BUS 335 Week 7 Quiz– Strayer
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Chapter
8 and 9
Student:
___________________________________________________________________________
1. External
selection refers to the assessment and evaluation of external job
applicants.
True False
2. Cost
should not be used to guide the choice of initial assessment methods.
True False
3. Job
analysis sometimes finds that seemingly unrelated jobs may have more in common
than would be expected by relying just on job
titles.
True False
4. The
logic of prediction indicates that a point-to-point comparison needs to be made
between requirements of the job to be filled and the qualifications of the job
applicants.
True False
5. A
power test is used when the speed of work is an important part of the
job.
True False
6. The
first step in developing a selection plan is to list relevant KSAOs associated
with a job.
True False
7. The
process of translating the results of a job analysis into actual predictors to
be used for selection is known as a discriminant validity
study.
True False
8. Organizations
are increasingly finding that the costs of developing a selection plan outweigh
the benefits.
True False
9. A
finalist is someone who has not yet received an offer, but who possesses the
minimum qualifications to be considered for further assessment.
True False
10. Contingent
methods mean that the job offer is subject to certain qualifications, such as
the offer receiver passing a medical exam or a drug
test.
True False
11. Within
the context of the selection process, the "logic of prediction" means
that:
A. indicators of an applicant's future performance are
predictive of likely job performance
B. indicators of a person's degree of
success in past situations should be predictive of future job success
C. predictors
of job performance are correlated with KSAOs
D. indicators of job outcomes
can be used to predict job performance
12. Which
of the following is necessary for the logic of prediction to work in practice
for selecting employees?
A. the organization has adopted a thorough
competency modeling approach
B. qualifications carry over from one job to
another
C. that each candidate is assessed based on his or her unique
experiences
D. anonymous periodic reviews of applicant files to ensure
accuracy
13. If
the correctness of a response is essential for a job, then a(n) ________ test
should be
used.
A. essay
B. speed
C. power
D. objective
14. Essay
tests are best used to assess ___________ skills.
A. oral
communication
B. written communication
C. interpersonal
D. none
of the above
15. The
most accurate description of the basic purpose of a selection plan is
______________.
A. a selection plan determines the means for
attracting qualified job applicants
B. a selection plan matches applicants
to outcome criteria
C. a selection plan describes predictors to be used to
assess KSAOs required to perform the job
D. a selection plan consists of
interview rating criteria
16. The
strength of the relationship between a predictor and performance is called
________.
A. reliability
B. validity
C. utility
D. instrumentality
17. Most
initial assessment methods have _________ validity.
A. moderate to
low
B. high to very high
C. moderately high to high
D. moderate
18. Which
of the following statements regarding the development of a selection plan is false?
A. The
list of KSAOs used in the selection plan are derived from the job requirements
matrix
B. The process of developing a selection plan is usually
straightforward and can be done quickly
C. One reason KSAOs may be deemed
unimportant for selection is because they will be learned on the
job
D. Possible methods for assessing every identified job-relevant KSAO
need to be developed
19. A
major problem with resumes and cover letters is
lying.
True False
20. Although
employers can outsource résumé collection to résumé-tracking services, in
practice this type of outsourcing is too inefficient to be worth the
cost.
True False
21. Résumé
scanning software tends to look for nouns more than action
verbs.
True False
22. Video
résumés have become a major component of selection in most large
organizations.
True False
23. To
protect an employer from charges of unfair discrimination, it is best to only
include information related to KSAOs demonstrated as important to the job on an
application blank.
True False
24. Research
has found that level of education is moderately related to job
performance.
True False
25. College
grades are more valid predictors of job performance than high school
grades.
True False
26. Research
suggests that the quality of the school a person graduates from makes a
difference in the labor market.
True False
27. Occupational
certifications are nearly all regulated by the Department of Labor to ensure
that they accurately reflect job
knowledge.
True False
28. Occupational
certification helps guard against the misuse of job titles in human resource
selection.
True False
29. Scored
evaluations of unweighted application blanks are good predictors of job
performance.
True False
30. The
validity evidence for weighted application blanks is better than that for
unweighted application blanks.
True False
31. Most
organizations use only weighted application blanks for initial screening
decisions.
True False
32. The
principal assumption behind the use of biodata in selection processes is the
axiom, "the best predictor of future behavior is past
behavior."
True False
33. Biodata
refers to medical or physiological tests of applicants prior to hiring.
True False
34. Biodata
is like a background check in many ways, but background checks tend to focus on
external references rather than applicant
surveys.
True False
35. Biodata
items are generally the same, regardless of the job being staffed.
True False
36. Research
suggests that biodata does not provide incremental validity over personality
and cognitive ability.
True False
37. Research
on the reliability and validity of biodata has been quite
positive.
True False
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