A marketing firm evaluates all job candidates for account executive positions based on the candidates' job history and previous experience, their scores on a general mental ability test, and interviews with managers familiar with the job requirements.  Mike Peltan, a candidate who was rejected for the job, expressed his doubt and bitterness about the selection process:

"I can understand their looking at my job history.  I can understand their interviewing me to get a sense of how I would perform on the job.  But that so-called mental ability test is just ridiculous.  It had questions about number sequences, putting words in the right order, and judging which polygon was most different from the others.  I can guarantee you that the job I applied for would never require me to judge polygons or re-scramble words to make a sentence.  It's a marketing job.  You'd think that the company would have enough sense to judge on marketing skills rather than on some irrelevant academic skills."

Which of the following statements is the most accurate response to Mike Peltan's complaint?

 

1. The mental ability test has low construct validity because general mental ability is a myth.

 

2. The mental ability test may have low face validity but is likely to have good predictive validity for the marketing job, based on much prior research in HRM.

 

3. The marketing firm should be advised to stop using the general mental ability test because courts have ruled them illegal for their low reliability and low face, construct, and predictive validity.

 

4. The mental ability test is likely to have low predictive validity for the marketing job because it has low face validity and low content validity.

 

5. All of the following answers are correct:

Answer rating: 100% (QA)

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