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BUS 335 WK 7 Quiz 6 Chapter 8,9 - All Possible Questions To Purchase Click Link Below: http://strtutorials.com/BUS-335-WK-7-Quiz-6-Chapter-89-All-Possible-Questions-BUS3358.htm

BUS 335 WK 7 Quiz 6 Chapter 8,9 - All Possible Questions True / False Questions 1. External selection refers to the assessment and evaluation of external job applicants. True False 2. Cost should not be used to guide the choice of initial assessment methods. True False 3. Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles. True False 4. The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants. True False 5. A power test is used when the speed of work is an important part of the job. True False 6. The first step in developing a selection plan is to list relevant KSAOs associated with a job. True False 7. The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study. True False

8. Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits. True False 9. A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment. True False


10. Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test. True False

Multiple Choice Questions 11. Within the context of the selection process, the "logic of prediction" means that: A. indicators of an applicant's future performance are predictive of likely job performance B. indicators of a person's degree of success in past situations should be predictive of future job success C. predictors of job performance are correlated with KSAOs D. indicators of job outcomes can be used to predict job performance 12. Which of the following is necessary for the logic of prediction to work in practice for selecting employees? A. the organization has adopted a thorough competency modeling approach B. qualifications carry over from one job to another C. that each candidate is assessed based on his or her unique experiences D. anonymous periodic reviews of applicant files to ensure accuracy

13. If the correctness of a response is essential for a job, then a(n) ________ test should be used. A. essay B. speed C. power D. objective 14. Essay tests are best used to assess ___________ skills. A. oral communication B. written communication C. interpersonal D. none of the above 15. The most accurate description of the basic purpose of a selection plan is ______________. A. a selection plan determines the means for attracting qualified job applicants B. a selection plan matches applicants to outcome criteria C. a selection plan describes predictors to be used to assess KSAOs required to perform the job D. a selection plan consists of interview rating criteria 16. The strength of the relationship between a predictor and performance is called ________. A. reliability B. validity


C. utility D. instrumentality 17. Most initial assessment methods have _________ validity. A. moderate to low B. high to very high C. moderately high to high D. moderate

18. Which of the following statements regarding the development of a selection plan is false? A. The list of KSAOs used in the selection plan are derived from the job requirements matrix B. The process of developing a selection plan is usually straightforward and can be done quickly C. One reason KSAOs may be deemed unimportant for selection is because they will be learned on the job D. Possible methods for assessing every identified job-relevant KSAO need to be developed Initial Assessment Methods

True / False Questions 19. A major problem with resumes and cover letters is lying. True False 20. Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost. True False 21. Résumé scanning software tends to look for nouns more than action verbs. True False 22. Video résumés have become a major component of selection in most large organizations. True False 23. To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank. True False

24. Research has found that level of education is moderately related to job performance. True False


25. College grades are more valid predictors of job performance than high school grades. True False 26. Research suggests that the quality of the school a person graduates from makes a difference in the labor market. True False 27. Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge. True False 28. Occupational certification helps guard against the misuse of job titles in human resource selection. True False 29. Scored evaluations of unweighted application blanks are good predictors of job performance. True False 30. The validity evidence for weighted application blanks is better than that for unweighted application blanks. True False 31. Most organizations use only weighted application blanks for initial screening decisions. True False

32. The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior." True False 33. Biodata refers to medical or physiological tests of applicants prior to hiring. True False 34. Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys. True False 35. Biodata items are generally the same, regardless of the job being staffed. True False 36. Research suggests that biodata does not provide incremental validity over personality and cognitive ability. True False


37. Research on the reliability and validity of biodata has been quite positive. True False 38. Biographical information tends to have low reliability. True False 39. Research shows that applicants have a favorable attitude toward biodata inventories. True False

40. Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants. True False 41. One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person. True False 42. The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position. True False 43. Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued. True False 44. Surveys suggest that only 3 out of 10 organizations conduct reference checks. True False 45. The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on rĂŠsumĂŠs, has risen dramatically in recent years. True False 46. Genetic screening is becoming a valuable component of many organizations' selection systems. True False

47. The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches. True False


48. The initial interview is the least expensive method of initial assessment. True False 49. Initial interviews can be made more useful by asking the same questions of all job applicants. True False 50. Most initial assessment methods have moderate to low validity. True False 51. The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview. True False 52. Level of education requirements have little adverse impact against minority applicants. True False

Multiple Choice Questions 53. Which of the following is(are) initial assessment methods? A. Résumés and cover letters B. Application blanks C. Biographical information D. All of the above

54. Which of the following are common sources of résumé fraud? A. inflated titles B. inflated education or "purchased" degrees C. inaccurate dates to cover up job hopping or unemployment D. all of the above

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Bus 335 wk 7 quiz 6 chapter 8,9 all possible questions