An index of internal consistency reliability is
coefficient alpha
% of applicants hired
selection ratio
A common method of internal consistency reliability is
odd-even
_________ is a concept important in calculating
SEM
usefulness of a test
utility
________ cannot exceed the square root of the reliability of the measure
validity
_______ is an alternative to race norming that was forbidden by _______
banding; 1991 Civil Rights Act
Reliability of interviews increases when they are _________
structured
Reliability of assessment center ratings and performance ratings are increased by __________
training and/or using psychologists
Consistency of a measure is ______________
reliability
Validation of giving new predictors to applicants
predictive
model characterized by job requirements and embedded rewards
person/job match
tool for interpreting individual test score compared to specific group
norm
Measure of variance for ratio and interval data
standard deviation
If a test has the same items, is scored the same way and is administered under the same conditions, it is ___________
standardized
If you are asked, "What would you do if . . .", you are experiencing a _________ __________
situational interview
validity of a test in different situations
VG
worker for whom ER had no tax obligations and few rights to control work
independent contractor
High validity predictor with low adverse impact
Bio data/ biographical inventory blank
Usually only granted for gender
BFOQ
Rating method based upon critical incidents describing actual behaviors
Behavioral anchored rating scales
Tell me about your most challenging course.
BDI
Extroversion, openness to experience, emotional stability, agreeableness, conscientiousness
BIG 5
they may be either written or oral
employment contracts
when a measure lacks parts of a job or performance
deficiency
Most accurate source of time spent on various tasks
Job incumbents
Job qualification based on race, sex, religion, etc. that employer asserts is a necessary job qualification
BFOQ
Individual level and intentional form of discrimination
disparate treatment
% of applicants moving from one stage of selection process to next
yield ratio
Aid for drafting task statements
sentence analysis technique
Helps applicants choose to join or not join an organization
realistic job preview
rule of thumb for adverse impact
4/5ths rule
Best internal recruitment system
targeted
Problem with letters of recommendation
Unstandardized
Most prevalent methods of internal selection
Seniority and experience
Tests of honesty and moral character
Integrity tests
Applicant is asked to draft memos to letters
In-basket
Reliability within a single time-period
coefficient alpha
Technique for availability forecasting
Markov analysis
Best decision making approach for avoiding false positives
Multiple hurdles
Which of the following selection methods has moderate usage, unknown reliability and validity, moderate adverse impact and mixed applicant reaction?
background checks
Which of the following is the most accurate description of a selection plan? A selection plan ___________
describes predictors to be used to assess KSAOs required to perform the job
Failure to conduct a reference check opens an organization to the possibility of a
true
One major problem with letters of recommendation is that they __________.
are not structured or standardized *
A useful guideline for improving the effectiveness of initial interviews is to _____.
ask questions assessing the most basic KSAOs *
Most initial assessment methods have _________ validity.
moderate to low *
Which of the following is NOT true regarding bio data and reference reports?
both biodata and reference checks have high reliability *
Which of the following is an example a "sign" rather than a "sample"?
a personality test *
Research has indicated that job applicants generally have a __________ view of biodata inventories.
negative *
Which of the following statements regarding r�sum�s is true?
Most surveys suggest that around half of all r�sum�s have substantial inaccuracies or distortions
Which of the following is true regarding research on the validity of personality tests?
Conscientiousness predicted performance across all occupational groups studied. *
The most widely used test of general mental ability for selection decisions is the ______.
Wonderlic Personnel Test *
Which of the following statements is false?
Faking has a negative impact on the validity of personality tests *
The biggest reason why cognitive ability tests are not more widely used is ______________.
they have adverse impact on minorities. *
Which of the following is true regarding integrity tests?
They are usually paper-and-pencil or computerized measures. *
The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.
situational *
Which of the following is(are) true based on research regarding interviews?
Panel interviews were less valid than individual interviews. *
The correlation between structured interviews and cognitive ability tests is ____________.
positive
Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
false
Drug tests are not common for many jobs because _____.
drug tests do not "catch" many people
An important advantage of peer assessments is ___________.
greater knowledge of the applicants' KSAOs *
A job candidate responding to an "in-basket exercise" would most likely be asked to __________.
draft memos to respond to letters received *
The validity of assessment centers as a method for internal selection is approximately ____________.
.25-.35 *
While information from internal selection can be better because multiple points of view can be combined, there are concerns that _____________.
impression management and politics can play a role in who gets promoted *
Research on the use of seniority and experience as internal selection methods indicates that ____________.
experience is unlikely to remedy initial performance difficulties of low ability employees *
Assessment centers tend to generate negative reactions from participants, primarily due to their length of two to three days.
false
Job knowledge tests hold great promise as a predictor of job performance.
true
________________ is the most commonly used information for internal selection.
performance appraisals *
Which of the following is true regarding performance appraisals and internal selection?
Performance appraisals are readily available in organizations. *
Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers lowers validity.
false
To ensure that multiple regression will be more precise than unit weighting, there must
be a small number of predictors, low correlations between predictors, and a large sample.
true
Research suggests that managers prefer the rigor of utility analysis to simple validity coefficents?
false
Under which circumstances is "hiring success gain" likely to be lowest?
Low selection ratio, low base rate, high validity *
If a cutoff score is raised, the effect of this on hiring results is likely to be _______________.
fewer false negatives and more true positives *
Which of the following final decision procedures reduces adverse impact of cognitive ability tests?
banding
Which of the following statements about cutoff scores is a useful guideline for setting cutoff scores?
Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce. *
When the cost of making false positive errors is extremely high, it is advisable to use ___________.
multiple hurdle models *
In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to _________.
make the hiring decision *
When applicants who score within a certain score range are considered to have scored equivalently, this approach is called _________.
banding
The strategy resulting in the hiring the most qualified applicants is:
hiring candidates from a top-down ranking *