Multiple Choice Questions
1. In comparing internal selection with external selection, an advantage of internal selection is that ________.
A. internal selection requires few procedures to locate and screen viable job candidates
B. internal selection presents fewer dangers of incurring legal liability than external selection
C. information about internal candidates tends to be more verifiable than information about external candidates
D. there is less need to use multiple predictors in assessing internal candidates than with external candidates
2. Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________.
A. the logic of prediction can be applied more precisely for internal selection than for external selection
B. the logic of prediction has identical application for internal and external selection
C. the logic of prediction works better for external selection than for internal selection
D. this concept does not apply to internal selection
3. While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________.
A. bribery for promotions is widespread
B. impression management and politics can play a role in who gets promoted
C. internal candidates with poor technical skills are likely to be promoted
D. instincts and intuition are not given enough weight
4. Problems with using others' "feelings" about a job applicant include _____________.
A. lowered hiring standards for some employees
B. discrimination on the basis of protected class status
C. decisions with low validity
D. all of the above
5. Which of the following inquiries can be made prior to giving a job offer?
A. Questions about history of illegal drug use
B. Psychological exams designed to detect mental illness
C. Oral or written questions about the existence of a disability
D. None of the above
6. Where peer assessments are concerned, it would be accurate to say that _____________.
A. peer ratings rely on voting to select the most promotable applicants
B. peer assessments are used for both internal and external applicants
C. peer rankings rely on ordering of peers being assessed
D. peer rankings rely on assessments of each applicant using scores on a continuous numerical scale
7. An important advantage of peer assessments is __________.
A. lower probability of bias in the assessment
B. greater clarity in the criteria for assessment
C. enhanced employee morale through the fostering of a competitive spirit
D. greater knowledge of the applicants' KSAOs
8. Which of the following statements about various methods of managerial sponsorship is false?
A. A coach is available to the person being assisted on and off the job.
B. A coach provides day-to-day feedback.
C. A mentor becomes personally responsible for the success of the person being assisted.
D. A sponsor actively promotes the person being assisted for advancement opportunities.
9. Which of the following is examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
10. Which of the following is true regarding performance appraisals and internal selection?
A. It is illegal for organizations to use performance appraisals as a basis for internal selection decisions.
B. Performance appraisals have no validity.
C. Performance appraisals have no reliability.
D. Performance appraisals are readily available in most organizations.
11. Which of the following factors is the most relevant to the theory behind assessment centers?
A. Prediction of the individual's behavior in critical roles through assessment by multiple methods.
B. Matching applicants to KSAOs required by the job.
C. Shortening the period of time needed to complete an assessment for a managerial position.
D. Substituting HR assessors for line management assessors.
12. A job candidate responding to an "in-basket exercise" would most likely be asked to _________.
A. make a simulated visit to a customer location
B. participate in an interview simulation
C. complete a written test to assess KSAOs
D. draft memos to respond to letters received
13. The use of the case analysis method of assessment is most appropriate for assessing ____________.
A. ability to perform a technical task
B. problem-solving abilities
C. leadership skills
D. social-interactive skills
14. The validity of assessment centers as a method for internal selection is approximately ___________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
15. If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________.
A. assessment center
B. in-basket exercise
C. role play
D. oral presentation
16. Which of the following assessment methods does not have at least moderately high validity?
A. assessment centers
B. job knowledge tests
C. seniority
D. work experience
17. The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods.
A. discretionary
B. initial
C. substantive
D. sequential
E. compensatory
18. Which of the following is true regarding seniority?
A. It refers to length of service or tenure.
B. It is closely related to the type of job experience.
C. It is closely related to the quality of job experience.
D. It is a highly valid selection method.
19. Research on the use of selection and experience as internal selection methods indicates that ___________.
A. seniority is a more valid method of internal selection than experience
B. seniority is better suited to predict short-term rather than long-term potential
C. experience is less likely to be content valid if the past or present jobs are similar to the future job
D. experience is unlikely to remedy initial performance difficulties of low ability employees
20. The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______.
A. Peter Principle
B. Promotability Principle
C. Career Concept Principle
D. 4/5 Principle