Question $1(0\mathrm{.}5$ points$)$

Saved

The reluctance to give very poor or excellent ratings describes which of the following rating errors?

Question $1$ options:

Leniency error

Halo effect error

Contrast error

Central tendency error

Strictness error

Question $2(0\mathrm{.}5$ points$)$

When interviews have high reliability, it means that the interpretation of interview results:

Question $2$ options:

was affected by interviewer biases

does not correlate with job performance

represents unique interview opinions

should be consistent from one interviewer to another

indicates that the interview should not be used for selection

Question $3(0\mathrm{.}5$ points$)$

A selection ratio of $2$:$50,$ means which of the following?

Question $3$ options:

That the company did not get enough applicants

That the company did not recruit from appropriate sources

That there is a large number of applicants from which to select

That the recruits interested were low quality

That the job was hard to fill

Question $4(0\mathrm{.}5$ points$)$

A well$-$designed application form will do which of the following?

Question $4$ options:

Screen out applicants who do not meet the minimum specifications for a job

Allow overqualified applicants to be tested

Reveal the applicant's religion

Decrease the likelihood that applicants will embellish information

Provide less utility than resumes

Question $5(0\mathrm{.}5$ points$)$

Behavioural description interviews are based on the principle that:

Question $5$ options:

Watching how a person behaves while they are being interviewed is informative

Using unplanned questions helps interviewees understand if they are right for a job

The best predictor of future behaviour is past behaviour in similar circumstances

Behavioural intentions in work$-$related situations predict performance

Asking questions that upset the applicant effectively predicts performance

Question $6(0\mathrm{.}5$ points$)$