HRA549 module 6 exam 3

Question

Question 1 (1 point) Question 1 Unsaved

Cognitive ability tests are excellent predictors for executive and professional level jobs; they are of no value for entry level, clerical, or blue collar jobs.

Question 1 options:

True

False

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Question 2 (1 point) Question 2 Unsaved

When the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.

Question 2 options:

True

False

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Question 3 (1 point) Question 3 Unsaved

The greater the correlation of any predictor with other predictors of an outcome, the more useful the predictor will be.

Question 3 options:

True

False

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Question 4 (1 point) Question 4 Unsaved

It is unlawful for a selection procedure to screen out individuals with disabilities, unless the procedure is job-related and consistent with business necessity.

Question 4 options:

True

False

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Question 5 (1 point) Question 5 Unsaved

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.

Question 5 options:

True

False

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Question 6 (2 points) Question 6 Unsaved

If a cutoff score is set based on the qualifications deemed necessary to perform a job, it is most likely the __________ method of determining cut scores.

Question 6 options:

banding

criterion-related

minimum competency

top-down

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Question 7 (2 points) Question 7 Unsaved

In comparing internal selection with external selection, an advantage of internal selection is that __________.

Question 7 options:

there is less need to use multiple predictors in assessing internal candidates than with external candidates

internal selection requires few procedures to locate and screen viable job candidates

information about internal candidates tends to be more verifiable than information about external candidates

internal selection presents fewer dangers of incurring legal liability than external selection

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Question 8 (2 points) Question 8 Unsaved

The correlation between structured interviews and cognitive ability tests is __________.

Question 8 options:

moderately positive

zero

highly positive

moderately negative

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Question 9 (2 points) Question 9 Unsaved

Which of the following methods is the most valid predictor of performance?

Question 9 options:

Handwriting analysis

Biodata forms

Personality tests

Unstructured interviews

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Question 10 (7 points) Question 10 Unsaved

Briefly discuss when and how a personality test might be useful in the selection process. Give an example of 2 jobs where personality tests might be used, and explain why they would be used.

Question 10 options: