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82 Cards in this Set
- Front
- Back
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What is a potential outcome of a science-based selection process?
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a defensible system with effective employees
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This term is an indication of the stability or dependability of a set of measurements over repeated applications of the measurement procedure.
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reliability
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What is the name for the average score that an individual would earn after taking an infinite number of the same test?
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true score
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Which of the following is NOT considered a factor that may affect reliability?
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test content
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The U.S. Department of Labour's guide for testing and assessment states that a test should not be accepted or rejected based solely on the size of the reliability coefficient, however, tests with reliability coefficients of what number and above are considered to be good?
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0.80 |
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Which of the following are NOT methods of estimating reliability?
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External consistency
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This term refers to the legitimacy or correctness of the inferences (conclusions) that are drawn from a set of measurements or procedures.
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validity
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Which term describes whether the items on a test appear to match the content or subject matter they are intended to assess?
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content validity
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This term refers to strategies in which evidence is obtained about a correlation between predictor scores that are obtained before an applicant is hired and criterion scores that are obtained at a later time (usually after an applicant is employed).
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predictive validation
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What are the four legal sources that affect employment practices in recruitment and selection? |
constitutional law, human rights law, employment equity, and labour law |
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Which of the following statements best defines discrimination? |
the denial of opportunity to a person or class of people based on a group characteristic such as age, colour, race, religion, marital status, or mental or physical disability |
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What legal term states that there is a justifiable reason for a discriminatory employment practice or policy based on the necessity for business operations?
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Bona fide occupational requirement.
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Which interview question is legally valid?
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What is your current address?
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This term refers to part of a BFOR defense where an employer argues that an occupational requirement that discriminates against a protected group is necessary in order to ensure that work is performed successfully and in a manner that won't cause harm to employees or the public.
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Sufficient risk
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This term refers to the duty of an employer to put in place modifications to discriminatory employment practices or procedures to meet the needs of members of a protected group being affected by the employment practice or procedure.
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Accommodation
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An employer is not required to face which of the following challenges in providing accommodation to eliminate practices that prevent job equity for disadvantaged groups?
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Undue hardship
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Why is a job analysis important for recruitment and selection?
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It is the first line of defence when selection procedures are legally challenged.
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Which of the following does NOT describe one of the three key considerations in job analysis?
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A job analysis refers to a single methodology.
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What is the definition of job specifications?
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the knowledge, skills, abilities, and other attributes required to perform work
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What is the meaning of job family?
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a set of related jobs that rely on the same knowledge, skills, abilities, and other attributes
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What job analysis technique emphasizes the characteristics of successful performers rather than standard duties?
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worker-oriented job analysis
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What might be a concern if an organization decides to use a competency-based job analysis?
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the lack of validity and legal defensibility
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Which of the following competencies is every member of an organization expected to possess?
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core competencies
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Which of the following defines the concept that is described as activities or behaviours that are not part of a worker’s formal job description but that remain important for organizational effectiveness?
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contextual performance
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Which of the following best defines job performance?
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the observable things employees do that are relevant to accomplishing the goals of the organization
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Which of the following best defines job criteria?
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measures of job performance that attempt to capture individual differences among employees with respect to job-related behaviours
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In Campbell’s theory of work performance, what concept refers to the degree to which individuals are committed to performing all job tasks, to working at a high level of intensity, and to working under adverse conditions?
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demonstrating effort
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Which concept refers to voluntary behaviours that violate significant organizational norms and in so doing threaten the well-being of an organization, its members, or both?
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counterproductive work behaviours
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What are the subcategories of job performance?
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task, contextual, adaptive and counterproductive work behaviours
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What kind of performance behaviour occurs when a nurse shows enthusiasm and extra effort to help a patient?
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Contextual |
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What is the initial step in the selection process?
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recruitment
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Which term defines a set of potential candidates who may be interested in, and who are likely to apply for, a specific job?
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the applicant pool
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Which of the following would NOT be considered an effective recruiting guideline?
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Prepare recruiting materials quickly so that hiring won't be delayed.
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What term is defined as the process through which an organization reaches a decision that a job candidate fits the organization’s values and culture, and has the attributes desired by the organization?
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person-organization fit
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Which of the following is NOT an internal method of recruitment?
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job advertisements |
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What is the primary advantage of Internet recruiting?
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Reaching a large applicant pool at minimal cost
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What type of measures used to evaluate recruiting methods includes turnover and absenteeism?
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behavioural
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Which term refers to the amount of knowledge, skills, abilities, and experience required for minimally acceptable job performance?
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minimum qualifications
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Which concept refers to individuals who are predicted to perform successfully in a given position but who do not perform at satisfactory levels when placed on the job?
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false positive
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Which term is defined as the relationship between the actual number of people hired and the number who applied for a position, expressed in terms of a proportion?
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selection ratio
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What does a biographical information blank include?
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educational experiences, hobbies, life experiences
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Which term refers to a situation where an employer places an unfit or unqualified person in an employment situation that puts others at an unreasonable risk of harm?
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negligent hiring
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Which of the following concepts refers to an enduring, general trait or characteristic on which people differ and that they bring to a work situation?
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ability
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Which concept refers to an individual’s degree of proficiency or competency on a given task that develops through performing the task?
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skill
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Which of the following is NOT considered a cognitive ability?
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Finger Dexterity |
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Which “Big Five” personality trait has been found to be related to job success across most organizations and occupations?
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conscientiousness
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What are physical fitness and medical examinations designed to do?
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ensure that an applicant meets minimum standards of health to cope with the physical demands of the job
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When should a fitness test or medical exam be given to applicants?
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an integrity test
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Which of the following is the best test to use to gauge the ability to learn new skills and adapt to new situations?
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a general cognitive ability test
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What is a screening employment interview BEST suited to assess?
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information on the résumé
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Which concept refers to the interviewers’ beliefs about the requirements of the job and the characteristics of the applicants?
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knowledge structure
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What is one negative outcome of pre-interview small talk?
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Questions may uncover information on prohibited grounds.
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What is a traditional method of interviewing that involves no constraints on the questions asked, no requirements for standardization, and a subjective assessment of the candidate?
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unstructured interview
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Which of the following defines how applicants attempt to create a favourable impression of themselves by monitoring interviewer reactions and responding accordingly?
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impression management
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Which of the following is NOT a key assumption of behavioural interviewing?
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People will behave in ways they say the will.
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“You have scheduled a course, hired a teacher, and registered students. On the day of the course, students arrive; however, the teacher does not show up. What do you do?” What type of interview question is this?
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situational
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What is the simplest way of combining applicant information in the selection process?
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add the scores together
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Which concept refers to making an acceptable or adequate choice rather than the best or optimal choice?
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satisficing
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Which approach to collecting and combining applicant information involves the decision maker forming an overall impression of the applicant based on gut feelings or implicit theories, rather than on explicit, objective criteria?
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the pure judgment approach
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With this type of decision-making model applicants’ scores on each predictor (i.e., tests, interviews, reference checks) are weighted and summed to yield a total score (i.e., predicted job performance). What is this model called?
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multiple regression model
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What concept refers to grouping applicants based on ranges of scores?
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banding
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The following is a decision-making model in which applicants must pass the minimum cut-off for each predictor, in turn, before being assessed on the next predictor. As soon as an applicant fails to meet the cutoff on a given predictor, what model will the applicant NOT be assessed with, given the remaining predictors?
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multiple hurdle
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Which of the following are the three conditions which must be met for an offer of employment to be legally valid and enforceable?
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offer, consideration & acceptance
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What is the goal of selection? |
to choose candidates from an applicant pool |
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What can effective recruitment and selection practices do for an organisation |
Improve knowledge, skills and abilities of its employees |
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Which of the following elements are part of the socioeconomic external environment that affects recruitment and selection? |
Globalisation and demographics |
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What do KSAO's refer to |
The knowledge, skills, abilities, other attributes required to perform the job well |
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Northshore industries has not developed a code of ethical conduct for its employees because senior management believes that its places unnecessary constraints and limited flexibility on management decisions such as recruitment and selection . With what might the Human Resource manager be must concerned? |
Legal Requirements and equitable practices. |
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With respect to recruitment and selection, what legislation has precedence over all other legislation? |
Constitutional Law |
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Which of the following laws do not regulate recruitment and selection within an organisation? |
Criminal Law |
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What legal term states that there is a justifiable reason for a discriminatory employment practice or policy based on the necessity for business operations? |
BFOR |
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To which of the following designated groups does employment equity apply? |
Women, visible minorities, aboriginal people, and people with disabilities |
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Which of the following questions can be asked of a potential candidate? |
Are you legally entitled to work in Canada? |
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Why is a job analysis important for Recruitment and Selection? |
It is the first line of deference when selection produces are legally challenged. |
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Which of the following competencies is every member of an organisation expected to posses? |
Core-Competencies |
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What is the meaning of job family? |
A set of related jobs that rely on the same knowledge, skills and abilities and other attributes |
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What job analysis method is adopted by organzation that operate in a rapidly changing environment in which job change regulary? |
Competency based analysis |
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What job analysis technique would you use in a tradeitional organization where employees tasks are routine? |
Work-Oriented Analysis |
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What concept refers to the generation of an applicant pool for a position in order to provide the required number of qualified candidates for selection or promotion |
Recruitment |
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Which of the following is not an internal method of recruitment |
Job advertisements |
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What type of measures used to evaluate recruiting methods includes turnover and absenteesim |
Behavioural |
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Which term refers to a procedure designed to reduce turnover and increase satisfaction among newcomers to an organization by providing job candidates with accurate information about the job and the organzation? |
Realistic Job Preview. |
