BUS 335 Week 7 Quiz– Strayer
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Chapter 8 and 9
Student: ___________________________________________________________________________
1. External selection refers to the assessment and evaluation of external job applicants.
True False
2. Cost should not be used to guide the choice of initial assessment methods.
True False
3. Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles.
True False
4. The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants.
True False
5. A power test is used when the speed of work is an important part of the job.
True False
6. The first step in developing a selection plan is to list relevant KSAOs associated with a job.
True False
7. The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.
True False
8. Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.
True False
9. A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.
True False
10. Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.
True False
11. Within the context of the selection process, the "logic of prediction" means that:
A. indicators of an applicant's future performance are predictive of likely job performance
B. indicators of a person's degree of success in past situations should be predictive of future job success
C. predictors of job performance are correlated with KSAOs
D. indicators of job outcomes can be used to predict job performance
12. Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
A. the organization has adopted a thorough competency modeling approach
B. qualifications carry over from one job to another
C. that each candidate is assessed based on his or her unique experiences
D. anonymous periodic reviews of applicant files to ensure accuracy
13. If the correctness of a response is essential for a job, then a(n) ________ test should be used.
A. essay
B. speed
C. power
D. objective
14. Essay tests are best used to assess ___________ skills.
A. oral communication
B. written communication
C. interpersonal
D. none of the above
15. The most accurate description of the basic purpose of a selection plan is ______________.
A. a selection plan determines the means for attracting qualified job applicants
B. a selection plan matches applicants to outcome criteria
C. a selection plan describes predictors to be used to assess KSAOs required to perform the job
D. a selection plan consists of interview rating criteria
16. The strength of the relationship between a predictor and performance is called ________.
A. reliability
B. validity
C. utility
D. instrumentality
17. Most initial assessment methods have _________ validity.
A. moderate to low
B. high to very high
C. moderately high to high
D. moderate
18. Which of the following statements regarding the development of a selection plan is false?
A. The list of KSAOs used in the selection plan are derived from the job requirements matrix
B. The process of developing a selection plan is usually straightforward and can be done quickly
C. One reason KSAOs may be deemed unimportant for selection is because they will be learned on the job
D. Possible methods for assessing every identified job-relevant KSAO need to be developed
19. A major problem with resumes and cover letters is lying.
True False
20. Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
True False
21. Résumé scanning software tends to look for nouns more than action verbs.
True False
22. Video résumés have become a major component of selection in most large organizations.
True False
23. To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.
True False
24. Research has found that level of education is moderately related to job performance.
True False
25. College grades are more valid predictors of job performance than high school grades.
True False
26. Research suggests that the quality of the school a person graduates from makes a difference in the labor market.
True False
27. Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.
True False
28. Occupational certification helps guard against the misuse of job titles in human resource selection.
True False
29. Scored evaluations of unweighted application blanks are good predictors of job performance.
True False
30. The validity evidence for weighted application blanks is better than that for unweighted application blanks.
True False
31. Most organizations use only weighted application blanks for initial screening decisions.
True False
32. The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
True False
33. Biodata refers to medical or physiological tests of applicants prior to hiring.
True False
34. Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.
True False
35. Biodata items are generally the same, regardless of the job being staffed.
True False
36. Research suggests that biodata does not provide incremental validity over personality and cognitive ability.
True False
37. Research on the reliability and validity of biodata has been quite positive.
True False
38. Biographical information tends to have low reliability.
True False
39. Research shows that applicants have a favorable attitude toward biodata inventories.
True False
40. Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.
True False
41. 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.
True False
42. The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.
True False
43. Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.
True False
44. Surveys suggest that only 3 out of 10 organizations conduct reference checks.
True False
45. 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.
True False
46. Genetic screening is becoming a valuable component of many organizations' selection systems.
True False
47. The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.
True False
48. The initial interview is the least expensive method of initial assessment.
True False
49. Initial interviews can be made more useful by asking the same questions of all job applicants.
True False
50. Most initial assessment methods have moderate to low validity.
True False
51. The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
True False
52. Level of education requirements have little adverse impact against minority applicants.
True False
53. Which of the following is(are) initial assessment methods?
A. Résumés and cover letters
B. Application blanks
C. Biographical information
D. All of the above
54. Which of the following are common sources of résumé fraud?
A. inflated titles
B. inflated education or "purchased" degrees
C. inaccurate dates to cover up job hopping or unemployment
D. all of the above
55. Which of the following statements regarding résumés is true?
A. Even background checks cannot reduce the problem of résumé fraud
B. Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions
C. Video résumés are highly respected by most employers
D. Extensive evidence suggests that résumés are highly accurate predictors of employee job performance
56. In using educational level as an initial selection criterion, which of the following statements is false?
A. The degree received from an institution is not sufficient as a sole indicator of an applicant's level of education.
B. A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance.
C. Educational level is a predictor of job performance.
D. High-level degrees from non-accredited schools may be indicators of lesser accomplishment than lower-level degrees from accredited schools.
57. Which of the following statements regarding the use of grade point averages as a predictor is true?
A. GPA may be influenced by many factors in addition to the applicant's KSAOs and motivation.
B. GPAs in one's major tend to be highly similar to one's GPAs in other classes.
C. Grades do not vary widely by field.
D. GPAs from different schools mean the same thing.
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