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1. The process of selecting employees remains constant for all organizations
and for all jobs.
2. A reliable measurement generates consistent results.
3. The degree to which a measure is free from random error refers to its
validity.
4. A predictive criterion-related validation strategy correlates job incumbents’
scores on a test with existing measures of their performance.
5. Predictive validation is less time consuming and the easiest to administer.
6. Content validation is most suitable for measuring abstract qualities such as
intelligence or leadership ability.
7. Selection procedures that provide economic value greater than the cost of
using them are said to have utility.
8. Equal employment opportunity laws affect the kinds of information an
organization may gather on application forms and in interviews.
9. Under the ADA, when an employer makes hiring decisions, he is permitted
to use employment physical exams that could reveal a psychological or physical
disability.
10. The Fair Credit Reporting Act requires that employers obtain a candidate’s
consent before downloading his/her résumé from an on-line job site.
11. An application form can request information regarding an applicant’s
marital status and race.
12. Review of résumés is most valid when the content of the résumés is
evaluated in terms of the elements of a job description.
13. Most organizations check references as soon as they receive the
candidate’s application form.
14. Aptitude tests measure a person’s existing knowledge and skills.
15. Achievement tests assess how well a person can acquire skills and
abilities
16. Race norming refers to establishing different norms for hiring members of
different racial groups.
17. The Civil Rights Act of 1991 encourages the use of race norming as a
selection tool.
18. The results of a personality test are the most reliable.
19. The Polygraph Act legalized the use of polygraph tests for employment
screening in most organizations.
20. In a nondirective interview, the interviewer asks questions from an
established set of questions.
21. In a behavior description interview, the interviewer asks the candidate how
he or she handled a type of situation in the past.
22. Interviewing is considered the most accurate basis for making a selection
decision.
23. Interviews are the least expensive method of employee selection.
24. The multiple-hurdle model is based on a process of increasing the number
of candidates at each stage of the selection process.
25. Usually a supervisor makes the final employee selection decision.
26. The process through which organizations make decisions about who will or
will not be allowed to join the organization is referred to as _____.
27. For most companies, the first step in the personnel selection process is
_____.
28. At which stage in the selection process are supervisors and team members
often involved?
29. The _____ of a type of measurement indicates how free that measurement
is from random error.
30. What does a correlation coefficient of 0 indicate?
31. A correlation coefficient of -1.0 between two sets of numbers indicates
_____.
32. A reliable test would be one for which scores by people with similar
attributes have a correlation close to _____.
