Reference no: EM13524455
Multiple Choice Questions
1. 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
2. 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
3. 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
4. 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
5. 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.
6. 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
7. 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
8. Which of the following is an advantage of external recruiting?
A. they ensure consistency from opening to closing
B. they are useful for companies too small to have dedicated recruiters
C. they are very inexpensive
D. all of the above
9. An organization which is committed to shattering the "glass ceiling" should ___________.
A. decrease its use of selection plans
B. emphasize the use of traditional assessment methods
C. pay attention to the types of KSAOs needed for advancement
D. undertake programs to raise employees' awareness of general career issues
10. The validity of assessment centers as a method for internal selection is approximately ___________.
A. .00
B. .05-.15
C. .25-.35
D. .50-.60
11. 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
12. The _________ method of determining an applicant's score is based on assigning weights by statistical procedures and then adding predictor scores together.
A. multiple regression
B. clinical prediction
C. unit weighting
D. none of the above
13. The _________ approach means that an applicant must earn a passing score on each predictor before advancing in the selection process.
A. multiple hurdles
B. Markov process
C. compensatory model
D. none of the above
14. 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
15. 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
16. 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
17. 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.
18. Which of the following is examples of substantive methods for internal selection?
A. Skills inventories
B. Managerial sponsorship
C. Career concepts
D. Performance appraisals
19. 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.
20. 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.