Reference no: EM13524458

True / False Questions 

1. A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process. 

True    False

2. The clinical prediction method of determining an applicant's score on a job assessment instrument relies on adding the individual predictor scores together to arrive at the applicant's total score. 

True    False 

3. The "unit weighting" method of determining the score of a job applicant on an assessment instrument considers the relative importance of each predictor. 

True    False 

4. Multiple regression will be more precise than unit weighting if there is a small number of predictors, low correlations between predictors, and a large sample. 

True    False 

5. The multiple hurdles method of setting a passing score for a job predictor would be a cost efficient method for making decisions about hiring. 

True    False

6. One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans. 

True    False 

7. In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity. 

True    False 

8. In assessing cutoff scores, a "false negative" is an applicant who is assessed as not likely to succeed, but who would have been successful if hired. 

True    False

9. In assessing cutoff scores, a "false positive" is an applicant who is assessed as not likely to succeed, but who would have been successful if hired. 

True    False

10. The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job. 

True    False

11. In top down hiring, all individuals who are above a minimum competency point are hired. 

True    False 

12. There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover. 

True    False 

13. The law prohibits using different norms for test scores of minority and majority groups. 

True    False 

14. Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently. 

True    False 

15. Applicants react positively when banding is associated with affirmative action. 

True    False

16. When random selection is used to select the finalist to whom a job offer will be made, discretionary assessment methods should be used. 

True    False 

17. In ranking finalists are ordered from the most desirable to the least desirable based on the results of discretionary assessments. 

True    False

18. One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs. 

True    False

19. Ongoing hiring is most common in organizations with very high turnover rates. 

True    False

20. In general, HR specialists should orchestrate the development of staffing policies and procedures for all departments, but play a secondary, or supporting role in the ultimate decision to hire in areas outside of the HR department. 

True    False