Selection 2
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Selection 2
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25 Questions

1. HR professionals use metrics to evaluate recruitment and selection effectiveness by determining the turnover rate, selection rate, and acceptance rate.
2. Applicant tracking systems are primarily used by firms to contact former employees about available positions.
3. Situational interviews focus on how an individual handled job-related circumstances in the past.
4. Failure to validate is the liability an employer incurs when it does not conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm.
5. The keyword résumé uses keyword terms to describe an applicant's characteristics and industry-specific experience to accommodate the computer search process.
6. Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization.
7. Title VII requires the test to work without having an adverse impact on minorities, females, and individuals with backgrounds or characteristics protected under the law.
8. Interviews are valid predictors of success on the job, which is why they are commonly used to evaluate applicants.
9. Personality tests assess an applicant's traits and temperaments and help firms determine an individual's leadership and teamwork skills.
10. The selection process affects, and is affected by, virtually every other HR function.
11. An application form is a goal directed outline of a person's experience, education, and training developed for use in the selection process.
12. Organizational fit refers to management's perception of the degree to which the prospective employee will fit in with the firm's culture or value system.
13. Predictive validity is considered an inexpensive and quick method for establishing the validity of a selection test.
14. Construct validity is a test validation method that determines whether a test measures personal traits that are important in performing a job.
15. Modern job seekers should use keywords to ensure that their résumés are not immediately discarded by a firm's applicant-tracking system.
16. Objectivity refers to the uniformity of the procedures and conditions related to administering tests.
17. Criterion-related validity is determined by comparing the scores on selection tests to an aspect of job performance, such as quality of work.
18. During an unstructured interview, an interviewer will most likely ask open-ended questions to encourage the applicant to talk.
19. The problems of hiring unqualified or less qualified candidates and rejecting qualified candidates have been eliminated since firms began using selection tests.
20. The manner in which an organization fills a position is always the same for every job within the organization.
21. Preliminary screening attempts to eliminate unqualified candidates quickly.
22. An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job.
23. Unstructured interviews are often time-consuming and result in obtaining different information from different candidates.
24. In the board interview, the interviewer deliberately makes the candidate uncomfortable by asking blunt and often discourteous questions.
25. A selection ratio of .10 indicates that there is only one qualified applicant for an open position.

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