Recruitment and Selection
Recruitment and Selection
Recruitment and Selection
Question 1
Correct
A test or inventory can have homogeneous items and yield heterogeneous scores and still not be Scorer Reliability
reliable if the person scoring the test makes mistakes.
A way to determine the reliability of a test or inventory is to look at the consistency with which an Internal Reliability
applicant responds to items measuring a similar dimension or construct.
With this method, each one of several people takes the same test twice. The scores from the first
administration of the test are correlated with scores from the second to determine whether they Test-Retest Reliability
are similar.
With this method, two forms of the same test are constructed. Alternate-Forms Reliability
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Question 2
Partially correct
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Question 3
Correct
c. Reject Applicants
d. Appraise Performance
Question 4
Correct
Select one:
a. Exclusive Recruitment
b. External Recruitment
c.
Internal Recruitment
d. Inclusive Recruitment
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Question 5
Correct
Select one:
a. Trained Observers
b. Supervisors
c. Recruiters
d. Job Incumbents
Question 6
Correct
This segment of the organization socialization model of onboarding has a goal for the employee to acquire knowledge and build
relationships.
Select one:
a. Outcomes
b. Organizational Tactics
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Question 7
Correct
The effort an employee makes to get along with peers, improve the
organization, and perform tasks that are needed but are not necessarily an Contextual Performance
official part of the employee’s job description.
These are organized by the similarity of tasks that are performed. Task-Focused Performance Dimensions
It concentrate on the employee’s knowledge, skills, and abilities. Competency-Focused Performance Dimensions
It organize the appraisal on the basis of goals to be accomplished by the Goal-Focused Performance Dimensions
employee.
A trait-focused system concentrates on such employee attributes as
Trait-Focused Performance Dimensions
dependability, honesty, and courtesy.
Question 8
Correct
Select one:
a. Testing
b. Hiring/Rejecting
c. Selecting
d.
Job Analysis
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Question 9
Correct
It is when unemployment rates are low, organizations have to take extra measures to recruit employees.
Select one:
a.
Employee Referral
b.
Job Fairs
c. Outside Recruiters
d. Incentives
Question 10
Correct
b. Liaison
c.
Subordinates
d. Supervisors
e. Self-appraisal
f.
Peers
g. Competitors
h. Administration
i. Customers/Clients
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Question 11
Correct
This segment of the organizational socialization model of onboarding similarly seek to emphasize relationship building and the
communication of knowledge, particularly organizational knowledge that will be useful for the employee when navigating the
company.
Select one:
a. New Employee Tactics
c. Organizational Tactics
d. Outcomes
Question 12
Correct
It is the extent to which test items sample the content that they are supposed to measure. Content Validity
It is usually determined by correlating scores on a test with scores from other tests. Construct Validity
It refers to the extent which a test score is related to some measure of job performance/criteria Criterion Validity
A test valid for two groups but more valid for one than for the other. Differential Validity
A test that significantly predict performance for one group and not others. Single-group Validity
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Question 13
Correct
It is the number of job openings divided by the number of job applicants (N).
Select one:
a. Validity
b. Selection Ratio
c. Selection Average
d. Metrics
Question 14
Correct
Grapevine is a term that can be traced back to the Civil War, when loosely hung telegraph wires resembled grapevines and
communication across these lines was often distorted.
Select one:
True
False
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Question 15
Partially correct
It is designed to measure how much a person knows about a job. Job knowledge tests
It is a testing instrument designed for the purpose of measuring and evaluating the level of an Interest Inventories
individual's interest in, or preference for, a variety of activities.
It is that the way people write reveals their personality, which in turn should indicate work Personality inventories
performance.
Integrity Tests
It is also called honesty tests
It is developed to reduce inaccurate responses and get a more accurate picture of a person’s Conditional Reasoning Tests
tendency to engage in aggressive or counterproductive behavior.
Question 16
Correct
b. Graphology
c.
Work samples
d. Assessment centers
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Question 17
Correct
It includes finger dexterity, manual dexterity, control precision, multi-limb coordination, response control, reaction time, arm-hand
steadiness, wrist-finger speed, and speed-of-limb movement.
Select one:
a. Psychomotor Ability
b. Physical Ability
c. Cognitive Ability
d. Perceptual Ability
Question 18
Correct
It yields lists of job activities that can be systematically used to create training programs.
Select one:
a.
Job Classification
b.
Performance Appraisal
c.
Training
d. Employee Selection
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Question 19
Correct
This segment of the organizational socialization model of onboarding has a goal of minimizing turnover while maximizing satisfaction.
Select one:
a. Outcomes
b. Organizational Tactics
Question 20
Correct
Select one:
a. Prior experience
b. Demographic profile
c. Applicant ability
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Question 21
Correct
Select one:
a.
Skills
b. Structured
c. Selection
d. Screening
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