Questions:
Question 1. 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.
True
False
Question 2. 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.
True
False
Question 3. The greater the correlation of any predictor with other predictors of an outcome, the more useful the predictor will be.
True
False
Question 4. It is unlawful for a selection procedure to screen out individuals with disabilities, unless the procedure is job-related and consistent with business necessity.
True
False
Question 5. 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
False
Question 6. 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.
banding
criterion-related
minimum competency
top-down
Question 7. In comparing internal selection with external selection, an advantage of internal selection is that __________.
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
Question 8. The correlation between structured interviews and cognitive ability tests is __________.
moderately positive
zero
highly positive
moderately negative
Question 9. Which of the following methods is the most valid predictor of performance?
Handwriting analysis
Biodata forms
Personality tests
Unstructured interviews