Reference no: EM13523693
TRUE/FALSE Questions
1. Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.
2. Biodata items are generally the same, regardless of the job being staffed.
3. Research suggests that biodata does not provide incremental validity over personality and cognitive ability.
4. Research on the reliability and validity of biodata has been quite positive.
5. Biographical information tends to have low reliability.
6. Research shows that applicants have a favorable attitude toward biodata inventories.
7. Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.
8. One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person.
9. The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.
10. Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.
11. Surveys suggest that only 3 out of 10 organizations conduct reference checks.
12. The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés, has risen dramatically in recent years.
13. Genetic screening is becoming a valuable component of many organizations' selection systems.
14. The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.
15. The initial interview is the least expensive method of initial assessment.
16. Initial interviews can be made more useful by asking the same questions of all job applicants.
17. Most initial assessment methods have moderate to low validity.
18. The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
19. Level of education requirements have little adverse impact against minority applicants.
20. Disclaimers are used as a means of protecting employer rights.
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Part of the process of measurement
: The process of ensuring that all test takers receive the same tests in the same context, as a way to eliminate extraneous influences on test performance is called
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The most accurate description of the basic purpose
: The most accurate description of the basic purpose of a selection plan is
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Pre-offer stage of assessment process
: According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process?
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Failure to conduct a reference check
: Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.
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External references rather than applicant surveys
: The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
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The first step in developing a selection plan
: Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
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Legal issues
: The Uniform Guidelines in Employee Selection procedures indicates that when a selection procedure shows adverse impact, the organization must either eliminate it or justify it through presentation of validity evidence.
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Comparing scores of objective measures
: If an attribute of job performance is "planning and setting work priorities," and the raters fail to rate people on that dimension during their performance appraisal, then the performance measure is contaminated.
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Importance and use of measures key concepts
: If an individual has a z-score of 2.0 on a performance test, this indicates this person's score is twice as high as the average test score.
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