Question : 11) Which of the following statements true? 11) ______ A) : 1404298

 

 

11) Which of the following statements is true?
 

11) ______

A) The HR department staff members generally screen and test applicants, perform reference checking, and make the final selection decision.

B) The types of selection instruments and screening devices used are fairly standardized.

C) Selection plays a relatively minor role in the achievement of employment equity goals.

D) Selection strategies should be continually refined, regardless of cost.

E) The organization's strategic plan places major constraints on selection decisions.

 

12) Which of the following statements is true?
 

12) ______

A) The organization's right to know outweighs an individual's right to privacy.

B) By basing selection criteria on bona fide occupational requirements, defined through job analysis, firms can create a legally defensible hiring system.

C) Accepting gifts from a private employment agency wanting the firm's business is an acceptable practice.

D) The selection ratio is generally unrelated to the quality of recruits.

E) A small selection ratio, such as 25:1, means that there are very few applicants from which to select.

 

13) Suggested guidelines to avoid negative legal consequences include all of the following EXCEPT:
 

13) ______

A) adequately assessing each applicant's ability to meet performance standards.

B) checking references very carefully.

C) rejecting applicants who make false statements on their application forms.

D) keeping careful records documenting each stage of the selection process.

E) There are no exceptions listed above.

 

14) A selection ratio is:
 

14) ______

A) the ratio of the number of interviews successfully completed to the total number of applicants.

B) the ratio of the total number of applicants to the number of applicants hired.

C) the ratio of the number of offers extended to the total number of applicants.

D) the ratio of the total number of applicants hired to the total number of applicants.

E) the cost per hire.

 

15) Sandeep Gill is the manager of a busy local branch of a provincial credit union, Envirobank. The branch recently had to hire 5 new tellers to meet the rise in demand for branch services. The branch relied mainly on candidate interviews as a selection "tool." Although Sandeep thought he had planned the candidate interviewing process well and had designed effective questions for assessing the candidates, the 3 candidates who were rated the highest in the interview did not meet basic performance expectations following their hire. The primary problem with the selection "tool" chosen and designed by Sandeep is one of:
 

15) ______

A) validity.

B) impression management.

C) There is no problem with this selection "tool."

D) integrity.

E) reliability.

 

16) The consistency of scores obtained by a person when he or she is retested on the identical test or an equivalent version is an example of:
 

16) ______

A) construct validity.

B) content validity.

C) validity.

D) reliability.

E) criterion-related reliability.

 

17) Each of the following is a potential source of unreliability EXCEPT:
 

17) ______

A) tiredness of the applicant.

B) chance response tendencies.

C) changes within the applicant.

D) the conditions under which the instrument is administered.

E) There are no exceptions listed above.

 

18) Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of:
 

18) ______

A) aptitude and achievement.

B) personality and behaviour.

C) validity.

D) reliability.

E) differential validity.

 

19) The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as:
 

19) ______

A) criterion-related validity.

B) differential validity.

C) reliability.

D) predictive validity.

E) content validity.

 

20) Differential validity is:
 

20) ______

A) confirmation that the selection tool accurately predicts the performance of all possible employee subgroups, including white males.

B) the extent to which a selection tool measures a theoretical construct or trait deemed necessary to perform the job well.

C) the accuracy with which a predictor measures what it is supposed to measure.

D) the extent to which a selection tool predicts or significantly correlates with important elements of work behaviour.

E) none of the above.