Reliability answers the important question of

whether you are measuring something accurately.

What is a limitation of cognitive ability tests?

legal issues related to administering the tests

In most organizations, the first step in the personnel selection process is

screening the applications to see which ones meet the basic requirements.

Generally, an organization checks references

after it has determined that an applicant is a finalist for a job.

Selection methods should accurately predict how well individuals perform, and they should

produce information that actually benefits the organization.

Selection decisions should be

a combination of ability and motivation of the candidate.

What is a disadvantage of using résumés as a source of information about job applicants?

The content of the résumé is controlled by the applicant.

Which action during the selection process would be illegal under the equal employment opportunity laws?

asking candidates how close they are to retirement age

Which question is permissible to ask in job applications and interviews?

Will you need any reasonable accommodation for this hiring process?

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BUS243 Chapter 6

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Questions 10

Answers

1
Reliability answers the important question of
whether you are measuring something accurately.
how many errors something can achieve while still being considered useful.
whether you are measuring something that matters.
intelligence in employees.
2
What is a limitation of cognitive ability tests?
legal issues related to administering the tests
lack of validity of the tests for those jobs that require adaptability
lack of validity of the tests for complex jobs
lack of reliable and commercially available tests
3
In most organizations, the first step in the personnel selection process is
screening the applications to see which ones meet the basic requirements.
inviting candidates with the best abilities to interview.
verifying the applicants' qualifications.
administering tests and reviewing work samples.
4
Generally, an organization checks references
only if it believes the information provided by an applicant is incorrect.
after it has determined that an applicant is a finalist for a job.
because it is an unbiased source of information.
immediately after an applicant submits a résumé.
5
Selection methods should accurately predict how well individuals perform, and they should
not cost the company a great deal of money.
only be applicable to the company where they are being used.
all be applicable to many different roles in many different locations.
produce information that actually benefits the organization.
6
Selection decisions should be
a simple matter of whom the supervisor likes best.
based on the amount of confidence observed in job candidates.
a combination of ability and motivation of the candidate.
based on motivation, not abilities.
7
What is a disadvantage of using résumés as a source of information about job applicants?
A résumé is biased in favor of the employer.
The content of the résumé is controlled by the applicant.
It does not allow applicants to highlight accomplishments.
It is a relatively expensive method of gathering information.
8
Which action during the selection process would be illegal under the equal employment opportunity laws?
asking candidates whether they are able to perform the essential functions
asking candidates how close they are to retirement age
asking all candidates whether they have ever worked under a different name
asking all candidates which schools they have attended
9
The __________ of a type of measurement indicates how free that measurement is from random error.
reliability
verifiability
generalizability
validity
10
Which question is permissible to ask in job applications and interviews?
Will you need any reasonable accommodation for this hiring process?
What religious holidays do you observe?
Where were you born?
How would you feel about working for someone younger than you?

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