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Exam 11: Decision Making

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Question 31

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If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude ________.

A) this can never happen and the method of calculating validity must be incorrect
B) this is a common circumstance and the predictor should be used
C) if the predictor is highly correlated with other predictors, this will compensate for adverse impact
D) legal problems could result and alternative predictors should be sought

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Question 32

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The clinical prediction method of determining an applicant's score on a job assessment instrument relies on adding the individual predictor scores together to arrive at the applicant's total score.

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Question 33

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It is desirable that the denominator of a selection ratio be small.

Co-workers are most likely to be involved in hiring decision making if they are organized in ________.

Although Kano analysis cannot quantify economic gains from a change in focus, it is useful for assessing which areas of the selection system should be improved for maximum impact on performance outcomes.

The ________ approach means that an applicant must earn a passing score on each predictor before advancing in the selection process.

The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job.

One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs.

Under which circumstances is "hiring success gain" likely to be optimal?

A significance level of p < 0.05 means that there are fewer than 5 chance in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not.

If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ________ method of determining cut scores.

The "unit weighting" method of determining the score of a job applicant on an assessment instrument considers the relative importance of each predictor.

Because HR is a closed system, it is best to avoid inference from organizational leaders in designing staffing procedures.

In ranking finalists are ordered from the most desirable to the least desirable based on the results of discretionary assessments.

When applicants who score within a certain score range are considered to have scored equivalently ________.

The selection ratio is the number of people hired divided by the number of applicants, and it is desirable that this ratio be high.

When deciding whether or not to use a new predictor, the validity coefficient, the base rate, and the selection ratio should be considered in combination, not independently.

Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently.

Utility refers to the expected gains to be derived from using a predictor.

A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.