Reference no: EM13524460
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.
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.
3. The "unit weighting" method of determining the score of a job applicant on an assessment instrument considers the relative importance of each predictor.
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.
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.
6. Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.
7. In comparison with external selection, internal selection places greater emphasis on predictor signs than samples.
8. In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity.
9. 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.
10. 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.
11. The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.
12. In top down hiring, all individuals who are above a minimum competency point are hired.
13. There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover.
14. The law prohibits using different norms for test scores of minority and majority groups.
15. Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.
16. Applicants react positively when banding is associated with affirmative action.
17. When random selection is used to select the finalist to whom a job offer will be made, discretionary assessment methods should be used.
18. In ranking finalists are ordered from the most desirable to the least desirable based on the results of discretionary assessments.
19. One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs.
20. Ongoing hiring is most common in organizations with very high turnover rates.
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Poor task performance is the result
: There are few tools to facilitate the electronic processing of employee satisfaction surveys, so paper and pencil measures are usually preferable.
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When organizations wish to increase retention
: As assessment of employee success in reaching goals, ratings of competencies, and suggestions for improvement are all part of
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The three elements required for a contract to be legally
: A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts.
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Qualifications deemed necessary to perform a job
: If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the method of determining cut scores.
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Determining assessment scores
: Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.
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Sign of a correlation coefficient
: If you are using the "economic gains formula," and you have just increased the validity of your selection procedures with no change in cost, your economic gain value should increase.
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Determining assessment scores
: A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process.
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Hr specialist is assessing the usefulness of predictors
: If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's
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Utility analysis models do not take factors
: If you are using the "economic gains formula," and you have just increased the validity of your selection procedures with no change in cost, your economic gain value should increase.
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