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