Answer: FALSEExplanation: Although the first step of the validation process begins with job analysis, thelast step is revalidating. Administering the test is the third step.80) A test battery is based on a combination of several tests that can then measure an array ofpredictors.Answer: TRUEExplanation: Employers usually don't start with just one test but choose several tests andcombine them into a test battery. The test battery aims to measure an array of possiblepredictors, such as aggressiveness, extroversion, and numerical ability.81) Employers concerned about ethical and EEO violations may purchase employment teststhat have been validated.Answer: TRUEExplanation: Given the EEO and ethical issues involved, many firms use a professional, suchas a licensed industrial psychologist or purchase validated tests from companies such asPsychological Assessment Resources.82) Concurrent validation is the most dependable way to validate a selection test.Answer: FALSEExplanation: Predictive validation is a more dependable way to validate a selection test thanconcurrent validation. The test is administered before you hire them.83) To use predictive validation, one administers the test to applicants before they are hired.The applicants are then hired using existing selection techniques but not the new tests indevelopment. Later, job performance measures are compared to the test scores underdevelopment.Answer: TRUEExplanation: Predictive validation is the second and more dependable way to validate a test.Here you administer the test to applicants before you hire them. Then hire these applicantsusing only existing selection techniques, not the results of the new tests. After they have beenon the job for some time, measure their performance and compare it to their earlier testscores. You can then determine whether you could have used their performance on the newtest to predict their subsequent job performance.84) If there is a correlation between test and job performance, one can develop an expectancychart to illustrate the relationship between test scores and job performance graphically.Answer: TRUE
Explanation: Any correlations between test and job performance can be illustrated on anexpectancy chart.85) The strong correlation between test results and job performance has led to numerousexpert recommendations that tests be used as the only selection tool in the hiring process.Answer: FALSEExplanation: Although correlations exist in some tests, most experts recommend that tests beused as supplements rather than as primary hiring tools. Interviews and background checksare also important to use in the hiring process.86) Selection tests must be validated in the organization that uses them regardless of thevalidity shown in other similar organizations.
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