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1. While the overall selection process is the responsibility of the HR department, line managers often make the final
decision about hiring personnel into their unit.
a.
True
b.
False
ANSWER:
True
2. The number of steps in the selection process and their sequence will vary, not only with the organization, but also with
the type and level of jobs to be filled.
a.
True
b.
False
ANSWER:
True
3. As more steps are generally required when filling positions externally, companies often try to hire within and advertise
externally only as a last resort.
a.
True
b.
False
ANSWER:
False
4. A test that gives comparable scores when it is administered to the same individual a few days apart is unreliable.
a.
True
b.
False
ANSWER:
False
5. A review of BluTech’s hiring practices indicated that it has a selection ratio of 0.05. This level of selectivity indicates
that only the most promising applicants are hired.
a.
True
b.
False
ANSWER:
True
6. Reliability refers to the extent to which two methods yield similar results or are consistent with one another.
a.
True
b.
False
ANSWER:
True
7. A review of BluTech’s selection procedures revealed that these procedures have yielded comparable data over a period
of time. According to this review, the procedures used by BluTech would be considered valid.
a.
True
b.
False
ANSWER:
False
8. Validity refers to the degree to which selection procedure predicts how well a person performs on the job.
a.
True
b.
False
ANSWER:
True
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9. Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work
behavior.
a.
True
b.
False
ANSWER:
True
10. In order to determine the validity of its tests, BluTech tests applicants and then obtains criterion data after they have
been hired and on the job for some indefinite period. BluTech is validating its tests through concurrent validity.
a.
True
b.
False
ANSWER:
False
11. In order to determine the validity of its tests, BluTech compares the test scores of job applicants against the
performance data of existing employees. BluTech is validating its tests through predictive validity.
a.
True
b.
False
ANSWER:
False
12. In order to establish concurrent validity of selection tests, BluTech has employees take an aptitude test the week after
their performance appraisal is completed by their supervisors. The test scores are then compared to the ratings.
a.
True
b.
False
ANSWER:
True
13. A firm established the concurrent validity of a selection test by obtaining data from current employees. Now, any
candidates for the position should be required to score at the same level on that test in order to be hired.
a.
True
b.
False
ANSWER:
False
14. A validity coefficient of 0.00 indicates a complete absence of relationship between the predictor and criterion data.
a.
True
b.
False
ANSWER:
True
15. The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be
the better performers.
a.
True
b.
False
ANSWER:
True
16. According to the job board CareerBuilder, fewer people lie on application forms relative to their resumes.
a.
True
b.
False
ANSWER:
True
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17. In the course of an interview, the interviewer asked the candidate the origin of his name, whether he was married, and
what year he graduated high school. These are all inappropriate questions.
a.
True
b.
False
ANSWER:
True
18. The closer the content of the selection instrument is to actual work samples or behaviors, the greater its content
validity.
a.
True
b.
False
ANSWER:
True
19. Content validity is the most complicated type of validity to assess.
a.
True
b.
False
ANSWER:
False
20. Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of
construct validity.
a.
True
b.
False
ANSWER:
False
21. BluTech uses selection tools that measure such characteristics as the intelligence and anxiety levels of applicants.
These tools would be said to have construct validity.
a.
True
b.
False
ANSWER:
True
22. Most organizations require application forms to be completed because they provide a fairly quick and systematic
means of obtaining a variety of information about the applicant.
a.
True
b.
False
ANSWER:
True
23. On application forms, questions about arrests are not permissible.
a.
True
b.
False
ANSWER:
True
24. BluTech is a national firm, with offices in several states. It can effectively streamline its hiring procedures by
developing an application form that can be used nationally.
a.
True
b.
False
ANSWER:
False
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25. A review of BluTech’s hiring practices indicated that it has a selection ratio of 0.95. This level of selectivity indicates
that only the most promising applicants are hired.
a.
True
b.
False
ANSWER:
False
26. A review of BluTech’s hiring practices indicated that it has a selection ratio of 0.95. At this level of selectivity, it is
likely that the managers experience desperation bias.
a.
True
b.
False
ANSWER:
True
27. To protect themselves from hiring potentially bad employees, organizations are encouraged to ask job applicants about
past arrests on biographical information blanks.
a.
True
b.
False
ANSWER:
False
28. In highly structured interviews, the interviewer determines the course that the interview will follow as each question is
asked.
a.
True
b.
False
ANSWER:
True
29. BluTech uses nondirective interviews to gain information about job applicants. The firm has been sued by job
applicants who were weeded out during the interview process. BluTech may want to start using structured interviews,
which are less likely to be attacked in court.
a.
True
b.
False
ANSWER:
True
30. A behavioral description interview focuses on hypothetical situations.
a.
True
b.
False
ANSWER:
False
31. Organizations should try to avoid using telephone reference checks because they are less reliable than written
references.
a.
True
b.
False
ANSWER:
False
32. In most instances, employers can legally use polygraph tests to screen applicants.
a.
True
b.
False
ANSWER:
False
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33. Sally had to take a multiple-part test as part of her application process for a position at BluTech. While her scores
were exceptional in three areas, she did not achieve a passing score in two of the sections, and was therefore not
considered for the position. This indicates that BluTech uses a multiple cutoff selection model.
a.
True
b.
False
ANSWER:
True
34. An interviewer needs to find out if a candidate is physically capable of performing the job for which she applied. The
interviewer may not ask the candidate the date or results of her last physical, but he may ask her if she would be willing to
take a physical exam.
a.
True
b.
False
ANSWER:
True
35. Sequential interviews are very common.
a.
True
b.
False
ANSWER:
True
36. The hiring managers at BluTech prefer to conduct computer-administered interviews because they allow them to ask
follow-up questions immediately.
a.
True
b.
False
ANSWER:
False
37. Federal courts have significantly expanded the areas of questioning permitted during an interview.
a.
True
b.
False
ANSWER:
False
38. Legally, medical examinations can be administered to an applicant before he or she has been made a conditional
employment offer.
a.
True
b.
False
ANSWER:
True
39. The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers
may use.
a.
True
b.
False
ANSWER:
True
40. It is inappropriate for an interviewer to ask men if they are married or have children.
a.
True
b.
False
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ANSWER:
True
41. A particular candidate demonstrated a lack of knowledge and skills in a particular area. However, the hiring manager
was impressed by the candidate’s motivation and interests, and was leaning towards hiring this person anyway. In this
situation, the manager was more influenced by “can-do” factors than by “will-do” factors in making a hiring decision.
a.
True
b.
False
ANSWER:
False
42. BluTech needs to administer a battery of tests to applicants to determine their suitability. In order to properly score
those tests, BluTech administered them to current employees in order to create a benchmark against which to compare the
candidates’ scores. This is an example of cross-validation.
a.
True
b.
False
ANSWER:
True
43. Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of job performance
across a variety of jobs.
a.
True
b.
False
ANSWER:
False
44. Extroversion refers to the degree to which someone is insightful, creative, artistic, and curious.
a.
True
b.
False
ANSWER:
False
45. While aptitude is important, Ken, a hiring manager, is equally interested in candidates’ agreeableness, extroversion,
and openness to experience. He can collect this information by having candidates take personality tests.
a.
True
b.
False
ANSWER:
True
46. Malia’s test results indicate that she is trusting, amiable, cooperative, and flexible. This shows that Malia has a high
level of conscientiousness.
a.
True
b.
False
ANSWER:
False
47. Openness to experience refers to the degree to which someone is insightful, creative, artistic, and curious.
a.
True
b.
False
ANSWER:
True
48. Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively.
a.
True
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Chapter 06: Employee Selection
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b.
False
ANSWER:
True
49. Physical ability tests tend to predict performance, accidents, and injuries.
a.
True
b.
False
ANSWER:
True
50. Because of the physical differences between the genders, physical ability tests should be carefully validated on the
basis of the essential functions of the job.
a.
True
b.
False
ANSWER:
True
51. If a work sample test includes major job functions and predicts job success, it has content validity.
a.
True
b.
False
ANSWER:
True
52. If a work sample test includes major job functions and predicts job success, it has construct validity.
a.
True
b.
False
ANSWER:
False
53. Employment interviews can serve as a public relations tool for employers.
a.
True
b.
False
ANSWER:
True
54. “Tell me more about your experiences on your last job” is an example of a nondirective interview question.
a.
True
b.
False
ANSWER:
True
55. Data obtained from nondirective interviews are difficult to validate.
a.
True
b.
False
ANSWER:
True
56. A situational interview asks the applicants what they actually did in a given situation.
a.
True
b.
False
ANSWER:
False
57. Situational interviews ask the applicants how they would respond, while behavioral description interviews ask the
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applicants how they did respond.
a.
True
b.
False
ANSWER:
True
58. Behavioral description interviews are based on hypothetical situations.
a.
True
b.
False
ANSWER:
False
59. Behavioral description interviews appear to be more effective than situational interviews, especially for higher-level
positions.
a.
True
b.
False
ANSWER:
True
60. Senior management at BluTech feels that its interview process takes much too long and does not result in consistent
information about the candidates needed to make good hiring decisions. HRM specialists at BluTech may recommend that
the firm begin using panel interviews as a way to correct these problems.
a.
True
b.
False
ANSWER:
True
61. Video interviews have the advantages of convenience and cost effectiveness.
a.
True
b.
False
ANSWER:
True
62. Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons
from engaging in financial and security-oriented transactions.
a.
True
b.
False
ANSWER:
True
63. Job candidates at BluTech must take an aptitude test. After six months on the job, their supervisors rate their
performance. The actual job performance ratings are compared with the pre-employment test scores to determine the
predictive validity of the tests.
a.
True
b.
False
ANSWER:
True
64. It is much easier to measure what individuals can do than what they will do.
a.
True
b.
False
ANSWER:
True
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65. In the clinical approach to selection, different evaluators assign different weights to an applicant’s strengths and
weaknesses.
a.
True
b.
False
ANSWER:
True
66. The clinical approach to selection eliminates personal biases and stereotypes.
a.
True
b.
False
ANSWER:
False
67. The statistical approach to decision making is less objective than the clinical approach.
a.
True
b.
False
ANSWER:
False
68. BluTech requires applicants to achieve some minimum level of proficiency on all selection dimensions in order to be
hired. BluTech uses a compensatory selection model.
a.
True
b.
False
ANSWER:
False
69. With a compensatory model, a low score on one selection test may not eliminate a candidate if he or she gets a high
score on another test.
a.
True
b.
False
ANSWER:
True
70. BluTech uses a sequential selection strategy in which the applicants take a series of tests. Only the applicants with the
highest scores on a test go on to the next stage. BluTech uses a multiple hurdle selection decision model.
a.
True
b.
False
ANSWER:
True
71. The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.
a.
True
b.
False
ANSWER:
True
72. The type of information obtained from an applicant should be based on
a.
job specifications.
b.
the biographical data set.
c.
manning tables.
d.
the HR manager’s preferences.
ANSWER:
a
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73. What is usually the first step in the selection process?
a.
Reference check
b.
Submission of resume
c.
Interviews
d.
Background checks
ANSWER:
b
74. Which of the following should NOT be asked on an application form?
a.
Application date
b.
References
c.
National origin
d.
Ability to do the job
ANSWER:
c
75. The interview remains a mainstay of selection because of all of the following EXCEPT
a.
it absolves the organization of legal liability.
b.
it is practical.
c.
it serves public relations purposes.
d.
interviewers maintain confidence in their judgments.
ANSWER:
a
76. The difference between the situational interview and the behavioral description interview is that
a.
there is no difference, the terms are synonymous.
b.
the situational interview is for technical positions, while the behavioral description interview applies to upper-
level management positions.
c.
the situational interview is hypothetical, while the behavioral description interview is based upon actual
experience.
d.
the behavioral description interview is hypothetical, while the situational interview is based upon actual
experience.
ANSWER:
c
77. During the selection procedure, an applicant may be rejected
a.
after the preliminary interview.
b.
after completing the application blank.
c.
after selection test results are received.
d.
at any step in the procedure.
ANSWER:
d
78. Regardless of the selection methods used, it is essential that the selection procedure be
a.
lengthy and thorough.
b.
quick and efficient.
c.
reliable and valid.
d.
a positive experience for applicants.
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ANSWER:
c
79. The degree to which selection procedures yield consistent data when repeated is known as
a.
consistency.
b.
reliability.
c.
validity.
d.
conformity.
ANSWER:
b
80. BluTech uses both interviews and a battery of tests when screening job candidates. If the results of the tests and the
interviews both indicate that a candidate should be hired or rejected, the selection procedure can be described as
a.
having predictive validity.
b.
being reliable.
c.
being redundant.
d.
having content validity.
ANSWER:
b
81. The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT
a.
criterion-related validity.
b.
content validity.
c.
utility validity.
d.
construct validity.
ANSWER:
c
82. The degree to which a test or selection procedure accurately measures a person’s ability is termed
a.
evidence.
b.
accuracy.
c.
reliability.
d.
validity.
ANSWER:
d
83. The extent to which a sales representative’s performance on the pre-employment test correlates with the rep’s actual
sales figures once hired is an example of
a.
criterion-related validity.
b.
clinical approach.
c.
construct validity.
d.
cross-validation.
ANSWER:
a
84. Typically, establishing validity is a matter of comparing selection test scores
a.
to weighted scores on the candidates’ application.
b.
to supervisors’ performance ratings.
c.
to previous scores done in a similar occupation.
d.
before and after hiring.