Human Resource Management 5Th Canadian Edition By Sandra Steen - Test Bank

Human Resource Management 5Th Canadian Edition By Sandra Steen – Test Bank

 

Instant Download – Complete Test Bank With Answers

 

 

Sample Questions Are Posted Below

 

Chapter 05

Selecting Employees

 

 

True / False Questions

1. The organization’s decisions about selecting people are primarily administrative and unrelated to its ability to survive, adapt, and grow.
   FALSE

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Easy
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-01 Embracing Workers with Autism

2. The process of selecting employees remains constant for all organizations and for all jobs.
   FALSE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-03 What Are the Steps in the Selection Process?

3. Candidate experience is a critical determinant of the organization’s reputation and employer brand.
   TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-04 The Candidate Experience

4. Candidates can be asked indirect questions about prohibited grounds of discrimination but cannot be asked direct questions. For example, it is acceptable to ask a candidate: “What year did you graduate from high school?”
   FALSE

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-05 What are the Legal Standards for Selection?

5. The reliability of a type of measurement indicates how free that measurement is from random error.
   TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability

6. The degree to which a measure is free from random error refers to its validity.
   FALSE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability

7. Predictive validation uses the test scores of all applicants and looks for a relationship between the scores and future performance.
   TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

8. Concurrent validation is more time consuming and difficult than predictive validation, but is a better measure of validity.
   FALSE

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

9. A test that has content-validity exposes the job applicant to situations likely to occur on the job.
   TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

10. Selection procedures that provide economic value greater than the cost of using them are said to have utility.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-10 Practical Value

11. An application form can request information regarding an applicant’s marital status and age.
    FALSE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-12 Applications

12. A usual way applicants introduce themselves to a potential employer is by submitting a résumé.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-13 Resumes

13. References are an unbiased source of information.
    FALSE

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-14 References

14. Candidates must provide their consent before a background check can be conducted.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-15 Background Checks

15. Aptitude tests measure a person’s existing knowledge and skills.
    FALSE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-16 Employment Tests and Work Samples

16. Achievement tests measure a person’s existing skills and knowledge.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-16 Employment Tests and Work Samples

17. Use of physical ability tests can make an organization vulnerable to human rights complaints.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-17 Physical Ability Tests

18. In terms of the “Big Five” personality traits, there is evidence that people who score high on conscientiousness tend to excel at work, because they use self-control to pursue goals and excel at overcoming obstacles.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-20 Personality Inventories

19. Drug testing will uncover all problems with impairment.
    FALSE

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-21 Honesty, Alcohol, and Drug Tests

20. Situational interviews may have high validity in predicting job performance.
    TRUE

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-23 Interviews

21. Research has shown that interviews tend to be highly reliable, valid, and inexpensive.
    FALSE

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-25 Advantages and Disadvantages of Traditional Interviewing

22. The multiple-hurdle model is a more expensive selection process than the compensatory model.
    FALSE

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-27 Selection Decisions

 

Multiple Choice Questions

23. Recruitment together with selection is increasingly referred to as:
    A.organizational strategy.
    B. hiring decision-making.
    C. talent management.
    D. employment testing.
    E. talent acquisition.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-02 Introduction

24. For most companies, the first step in the selection process is:
    A.verification of the applicant’s qualifications through reference and background checks.
    B. determining the best recruitment source.
    C. screening the applications received to determine which meet the requirements for the job.
    D. preparation of a job description.
    E. interviewing candidates.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-03 What Are the Steps in the Selection Process?

25. Which stage of the selection process often involves supervisors and team members?
    A.Recruitment
    B. Testing
    C. Reference and background checks
    D. Interviews
    E. Screening applications and résumés

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-02 Introduction

26. A job seeker’s perception of and response to an employer’s talent acquisition process is called:
    A.employer brand.
    B. candidate experience.
    C. employee review.
    D. online review.
    E. employee experience.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-04 The Candidate Experience

27. Which of the following is NOT a permissible question for applications and/or interviews?
    A.Have you ever changed your name?
    B. Are you planning to start a family in the near future?
    C. Are you single or married?
    D. Where does your spouse work?
    E. None of the questions are permissible.

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-05 What are the Legal Standards for Selection?

28. When a selection method is free from random error we say it is:
    A.reliable.
    B. valid.
    C. legal.
    D. practical.
    E. inexpensive.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability

29. The _____ of an employment test is indicated by the extent to which the test scores relate to actual job performance.
    A.reliability.
    B. validity.
    C. ability to generalize.
    D. utility.
    E. physical ability.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

30. A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:
    A.criterion-related validity.
    B. split-half validity.
    C. content validity.
    D. construct validity.
    E. concurrent validation.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

31. The consistency between test items or problems and the kinds of situations or problems that occur on the job is:
    A.predictive validity.
    B. concurrent validity.
    C. content validity.
    D. construct validity.
    E. None of the choices are correct.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

32. Which of the following is true of validity?
    A.Validity cannot be explained using correlation coefficients.
    B. Validity identifies how free a measurement is from random error.
    C. Validity measures the level of cultural fit.
    D. Validity can only be measured in one way.
    E. Validity helps to ensure the fairness of employment practices during selection procedures.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

33. Sylvie is the HR Manager of Trelsoft Inc., a software company in Halifax. She wants to establish the validity of a test designed for computer technicians using a predictive validation strategy. Accordingly, Sylvie must administer the test to:
    A.at least half the present computer technicians in Trelsoft.
    B. people doing similar jobs in other companies.
    C. people applying for computer technician jobs in Trelsoft.
    D. only those computer technicians in Trelsoft who are who are performing at acceptable levels.
    E. a random selection of computer technicians currently employed at Trelsoft.

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

34. Tiara Inc., an international clothing brand, hired 15 people as brand managers. They all took a test as part of the hiring process. Three months after being hired, their test scores were analyzed along with their performance on the job to find a substantial correlation between the two factors. Which of the following methods of research is exemplified in this scenario?
    A.content validation.
    B. predictive validation.
    C. concurrent validation.
    D. construct validation.
    E. diagnostic validation.

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

35. Unlike predictive and concurrent validity, content validity is:
    A.based on expert judgment.
    B. measured statistically.
    C. more valid.
    D. based on correlation coefficients.
    E. not legally approved.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

36. For tests that measure abstract qualities like intelligence or leadership skills, validity would best be established by:
    A.predictive criterion-related validation.
    B. content validation.
    C. concurrent criterion-related validation.
    D. construct validation.
    E. None of the choices are correct.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

37. A test that is valid in other contexts beyond the context in which it was developed is known as a(n) _____ method.
    A.practical
    B. reliable
    C. generalizable
    D. invalid
    E. concurrent

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-09 Ability to Generalize

38. The extent to which the selection method provides economic value greater than its cost refers to:
    A.reliability.
    B. utility.
    C. validity.
    D. generalizability.
    E. profitability.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-10 Practical Value

39. Employers use employment applications for all but one of the following reasons. Name the exception.
    A.They are a low-cost way to gather basic data from many applicants.
    B. They provide the organization with certain standard categories of information such as contact information, specific work experiences, and educational background.
    C. They provide information that has been verified for accuracy.
    D. By including a date, they allow the employer to keep up-to-date records of job applicants.
    E. All of the choices are reasons that employers use employment applications.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-12 Applications

40. Organizations typically use résumés:
    A.as substitutes for employment tests.
    B. as a basis for deciding which candidates to consider further.
    C. as a means of verifying applicants’ ability to perform jobs.
    D. to get around legal restrictions, since the information provided is voluntary in nature.
    E. as substitutes for interviews.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-13 Resumes

41. Review of résumés is most valid when their content is evaluated in terms of:
    A.the elements of a job description and job specifications.
    B. other applicants’ qualifications.
    C. the incumbent’s qualifications.
    D. the values and wants of the supervisor rather than the HR professional.
    E. the quality of the paper used.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-13 Resumes

42. Generally, the organization checks references:
    A.only if it believes the information provided by the applicant is “suspicious.”
    B. immediately after the applicant submits a résumé.
    C. after it has determined that the applicant is a finalist for the job.
    D. only for the least qualified applicants.
    E. to avoid claims of defamation.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-14 References

43. A situation where an employer may be found liable for harm an employee causes to others if references and background checks were not performed adequately at the time of hiring is called:
    A.misrepresentation.
    B. negligent hiring.
    C. defamation.
    D. negligent omission.
    E. negligent cycle time.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-14 References

44. A(n) _______________ is a way of verifying whether applicants are as they represent themselves to be.
    A.résumé
    B. interview
    C. assessment centre
    D. background check
    E. compensatory model

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-15 Background Checks

45. Which of the following tests assesses how well a person can learn or acquire skills and abilities?
    A.Personality inventories
    B. Cognitive ability tests
    C. Achievement tests
    D. Aptitude tests
    E. Physical ability tests

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-16 Employment Tests and Work Samples

46. A cognitive ability test is sometimes called a(n):
    A.emotional ability test.
    B. general ability test.
    C. endurance test.
    D. emotional focus test.
    E. intelligence test

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-18 Cognitive Ability Tests

47. A keyboarding speed and accuracy test for a data entry clerk is an example of a:
    A.spatial abilities test.
    B. perceptual accuracy test.
    C. job performance test.
    D. mechanical test.
    E. personality test.

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-19 Job Performance Tests and Work Samples

48. Job performance tests have the advantage of being:
    A.job-specific.
    B. commercially available at very minimal cost.
    C. generalizable.
    D. inexpensive.
    E. similar to personality tests.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-19 Job Performance Tests and Work Samples

49. Which one of the following statements about personality inventories is FALSE?
    A.Evidence shows that people who score high on conscientiousness tend to excel at work, because they tend to use self-control.
    B. The usual way to identify a candidate’s personality traits is to administer one of the personality tests that are commercially available.
    C. The relevance of personality dimensions may be job specific e.g. extroverts tend to excel in sales jobs.
    D. Administering commercially available personality tests usually violates employment equity requirements.
    E. One trend in favour of personality tests is the increasing use of teamwork in organizations.

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-20 Personality Inventories

50. Which one of the following is NOT one of the “Big Five” personality dimensions?
    A.Extraversion
    B. Friendliness
    C. Conscientiousness
    D. Inquisitiveness
    E. Agreeableness

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-20 Personality Inventories

51. Which of the following statements is FALSE?
    A.The most well-known honesty test is the polygraph (lie detector) test.
    B. The use of alcohol and drug testing has been increasing.
    C. Drug testing will not uncover all problems with impairment.
    D. Testing for alcohol or drugs is best considered a type of medical examination.
    E. The legalization of recreational cannabis is not expected to pose any particular issues for organizations.

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-21 Honesty, Alcohol, and Drug Tests

52. Medical exams must be:
    A.related to job requirements.
    B. given to all job applicants over the age of 45 years.
    C. given only after the candidate has received a conditional job offer.
    D. used to avoid charges of discrimination.
    E. both “related to job requirements” and “given only after the candidate has received a conditional job offer.”

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-22 Medical Examinations

53. An interview may be _________ or __________.
    A.nondirective; structured
    B. focused; unfocused
    C. compulsory; voluntary
    D. open; closed
    E. random; organized

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-24 Interviewing Techniques

54. In what type of interview are candidates typically asked open-ended questions about strengths, weaknesses, and career goals?
    A.Behavioural description
    B. Situational
    C. Nondirective
    D. Structured
    E. Panel

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-24 Interviewing Techniques

55. Bae is being interviewed for the position of entry-level financial analyst at a well-known asset management company. Bae is being asked questions about the current state of the Canadian stock market, the current net worth of certain well-known firms, and concepts such as IPOs and mergers from a set of pre-determined questions that the interviewer has prepared. This is an example of a(n):
    A.structured interview.
    B. in-basket exercise.
    C. work-sample interview.
    D. exit interview.
    E. nondirective interview.

 

Accessibility: Keyboard Navigation
Blooms: Apply
Difficulty: Hard
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-24 Interviewing Techniques

56. Which of the following statements about interviews is FALSE?
    A.Interviews should be focused, structured, and standardized.
    B. Interviews should focus on accomplishing a few goals, so that at the end of the interview, the organization has ratings on several observable measures.
    C. Interviews should not try to measure abilities and skills—for example, intelligence—that tests can measure better.
    D. In-person interviewing is the most accurate basis for making a selection decision.
    E. Interviews can be unreliable, low in validity, and biased.

 

Accessibility: Keyboard Navigation
Blooms: Analyze
Difficulty: Hard
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-25 Advantages and Disadvantages of Traditional Interviewing

57. The usual process for arriving at a selection decision, is to gradually narrow the pool of candidates for each job. This approach is called the:
    A.compensatory model.
    B. multiple-hurdle model.
    C. professional model.
    D. behavioural planning model.
    E. legally required model.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-28 How Organizations Select Employees

58. The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is called the:
    A.multiple-hurdle model.
    B. winner-take-all model.
    C. compensatory model.
    D. panel interview model.
    E. structured interview model.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-28 How Organizations Select Employees

59. A mathematical model used to predict which job candidates are most likely to be high-performers is a(n):
    A.ethical formula.
    B. hiring algorithm.
    C. multiple-hurdle equation.
    D. compensatory algorithm.
    E. selection equation.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-28 How Organizations Select Employees

Short Answer Questions

60. Define what is meant by candidate experience. How might candidate experience impact the organization’s reputation and results?

Candidate experience is a job seeker’s perception of and response to an employer’s talent acquisition process. Candidate experience is a critical determinant of the organization’s reputation and employer brand. For example, a positive candidate experience can result in more and better applicants, hires, and referrals and reduce the hiring cost and time to fill vacancies, whereas negative candidate experience can result in rapid sharing through social media. In addition, negative candidate experience may result in individuals withdrawing their support as customers and telling others about it in their personal and professional networks.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-01 Identify the elements and legal requirements of the selection process.
Topic: 05-04 The Candidate Experience

61. Define what is meant by reliability, validity, and utility in the employment selection context.

Reliability is the extent to which a measurement is free from random error. A reliable measurement therefore generates consistent results. Validity is the extent to which performance on a measure (such as a test score) is related to what the measure is designed to assess (such as job performance). Utility indicates that the selection methods provide economic value greater than the cost of using them.

 

Accessibility: Keyboard Navigation
Blooms: Remember
Difficulty: Easy
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-07 Reliability
Topic: 05-08 Validity
Topic: 05-09 Ability to Generalize

62. Demonstrate your knowledge of predictive validation and concurrent validation. Which method is the best measure of validity? Why? What is a disadvantage of this “best” method?
63. Concurrent validation. This type of research administers a test to people who currently hold a job, then compares their scores to existing measures of job performance. If the people who score highest on the test also do better on the job, the test is assumed to be valid.
    2. Predictive validation. This research uses the test scores of all applicants and looks for a relationship between the scores and future performance. The researcher administers the tests, waits a set period of time, and then measures the performance of the applicants who were hired.

    Predictive validation is the best measure of validity because:

    – Job applicants tend to be more motivated to do well on the tests.
    – Job applicants’ performance on the tests is not influenced by their firsthand experience with the job.
    – The group studied is more likely to include people who perform poorly on the test—a necessary ingredient to accurately validate a test.

    Disadvantages of using predictive validation are that this method is more time-consuming and difficult.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-02 Define ways to measure the success of a selection method.
Topic: 05-08 Validity

63. Discuss the burden placed on people or organizations contacted as references for job candidates. How do organizations cope with this burden?

Providing information as references for job candidates poses some burden on the people or organizations contacted for the purpose. Part of that burden is the risk of giving information that is seen as too negative or too positive. If the person who is a reference gives negative information, there is a chance the candidate will claim defamation, meaning the person damaged the applicant’s reputation by making statements that cannot be proved truthful. At the other extreme, if the person gives a glowing statement about a candidate, and the new employer later learns of misdeeds such as sexual misconduct or workplace violence, the new employer might sue the former employer for misrepresentation. Because such situations occasionally arise, people who give references tend to give as little information as possible. Most organizations have policies that the HR department will handle all requests for references and that they will only verify employment dates and sometimes the employee’s final salary. In organizations without such a policy, HR professionals should be careful—and train managers to be careful—to stick to observable, job-related behaviours and to avoid broad opinions that may be misinterpreted.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-03 Compare some of the common methods used for obtaining and verifying candidate information.
Topic: 05-14 References

64. What are cognitive ability tests? How do they differ from job performance tests and work samples?

Cognitive ability tests (sometimes called “intelligence tests”)are designed to measure such abilities as verbal skills, quantitative skills, and reasoning ability. Many jobs require all of these skills, so employers often get valid information from general tests.
In contrast, many kinds of jobs require candidates that excel at performing specialized tasks such as operating a certain machine, handling calls from customers, or designing advertising materials. To evaluate candidates for such jobs, the organization may administer tests of the necessary skills (job performance tests). Sometimes the candidates take tests that involve a sample of work, or they may show existing samples of their work. Testing may involve a simulated work setting, perhaps in a testing centre or in a computerized virtual environment.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-04 Describe the major types of employment tests.
Topic: 05-18 Cognitive Ability Tests
Topic: 05-19 Job Performance Tests and Work Samples

65. How can organizations avoid the pitfalls of using interviews as a selection method?

In order to avoid the pitfalls of using interviews as a selection method, human resource staff should keep the interviews narrow, structured, and standardized. The interview should focus on accomplishing a few goals, so that at the end of the interview, the organization has ratings on several observable measures, such as ability to express ideas. The interview should not try to measure abilities and skills—for example, intelligence—that tests can measure better. Organizations can prevent problems related to subjectivity by training interviewers and using more than one person to conduct interviews. Training typically includes focusing on the recording of observable facts, rather than on making subjective judgments, as well as developing interviewers’ awareness of their biases. Using a structured system for taking notes or scoring responses may be helpful for limiting subjectivity and helping the interviewer remember and justify an evaluation later. Finally, digital interviews (technology-based interviews i.e. the interviewee digitally records their responses to interview questions without live interaction with the interviewer)may also be used to improve the efficiency, flexibility, and consistency of the interviewing process.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-26 Preparing to Interview

66. Organizations have choices about “who” will make the hiring decision. What are the options?

Sometimes the immediate supervisor or manager makes the final decision, often alone. The decision could also be made by a human resources professional using standardized, objective criteria. The decision could also be made by a work team or other panel of decision makers. Alternatively, the organization may rely upon an application of people (human capital) analytics e.g. use a hiring algorithm to make evidence-based decisions to predict which job candidates are most likely to be high-performers.

 

Accessibility: Keyboard Navigation
Blooms: Understand
Difficulty: Medium
Learning Objective: 05-05 Discuss how to conduct effective interviews and make and communicate the selection decision.
Topic: 05-28 How Organizations Select Employees