Selection Processes and Procedures in Human Resource management MCQ
Companies sometimes decide to administer selection procedures sequentially in what is called a ______ approach.
Answer
Correct Answer:
Multiple-hurdle
Note: This Question is unanswered, help us to find answer for this one
Job applicants prefer ______ interview questions.
Answer
Correct Answer:
Job-related
Note: This Question is unanswered, help us to find answer for this one
Which selection tool measures the ability to recognize and evaluate emotions in oneself and others and behave accordingly?
Answer
Correct Answer:
Emotional intelligence tests
Note: This Question is unanswered, help us to find answer for this one
Research has shown that ______ interviews measure cognitive ability and job knowledge, while ______ interviews measure personality variables and job experience.
Answer
Correct Answer:
Situational; behavioral
Note: This Question is unanswered, help us to find answer for this one
Which type of interview has good predictive validity in making hiring decisions?
Answer
Correct Answer:
Structured
Note: This Question is unanswered, help us to find answer for this one
______ interviews involve meeting with job candidates without having a fixed protocol or set of questions.
Answer
Correct Answer:
Unstructured
Note: This Question is unanswered, help us to find answer for this one
Managers who select candidates based on ______ are less likely to choose the right ones.
Answer
Correct Answer:
Instincts
Note: This Question is unanswered, help us to find answer for this one
The goal of predictive validity is to have selection procedures that are correlated with ______.
Answer
Correct Answer:
Job performance
Note: This Question is unanswered, help us to find answer for this one
If selection procedures have been validated for similar jobs in similar organizations, they can be assumed to be valid for new situations. This is called validity ______.
Answer
Correct Answer:
Generalization
Note: This Question is unanswered, help us to find answer for this one
Content, criterion-related, and construct validity are three ways of showing ______.
Answer
Correct Answer:
Validity of the selection process
Note: This Question is unanswered, help us to find answer for this one
Which coefficient refers to the correlation between the predictors and job performance?
Answer
Correct Answer:
Validity
Note: This Question is unanswered, help us to find answer for this one
To evaluate the ______ of a test used during the selection process, one would administer the test to job applicants and then examine whether there is a statistical relationship between the test scores and their later job performance scores.
Answer
Correct Answer:
Predictive validity
Note: This Question is unanswered, help us to find answer for this one
Which type of validity is typically done via a job analysis with SME input?
Answer
Correct Answer:
Content
Note: This Question is unanswered, help us to find answer for this one
______ refers to the degree to which a predictor actually measures what it is supposed to measure.
Answer
Correct Answer:
Validity
Note: This Question is unanswered, help us to find answer for this one
_____ refers to a reliability estimate of a test or a measure.
Answer
Correct Answer:
Correlation coefficient
Note: This Question is unanswered, help us to find answer for this one
A sample or example of the work produced by a job applicant is known as
Answer
Correct Answer:
Work sample
Note: This Question is unanswered, help us to find answer for this one
Validity generalization the assumption that selection procedures that have been validated for similar jobs in similar organizations
Answer
Correct Answer:
True
Note: This Question is unanswered, help us to find answer for this one
Validity coefficient is the correlation between a selection procedure (e.g., a test) and ______
Answer
Correct Answer:
All of these
Note: This Question is unanswered, help us to find answer for this one
Define validity:
Answer
Correct Answer:
The accuracy of a measure, or the degree to which an assessment measures what it is supposed to measure
Note: This Question is unanswered, help us to find answer for this one
The degree to which an HR function is worth the time or money it requires is known as
Answer
Correct Answer:
Utility
Note: This Question is unanswered, help us to find answer for this one
When the interviewer has a conversation with a job applicant with no fixed protocol for each applicant is known as
Answer
Correct Answer:
Unstructured interview
Note: This Question is unanswered, help us to find answer for this one
Which interview in which all job applicants are asked the same, job-related questions ?
Answer
Correct Answer:
Structured interview
Note: This Question is unanswered, help us to find answer for this one
Situational judgment test can be used more easily with ______ of applicants
Answer
Correct Answer:
large numbers
Note: This Question is unanswered, help us to find answer for this one
A type of structured interview in which job applicants are asked what they would do in a hypothetical work-related situation is known as
Answer
Correct Answer:
Selection interview
Note: This Question is unanswered, help us to find answer for this one
Selection interview conversation or discussion between a _______ and an organizational representative used to screen job applicants
Answer
Correct Answer:
job applicant
Note: This Question is unanswered, help us to find answer for this one
The consistency of measurement is known as
Answer
Correct Answer:
Reliability
Note: This Question is unanswered, help us to find answer for this one
A science used to estimate the quality of psychological measures such as those used in personnel selection is known as
Answer
Correct Answer:
Psychometrics
Note: This Question is unanswered, help us to find answer for this one
____ is the degree to which test scores accurately predict scores on a criterion measure
Answer
Correct Answer:
Predictive validity
Note: This Question is unanswered, help us to find answer for this one
When a series of selection procedures is administered sequentially and applicants must pass each hurdle to move to the next one is known as
Answer
Correct Answer:
Multiple-hurdle approach
Note: This Question is unanswered, help us to find answer for this one
Which test shows validity for predicting job performance in a specific organization ?
Answer
Correct Answer:
Local validation
Note: This Question is unanswered, help us to find answer for this one
A test specifically developed to assess applicants’ tendency toward counterproductive and antisocial behavior is known as
Answer
Correct Answer:
Integrity test
Note: This Question is unanswered, help us to find answer for this one
Which includes the dimensions of Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism
Answer
Correct Answer:
Five Factor Model
Note: This Question is unanswered, help us to find answer for this one
Emotional intelligence One’s ability ______ and appraise emotions in oneself and others and behave accordingly
Answer
Correct Answer:
to recognize
Note: This Question is unanswered, help us to find answer for this one
Criterion-related validity is the demonstration of an empirical relationship between a predictor and measures of job performance
Answer
Correct Answer:
True
Note: This Question is unanswered, help us to find answer for this one
An approach to test development focused on sampling the domain such as the job is known as
Answer
Correct Answer:
Content validity
Note: This Question is unanswered, help us to find answer for this one
_______ a test actually measures a particular construct of interest through an accumulation of evidence about the test
Answer
Correct Answer:
Construct validity
Note: This Question is unanswered, help us to find answer for this one
Which of the correct options about Concurrent validity?
Answer
Correct Answer:
Administering a selection procedure to current employees and showing that their scores are correlated with their current job performance
Note: This Question is unanswered, help us to find answer for this one
Cognitive ability test measure of the ability to perceive, process, evaluate, compare, create, understand, manipulate, or generally think about information and ideas
Answer
Correct Answer:
True
Note: This Question is unanswered, help us to find answer for this one
A term for applicant reactions often used by employers is known as
Answer
Correct Answer:
Candidate experience
Note: This Question is unanswered, help us to find answer for this one
Biographical data used to make selection decisions
Answer
Correct Answer:
True
Note: This Question is unanswered, help us to find answer for this one
Behavioral interview is a type of structured selection interview that uses questions about how applicants handled a _____ situation in the past.
Answer
Correct Answer:
Work-related
Note: This Question is unanswered, help us to find answer for this one
Assessment center is a specific type of work sample, often used for manager selection
Answer
Correct Answer:
True
Note: This Question is unanswered, help us to find answer for this one
Applicant reaction is a job applicant’s _____ regarding the selection procedures they encounter and the employer that uses them.
Answer
Correct Answer:
All of the above
Note: This Question is unanswered, help us to find answer for this one
