L5

Question 1

Rather than measuring an applicant’s current knowledge or potential to perform a job (ability), some selection techniques measure the extent towhich anapplicant already has job-related skill.

Answer 1

Predicting Performance Using Applicant Skil

Question 2

The two most common methods for doing this are the: (Predicting Performance Using Applicant Skill)

Answer 2

work sample and the assessment center

Question 3

are excellent selection tools for several reasons. First, because they are directly related to job tasks, they have excellent content validity.

Answer 3

Work Samples

Question 4

Second, scores from work samples tend to predict actual work performance and thus have?

Answer 4

Excellent Criterion Validity

Question 5

is a selection technique characterized by the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks.

Answer 5

Assessment Centers

Question 6

because job applicants are able to see the connection between the job sample and the work performed on the job, the samples have this and thus are challenged less often in civil service appeals or in court cases.

Answer 6

excellent face validity

Question 7

Its major advantages are that assessment methods are all job related and multiple trained 39 assessors help to guard against many (but not all) types of selection bias.

Answer 7

Assessment Centers

Question 8

he assessment center activities must be based on?

Answer 8

on the result of a thorough job analysis.

Question 9

must be used, at least one of which must be a simulation.

Answer 9

Multiple assessment techniques

Question 10

must be documented at the time the applicant’s behavior is observed.

Answer 10

Behavioral observation

Question 11

must prepare a report of their observations.

Answer 11

Assessors

Question 12

must be based on a combination of information from multiple assessors and multiple techniques.

Answer 12

Overall judgement f an aplicant

Question 13

cannot be made until all assessment center tasks have been completed.

Answer 13

Overall evaluation of an applicant

Question 14

The first step in creating assessment center is, of course, to do an?

Answer 14

Job analysis

Question 15

this analysis, exercises are developed that measure different aspects of the job. Common exercises include the?

Answer 15

In-basket technique, simulations, work samples, leaderless group discussions, structured interviews, personality and ability tests, and business games.

Question 16

are the real backbone of the assessment center because they enable assessors to see an applicant “in action.”

Answer 16

Simulation exercise

Question 17

which can include such diverse activities as role plays and work samples, place an applicant in a situation that is as similar as possible to one that will be encountered on the job. A good example of a role playing simulation is an assessment center used by a large city to select 39 emergency telephone operators.

Answer 17

Simulations

Question 18

is designed to simulate the types of daily information that appear on a manager’s or employee’s desk. The technique takes its name from the wire baskets typically seen on office desks. Usually these baskets have two levels: the “in” level, which holds paperwork that must be handled, and the “out” level, which contains completed paperwork.

Answer 18

In basket technique

Question 19

During the assessment center, examples of job related paperwork are placed in a basket, and the job applicant is asked to go through the basket and respond to the paperwork as if he were actually on the job.

Answer 19

In-basket technique

Question 20

when a simulation does not involve a situational exercise, it is called a?

Answer 20

Work samples

Question 21

this exercise, applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss

Answer 21

Leaderless Group Discussions

Question 22

No leader is appointed, hence the term leaderless group discussion. As the applicants discuss the problem or issue, they are individually rated on such dimensions as cooperativeness, leadership, and analytical skills.

Answer 22

Leaderless Group Discussion

Question 23

exercises that allow the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others.

Answer 23

Business Games

Question 24

Applicant experience is typically measured in one of four ways:

Answer 24

experience ratings of application/résumé information, biodata, reference checks, and interviews.

Question 25

the idea that past experience will predict future experience.

Answer 25

Experience rating

Question 26

Must consider the amount of experience, the level of performance demonstrated during the previous experience, and how related the experience is to the current job.

Answer 26

Giving credit for experience

Question 27

selection method that considers an applicant's life, school, military, community, and work experience

Answer 27

Biodata

Question 28

good predictor of job performance, as well as the best predictor of future employee tenure.

Answer 28

Meta-analyses

Question 29

an application blank or questionnaire containing questions research has shown measure the difference between successful and unsuccessful performers on a job.

Answer 29

Biodata

Question 30

They have been able to predict criteria as varied as supervisor ratings, absenteeism, acidents, employee theft, loan defaults, sales, and tenure

Answer 30

Biodata

Question 31

result in higher organizational profit and growth. easy to use, quickly administered, inexpensive, and not as subject to individual bias as interviews, references, and résumé evaluation

Answer 31

Biodata instruments

Question 32

To reduce faking of biodate, several steps can be taken including:

Answer 32

Warning applicants of the presence of a lie scale Using objective, verifiable items. Asking applicants to elaborate on their answers

Question 33

that include an experience that does not actually exist (eg. Conducted a Feldspar analysis to analyze data)-- attempts to fake biodata can be detected.

Answer 33

Bogus items-items

Question 34

When including this items in a biodata instrument, it is important that the items be carefulyres earched to ensure that they don't represent activities that might actually exist.

Answer 34

When including bogus items

Question 35

fall into one of two categories based on their intended purpose: measurement of types of normal personality or measurement of psychopathology (abnormal personality).

Answer 35

Personality Inventories

Question 36

measure the traits exhibited by normal individuals in everyday life

Answer 36

Tests of normal personality

Question 37

Determination of the number and type of personality dimensions measured by an inventory can usually be:

Answer 37

(1) based on a theory, (2) statistically based, or (3) empirically based

Question 38

aren't the best predictors of employee performance, they are useful in training and development programs in which employees and managers attempt to get insight into the ways in which they have related to other

Answer 38

Personality inventories

Question 39

determine whether individuals have serious psychological problems such as depression, bipolar disorder, and schizophrenia.

Answer 39

Test of psychopathology (abnormal behavior)

Question 40

Tests of psychopathology are generally scored in one of two ways:

Answer 40

Objectively or projectively

Question 41

provide the respondent with unstructured tasks such as describing ink blots abrawing pictures. Because projective tests are of questionable reliability and validity and are time-consuming and expensive, they are rarely used in employee selection.

Answer 41

Projective test

Question 42

in this category also include the Rorschach Ink Blot Test and the Thematic Apperception Test(TAT).

Answer 42

Common tests

Question 43

are structured so that the respondent is limited to a few answers that will iacored by standardized keys

Answer 43

Objective tests

Question 44

The most commonly used interest inventory is the?

Answer 44

Strong Interest Inventory (SII)

Question 45

asks individuals to indicate whether they like or dislike 325 items such as bargaining, repairing electrical wiring, and taking responsibility.

Answer 45

Strong Inventory Interest

Question 46

useful in vocational counseling (helping people find the careers for which they are best suited).

Answer 46

Interest Inventories

Question 47

uses a battery of tests that, at a minimum, should include an interest inventory and a series of ability tests

Answer 47

Vocational Counseling

Question 48

also called honesty tests) tell an employer the probability that an applicant would steal money or merchandise.

Answer 48

Integrity Test

Question 49

based on the premise that a person's attitudes about theft as well as his previous theft behavior will accurately predict his future honesty.

Answer 49

Overt Integrity Test

Question 50

They measure attitudes by asking the test-taker to estimate the frequency of theft in society, how harsh penalties against thieves should be, how easy it is to steal, how often he has personally been tempted steal, how often his friends have stolen, and how often he personally has stolen.

Answer 50

Overt Integrity test

Question 51

are more general in that they tap a variety of personality tasthought to be related to a wide range of counterproductive behavior such as theft, absenteeism, and violence.

Answer 51

Personality-based Integrity test

Question 52

has been determined by comparing test scores with: polygraph testresults, self-admissions of theft, shrinkage (the amount of goods lost by a store), known groups (e.g., priests vs. convicts), and future theft

Answer 52

Validity of integrity test

Question 53

were initially developed by James to reduce the inaccurate responses and get a more accurate picture of a person's tendency to engage in aggressive or counterproductive behavior

Answer 53

Conditional reasoning test

Question 54

provide test takers with a series of statements and then ask the respondent to select the reason that best justifies or explains each of the statements. The type of reason selected by the individual is thought to indicate his or her aggressivebiases or beliefs

Answer 54

Conditional reasoning test

Question 55

Most people have harmful intentions behind their behavior

Answer 55

Hostile attribution

Question 56

It is important to show strength or dominance in social interactions

Answer 56

Potency Bias

Question 57

It is important to retaliate when wronged rather than try to maintain a relationship

Answer 57

(retribution bias)

Question 58

Powerful people will victimize less powerful individuals

Answer 58

(victimization bias)

Question 59

Evil people deserve to have bad things happen to them

Answer 59

(derogation of target bias)

Question 60

Social customs restrict free will and should be ignored

Answer 60

(social discounting bias)

Question 61

An interesting method to select employees is handwriting analysis, or graphology. The idea behind and writing analysis is that the way people write reveals their personality, which in turn should indicate work performance.

Answer 61

Graphology

Question 63

They looks at the size, slant, width, regularity, an pressure of a writing sample. From these writing characteristics, information about temperament and mental, social, work, and moral traits is obtained.

Answer 63

Graphology (graphologist)

Question 64

predicts best when the writing sample is autobiographical (the writer writes an essay about himself), which means that graphologists are making their predictions more on the content of the writing than on the quality of the handwriting. Not useful on employess selection.

Answer 64

Graphology

Question 65

one of the most controversial testing methods used by HR professionals. The reason for its high usage is that 8.2% of employees admit to using drugs in the past month and HR professionals believe not only that illegal drug use is dangerous but also that many employees are under the influence of drugs at work.

Answer 65

Drug test

Question 66

Given to applicants after a conditional offer of hire has been made. If the applicant fails the exam, the offer is rescinded.

Answer 66

Involving public safety

Question 67

consist of an interview by a clinical psychologist, an examination of the applicant's life history, and the administration of one or more of the psychological tests discussed earlier in this chapter. It is important to keep in mind that this are not designed to predict employee performance. Therefore, they should only be used to determine if a potential employee is a danger to himself or others

Answer 67

psychological exams

Question 68

at a medical exam be taken after a conditional offer of hire has been made. In these exams, the physician is given a copy of the job description and asked to determine if there are any medical conditions that will keep the employee from safely performing the job

Answer 68

Medical Exams

Question 69

Unstructured interview, education, interest inventories, and some personality traits are not good edictors of future employee performance for most jobs.

Answer 69

Validity

Question 70

Ability, work samples, biodata, and structured interviews do a fairly good job of predicting futu employee performance. Even though some selection techniques are better than others, all are potentially useful methods for selecting employees. Infact, a properly constructed selection battery usually contains a variety oftests that tap different dimensions of a job.

Answer 70

Validity

Question 71

Even though some selection techniques are better than others, all are potentially useful methods for selecting employees. Infact, a properly constructed selection battery usually contains a variety oftests that tap different dimensions of a job

Answer 71

Validity

Question 72

methods used to select employees are most prone to legal challenge when they resultinadverse impact, invade an applicant’s privacy, and do not appearto be job related (lack face validity)

Answer 72

Legal Issues

Question 73

will result in the highest levels of adverse impact,

Answer 73

Cognitive ability and GPA

Question 74

Aamodt and Peggans found that rejection letters differ to the extent that they contain the following types of responses:

Answer 74

1. A personally addressed and signed letter 2. The company’s appreciation to the applicant for applying for a position with the company 3. A compliment about the applicant’s qualifications 4. A comment about the high qualifications possessed by the other applicants 5. Information about the individual who was actually hired 6. A wish of good luck in future endeavors 7. A promise to keep the applicant’s resum

Question 75

Once a decision has been made regarding which applicants will be hired, those who will not be hired must be notified. Rejected applicants should be treated well because they are potential customers and potential applicants for other positions that might become available in the organization.

Answer 75

Rejecting Applicants

Question 76

Though most organizations do not do this, failure to send a letter results in applicants feeling negatively toward an organization

Answer 76

Send rejection letters to applicants

Question 77

The surprising results of a study by Waung and Brice suggest that applicants react more positively if there is a delay in receiving the letter. Though these findings seems to go against the thought that applicants can better manage their job searches if they know they have been rejected, it may be that too quick of a rejection makes applicants feel as if they are such a loser that the organization quickly discarded them

Answer 77

Do the send the rejection letters immediately

Question 78

With the use of automated applicant tracking systems, it is fairly easy to individually address each letter, express the company’s appreciation for applying, and perhaps explain who was hired and what their qualifications were. In general, “friendly” letters result in better applicant attitudes

Answer 78

Be as personable as possible in the letter

Question 79

Surprisingly, research has shown that including such a contact decreases the probability that a person will reapply for future jobs or use the company’s products.

Answer 79

Do not include the name of a contact person

Question 80

Perhaps the most important thing to consider when writing a letter of rejection is to be?

Answer 80

Honest