Ch. 6 Quiz and Answers.docx

Ch. 6 Quiz and Answers.docx - In Class Course HB 307/001...

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In Class 2/14/2018 Course: HB 307/001, SS18 Instructor: Melissa Bankroff Assignment: Chapter 6 Quiz 1. Even if a candidate is a good fit for the job, he or she may not be a good fit for the company because of _______. A. internal comparison estimates B. person-organization fit C. incompatible KSACs D. negligent hiring E. person-job fit 2. To ensure a screening test measures what it is designed to measure, the test should _______. A. be valid B. be correlated to the job C. be reliable D. eliminate negligence E. have a strong reliability coefficient 3. Which of the following uses statistics to demonstrate a relationship between test scores and performance? A. Talent analytics B. Test validity C. Content validity D. Criterion validity E. Construct validity 4. What can be used to measure abstract ideas, such as empathy, that are important for the success of job performance? A. Construct validity B. Reliability coefficients C. Talent analytics D. Internal comparison estimates E. Reliability 5. Which of the following uses statistical techniques, algorithms, and data cleaning to identify patterns that lead to success or failure on a particular job? A. Predictors B. Utility analysis C. Talent analytics D. Expectancy charts E. Validation 6. In addition to being valid, a pre-employment test should be consistent with EEO laws, be ethical, and protect the test taker's privacy. These considerations are important when _______. A. conducting a utility analysis
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B. administering the test C. cross-validating scores D. analyzing the job E. choosing the test 7. Which measurement tool is the most dependable way to validate a test by linking past performance to future success?
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  • Fall '15
  • negligent hiring, Realistic Job Previews, pre-employment test, miniature job training, internal comparison estimates

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