separation from the organization is
initiated by the organization due to poor performance.
30. High performers tend to quit when equal pay raises are given regardless of
each employee's performance.
