The process of criterion-related validation begins with the identification of criterion
measures.
Applicants have a strong preference for recruiters who are the same gender and race as
they are.
There are several positive, functional outcomes of employee turnover.
The EEOC bans the use of explicit age- or sex-based preferences in recruitment
advertising.
Research shows that downsizing has negative impacts on employee morale and health,
workgroup creativity and communication, and workforce quality.
Most organizations provide some form of specific “just cause” guarantee regarding
terminations during their job offers.
Employment contracts may be written but not in oral form.
Because it is typically very easy to collect and analyze job satisfaction data
meaningfully, most organizations make this a cornerstone of their retention strategy.
Poor task performance is the result of insufficient ability, knowledge, skills, or
motivation.
Applicants are most interested in working for companies that have good pay, lots of
opportunities for growth and development, and interesting work.
Examples of reasonable accommodations under the Americans with Disabilities Act
include work schedule changes, modifications to company policy, adjusting supervisory
methods, and medication monitoring.
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 research literature indicates a high correlation between subjective and objective
measures of performance.
Comparing the same supervisor’s rating of an employee’s performance at T1 to T2 is a
method for assessing ______ reliability.
A. intrarater
B. fixed-point
C. test-retest
D. interrater
The biggest reason why cognitive ability tests are not more widely used is
______________.
A. they are too expensive
B. they are too time-consuming
C. they are difficult to administer
D. they have an adverse impact on minorities
Recent court decisions suggest that _______ is essential for most organizations.
A. affirmative action
B. employee termination insurance
C. training in employment discrimination
D. none of these
The KSAO portion of a job requirements matrix may be __________.
A. converted to a job specification
B. converted to a job description
C. converted to a job evaluation
D. converted into a job pay scale
The strength of the relationship between a predictor and performance is called
_________.
A. reliability
B. validity
C. utility
D. instrumentality
Content validation is most appropriate when _____________.
A. reliability is too high
B. sample size is large
C. criterion measures are readily available
D. sample size is too small for criterion validity calculation
Human resource information systems provide which of the following functions for
succession planning?
A. Creating lists of employees who are ready to move into specific positions
B. Seeking out passive candidates within the organization
C. Tracking candidates across a variety of locations
D. all of these
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
In a ________ analysis, data from a long period of time is collected both before and
after a staffing policy or procedure is implemented.
A. longitudinal
B. split-sample
C. LISREL
D. factor
When using ____________, each finalist has an equal chance of being selected.
A. ranking
B. random selection
C. clinical prediction
D. grouping
The difference between black and white test takers on cognitive ability tests has been
______.
A. demonstrated to be an artifact of question wording
B. decreasing over time
C. lower when tests are given in an open-ended format
D. both decreasing over time and lower when tests are given in an open-ended format
Recruiter characteristics are _________________.
A. important in every stage of the selection process
B. not at all related to employee interested in a company
C. not as important as the actual job characteristics
D. equally related to applicant attitudes and behaviors
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.
Employment reconciliation analyzes gaps between ________.
A. AA requirements and the external labor force
B. future HR requirements and AA requirements
C. future HR requirements and HR availability
D. all of these
Which of the following statements about written contracts is false?
A. The law favors written contracts over oral contracts.
B. A statement on a job application blank could be construed as a written contract.
C. Written statements in employee handbooks that are unintended as contracts cannot
be construed as contracts.
D. Internal job posting notices can be construed as written job contracts.
Which of the following does not have to be shown by a plaintiff in fraud and
misrepresentation lawsuit related to recruiting?
A. that a misrepresentation occurred
B. that the plaintiff relied on the information to make a decision
C. that the plaintiff had perfect knowledge regarding the misrepresentation
D. that the plaintiff was injured because of reliance on the information
Which of the following is(are) true based on research regarding interviews?
A. The validity of structured interviews is low.
B. Situational interviews are less valid than job-related interviews.
C. Panel interviews were less valid than individual interviews.
D. All of these are true.
Where peer assessments are concerned, it would be accurate to say that
______________.
A. peer ratings rely on voting to select the most promotable applicants
B. peer assessments are used for both internal and external applicants
C. peer rankings rely on ordering of peers being assessed
D. peer rankings rely on assessments of each applicant using scores on a continuous
numerical scale
Large employment websites have which potential disadvantage relative to niche
websites?
A. they are limited to simple advertising
B. comparatively few job seekers access them
C. they can result in a large number of applications from individuals who are either
unqualified or not really interested in the job
D. all of these
The _________ method of determining an applicant’s score is based on assigning
weights by statistical procedures and then adding predictor scores together.
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of these
Turnover due to organizational downsizing is classified as _______.
A. voluntary
B. involuntary
C. supplemental
D. it depends on the circumstances of the downsizing