Question 1 (1 point) Question 1 Unsaved
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.
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Question 2 (1 point) Question 2 Unsaved
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.
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Question 3 (1 point) Question 3 Unsaved
The greater the correlation of any predictor with other predictors of an outcome, the more useful the predictor will be.
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Question 4 (1 point) Question 4 Unsaved
It is unlawful for a selection procedure to screen out individuals with disabilities, unless the procedure is job-related and consistent with business necessity.
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Question 5 (1 point) Question 5 Unsaved
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.
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Question 6 (2 points) Question 6 Unsaved
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.
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Question 7 (2 points) Question 7 Unsaved
In comparing internal selection with external selection, an advantage of internal selection is that __________.
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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 (2 points) Question 8 Unsaved
The correlation between structured interviews and cognitive ability tests is __________.
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Question 9 (2 points) Question 9 Unsaved
Which of the following methods is the most valid predictor of performance?
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Question 10 (7 points) Question 10 Unsaved
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