Questions contained in structured job interviews should be based on which of the following?

Question $1$ options:

job design

job analysis

job knowledge

job specialization

Question $2(1$ point$)$

Giving applicants a work sample test and then tracking their performance one year later is an example of which of the following?

Question $2$ options:

concurrent validity

content validity

predictive validity

construct validity

Question $3(1$ point$)$

Which of the following is the most objective way of making employee selection decisions?

Question $3$ options:

"will$-$do$"$ approach

clinical approach

statistical approach

"can$-$do$"$ approach

Question $4(1$ point$)$

Mary was asked a question in an interview about a hypothetical incident and was asked how she would respond to it$.$ What is this type of interview called?

Question $4$ options:

a panel interview

a mock interview

a situational interview

a nondirective interview

Question $5(1$ point$)$

The "will do$"$ factors of an applicant include which of the following?

Question $5$ options:

motivation and interests

aptitude

knowledge and skills

cognitive abilities

Question $6(1$ point$)$

What is the most objective approach to use when making employee selection decisions?

Question $6$ options:

"can$-$do$"$ approach

statistical approach

clinical approach

"will$-$do$"$ approach

Question $7(1$ point$)$

Which of the following is a key reason for pre$-$employment testing?

Question $7$ options:

It gives the applicant some idea of the job.

There are no right or wrong answers.

It is an objective way to help to determine the applicant's "can do$"$ factors.

It is required by law.

Question $8(1$ point$)$

What does a selection ratio of $\mathrm{.}90$ mean?

Question $8$ options:

It means $10$ percent of the applicants applying to the position will be hired.

It means $90$ percent of the applicants applying to the position will be hired.

It means $1$ percent of the applicants applying to the position will be hired.

It means $9$ percent of the applicants applying to the position will be hired.

Question $9(1$ point$)$

Which statement best describes reference checks?

Question $9$ options:

New human rights laws prohibit their use.

The most reliable information usually comes from previous peers of the employee.

Organizations cannot be sued by former employees so long as the information provided is accurate.

They are no longer used because organizations won't share information about previous employees for fear of litigation.

Question $10(1$ point$)$

Six months ago, Organization A used a new selection system to hire $100$ front$-$line staff members. After collecting six months of performance data on these employees, Organization A is interested in determining if its new selection system predicts performance on the job. What is the best way to describe this process?

Question $10$ options:

assessing content validity

assessing face validity

assessing predictive validity

assessing concurrent validity

Question $11(1$ point$)$

What is a key purpose of "name$-$blind" resumes?

Question $11$ options:

to help stop unconscious bias

to prevent hacking

to align them with organizational pay systems

to improve consistency

Question $12(1$ point$)$

What is one main reason for ensuring that selection procedures are valid?

Question $12$ options:

to test reliability

to ensure comprehensive training for HR professionals

because validity is related to employee productivity

because validity guarantees the success of the selection procedure

Question $13(1$ point$)$

Which type of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

Question $13$ options:

a nondirective interview

a situational interview

a structured interview

a depth interview

Question $14(1$ point$)$

In general, which of the following is appropriate to ask on an application form?

Question $14$ options:

whether the applicant has ever been in jail

whether the applicant has a criminal record

whether the applicant has prior arrests

whether the applicant is eligible to be bonded

Question $15(1$ point$)$

What is currently the most effective way to assess a person's honesty during the selection process?

Question $15$ options:

background testing

integrity testing

graphology testing

polygraph testing

$0$ of $15$ questions saved