Reference no: EM13524426
TRUE/FALSE Questions
1. Scored evaluations of unweighted application blanks are good predictors of job performance.
2. The validity evidence for weighted application blanks is better than that for unweighted application blanks.
3. Most organizations use only weighted application blanks for initial screening decisions.
4. The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
5. Biodata refers to medical or physiological tests of applicants prior to hiring.
6. Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.
7. Biodata items are generally the same, regardless of the job being staffed.
8. Research suggests that biodata does not provide incremental validity over personality and cognitive ability.
9. Research on the reliability and validity of biodata has been quite positive.
10. Biographical information tends to have low reliability.
11. Research shows that applicants have a favorable attitude toward biodata inventories.
12. Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.
13. 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.
14. The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.
15. Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.
16. Surveys suggest that only 3 out of 10 organizations conduct reference checks.
17. 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.
18. Genetic screening is becoming a valuable component of many organizations' selection systems.
19. The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.
20. The initial interview is the least expensive method of initial assessment.