Reference no: EM13524398
True /FALSE Questions
1. Adverse impact statistics are very stable sample estimates of the amount of adverse impact occurring in an organization.
2. The use of standardized measurement eliminates the possibility of adverse impact occurring.
3. 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.
4. External selection refers to the assessment and evaluation of external job applicants.
5. Cost should not be used to guide the choice of initial assessment methods.
6. Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles.
7. 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.
8. A power test is used when the speed of work is an important part of the job.
9. The first step in developing a selection plan is to list relevant KSAOs associated with a job.
10. 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.
11. Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.
12. A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.
13. 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.
14. A major problem with resumes and cover letters is lying.
15. Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
16. Résumé scanning software tends to look for nouns more than action verbs.
17. Video résumés have become a major component of selection in most large organizations.
18. 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.
19. Research has found that level of education is moderately related to job performance.
20. College grades are more valid predictors of job performance than high school grades.