T/F: The predictive analytics approach uses a regression-based approach to estimate how much potential changes in staffing procedures could influence performance-relevant outcomes.
True
In which of the following assessment procedures is the participation of line managers most needed?
discretionary methods
background investigations
initial assessment
substantive methods
discretionary methods
In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to ________.
establish selection procedures
ensure relevant laws and regulations are being followed
represen
make the hiring decision
Which of the following statements is a useful guideline for setting cutoff scores?
A single "best" method of setting cutoff scores should be identified.
The job relatedness of assessment procedures should not be correlated with validity.
Cutoff scores sho
Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce.
T/F: The "unit weighting" method of determining the score of a job applicant on an assessment instrument considers the relative importance of each predictor.
False
T/F: Statistical significance is stated as a probability and indicates a given predictor's chances of yielding similar validity coefficients with different sets of applicants.
True
T/F: Although Kano analysis cannot quantify economic gains from a change in focus, it is useful for assessing which areas of the selection system should be improved for maximum impact on performance outcomes.
True
T/F: The multiple hurdles method of setting a passing score for a job predictor would be a cost efficient method for making decisions about hiring.
True
T/F: In assessing cutoff scores, a "false positive" is an applicant who is assessed as not likely to succeed, but who would have been successful if hired.
False
T/F: Using high adverse impact procedures tends to reduce adverse impact in final selection, compared to procedures that put low adverse impact selection tools first and then follow with higher adverse impact predictors.
False
The procedure designed to evaluate how small improvements in a selection system can yield large gains is called ________.
Vector autoregression
Predictive analytics
Kano analysis
Utility analysis
Kano analysis
T/F: All other things being equal, if a selection specialist must decide between two predictors, the one that causes the least adverse impact would be the best choice.
True
If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ________ method of determining cut scores.
top-down
banding
criterion-related
minimum competency
minimum competency
T/F: Applicants react positively when banding is associated with affirmative action.
False
T/F: Predictive analysis is most suitable for cases in which relatively low amounts of prior data are available.
False
T/F: There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover.
False
The ________ method of determining an applicant's score is based on the expert judgment of the manager.
clinical prediction
multiple regression
unit weighting
none of the above
clinical prediction
T/F: Since line managers are not usually technical experts in staffing processes, their input comes to play only in regard to hiring decisions.
False
T/F: Organizational leaders are in a good position to develop policies and procedures that will fit with the organization's plans and goals.
True
A significance level of p < 0.05 in a validity study means ________.
that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
that there are fewer than 5 chances in 10
that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
An applicant who is hired but does not perform successfully is a ________.
false negative
false positive
true negative
true positive
false positive
T/F: In assessing cutoff scores, a "false negative" is an applicant who is assessed as not likely to succeed, but who would have been successful if hired.
True
T/F: In top down hiring, all individuals who are above a minimum competency point are hired.
False
T/F: Because HR is a closed system, it is best to avoid inference from organizational leaders in designing staffing procedures.
False
When HR specialists state that a new predictor "adds value" to the prediction of job success, they mean that ________.
the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
the predictor provides
the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
The ________ approach means that an applicant must earn a passing score on each predictor before advancing in the selection process.
Markov process
compensatory model
multiple hurdles
none of the above
multiple hurdles
T/F: A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not.
True
T/F: In general, the greater the correlation of a given predictor with other predictors of a criterion, the more useful the predictor will be.
False
Which of the following best fits the definition of predictive analytics?
using anecdotes and focus groups to assess applicant reactions to selection procedures
benchmarking the qualitative outcomes of selective attention to gainsharing
using regression an
using regression analysis to predict how much performance indicators will change if staffing policies are changed
T/F: Utility refers to the expected gains to be derived from using a predictor.
True
The ________ method of determining an applicant's score is based on assigning weights by statistical procedures and then adding predictor scores together.
clinical prediction
unit weighting
multiple regression
none of the above
multiple regression
Uniform Guidelines on Employee Selection Procedures establish guidelines for record-keeping ________.
of applicants' race
for major job categories
of applicants' sex
all of the above
all of the above
T/F: The law suggests that unless the organization is under a formal AAP, protected characteristics should not be considered in selection decision making.
True
T/F: A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.
True
T/F: One of the key features of utility analysis is the use of a dollar-based metric for assessing the impact of improved selection systems.
True
The procedure designed to evaluate how small improvements in a selection system can yield large gains is called ________.
Kano analysis
Utility analysis
Vector autoregression
Predictive analytics
Kano analysis
If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's ________.
validity coefficient
practical signifi
practical significance
T/F: When random selection is used to select the finalist to whom a job offer will be made, discretionary assessment methods should be used.
False
T/F: Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.
False
Under which circumstances is "hiring success gain" likely to be optimal?
Low selection ratio, low base rate, high validity
High selection ratio, high base rate, high validity
High selection ratio, low base rate, low validity
High selection ratio, low base
Low selection ratio, low base rate, high validity
T/F: The base rate is the number of hires divided by the number of employees.
False
T/F: Utility analysis is hampered by the difficulty in estimating how much revenue is produced by a worker one standard deviation above average.
True
If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's ________.
validity coefficient
statistical signi
practical significance
When using ________, finalists are banded together into rank-ordered categories.
grouping
random selection
clinical prediction
ranking
grouping
Co-workers are most likely to be involved in hiring decision making if they are organized in ________.
solo work
teams
functional harmony
none of the above
teams
false negative
False
False
false positive
True
True
make the hiring decision
using regression analysis to predict how much performance indicators will change if staffing policies are changed
discretionary methods
True
False
False
false negative
Low selection ratio, low base rate, high validity
using regression analysis to predict how much performance indicators will change if staffing policies are changed
grouping
make the hiring decision
the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
True
True
all of the above are correct
True
True
True
True
True
True
True
False
True
True
True
False
stock option
salary
private sector
None of the above
all of the above
severance packages
stock option
stock option
outsourcing
arbitration
arbitration
outsourcing
all of the above
increases
arbitration
cost
more than half
cost
fact finding
outcomes
all of the above are correct
outsourcing
cost
outsourcing
arbitration
fact finding
cost
fact finding
outsourcing
longitudinal
cost