Reference no: EM13524456
True / False Questions
1. Practical significance is the sign of a correlation coefficient.
True False
2. Validity refers to the relationship between predictor and criterion scores.
True False
3. A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.
True False
4. Statistical significance is stated as a probability and indicates a given predictor's chances of yielding similar validity coefficients with different sets of applicants.
True False
5. A significance level of p<0.05 means that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not.
True False
6. In general, the greater the correlation of a given predictor with other predictors of a criterion, the more useful the predictor will be.
True False
7. The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.
True False
8. There are no cases in which a predictor has high validity and high adverse impact.
True False
9. All other things being equal, if a selection specialist must decide between two predictors, the one that causes the least adverse impact would be the best choice.
True False
10. Utility refers to the expected gains to be derived from using a predictor.
True False
11. The selection ratio is the number of people hired divided by the number of applicants, and it is desirable that this ratio be high.
True False
12. It is desirable that the denominator of a selection ratio be small.
True False
13. The base rate is the number of hirees divided by the number of employees.
True False
14. When deciding whether or not to use a new predictor, the validity coefficient, the base rate, and the selection ratio should be considered in combination, not independently.
True False
15. The most fundamental concern regarding utility analysis is that it lacks realism.
True False
16. 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.
True False
17. The most difficult factor in the economic gain formula to estimate is "cost per applicant".
True False
18. Utility analysis models do not take factors like EEO/AA concerns into account.
True False
19. Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients.
True False
20. Utility decreases as the number of valid predictors used in the selection process increases.
True False
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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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Substituting hr assessors for line management
: If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be
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The argument behind the peter principle
: The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
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The best interview simulation to make
: If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be
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A different set of criteria are used to evaluate
: A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.
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