Selection Processes and Procedures in Human Resource management MCQs
Selection Processes and Procedures in Human Resource management MCQs
The following Selection Processes and Procedures in Human Resource management MCQs have been compiled by our experts through research, in order to test your knowledge of the subject of Selection Processes and Procedures in Human Resource management. We encourage you to answer these multiple-choice questions to assess your proficiency.
Please continue by scrolling down.
1: Applicant reaction is a job applicant’s _____ regarding the selection procedures they encounter and the employer that uses them.
A. Perspective
B. Viewpoint
C. Aspects
D. All of the above
2: Assessment center is a specific type of work sample, often used for manager selection
A. True
B. False
3: Behavioral interview is a type of structured selection interview that uses questions about how applicants handled a _____ situation in the past.
A. Work-related
B. Personal-related
C. Office-related
D. None of the above
4: Biographical data used to make selection decisions
A. True
B. False
5: A term for applicant reactions often used by employers is known as
A. Candidate experience
B. Cognitive ability test
C. Concurrent validity
D. None of these
6: Cognitive ability test measure of the ability to perceive, process, evaluate, compare, create, understand, manipulate, or generally think about information and ideas
A. True
B. False
7: Which of the correct options about Concurrent validity?
A. Administering a selection procedure to current employees and showing that their scores are correlated with their current job performance
B. The demonstration that a test actually measures a particular construct of interest through an accumulation of evidence about the test
C. Both a & b
D. None of these
8: _______ a test actually measures a particular construct of interest through an accumulation of evidence about the test
A. Construct validity
B. Content validity
C. Criterion-related validity
D. Criterion-related validity
9: An approach to test development focused on sampling the domain such as the job is known as
A. Construct validity
B. Content validity
C. Criterion-related validity
D. Criterion-related validity
10: Criterion-related validity is the demonstration of an empirical relationship between a predictor and measures of job performance
A. True
B. False
11: Emotional intelligence One’s ability ______ and appraise emotions in oneself and others and behave accordingly
A. to recognize
B. To determine
C. To process
D. None of these
12: Which includes the dimensions of Openness to Experience, Conscientiousness, Extraversion, Agreeableness, and Neuroticism
A. Five Factor Model
B. Commercial Model
C. Fitness Model
D. Parts Model
13: A test specifically developed to assess applicants’ tendency toward counterproductive and antisocial behavior is known as
A. Construct validity
B. Content validity
C. Integrity test
D. Criterion-related validity
14: Which test shows validity for predicting job performance in a specific organization ?
A. Local validation
B. Content validity
C. Integrity test
D. Criterion-related validity
15: When a series of selection procedures is administered sequentially and applicants must pass each hurdle to move to the next one is known as
A. Multiple-hurdle approach
B. Predictive validity
C. Psychometrics
D. Reliability
16: ____ is the degree to which test scores accurately predict scores on a criterion measure
A. Predictive validity
B. Psychometrics
C. Reliability
D. None of these
17: A science used to estimate the quality of psychological measures such as those used in personnel selection is known as
A. Predictive validity
B. Psychometrics
C. Reliability
D. None of these
18: The consistency of measurement is known as
A. Predictive validity
B. Psychometrics
C. Reliability
D. None of these
19: Selection interview conversation or discussion between a _______ and an organizational representative used to screen job applicants
A. job applicant
B. Worker
C. Employ
D. None of these
20: A type of structured interview in which job applicants are asked what they would do in a hypothetical work-related situation is known as
A. Situational interview
B. Selection interview
C. Situational judgment test
D. None of these
21: Situational judgment test can be used more easily with ______ of applicants
A. Small numbers
B. Medium numbers
C. large numbers
D. All of these
22: Which interview in which all job applicants are asked the same, job-related questions ?
A. Situational interview
B. Selection interview
C. Situational judgment test
D. Structured interview
23: When the interviewer has a conversation with a job applicant with no fixed protocol for each applicant is known as
A. Situational interview
B. Selection interview
C. Unstructured interview
D. Structured interview
24: The degree to which an HR function is worth the time or money it requires is known as
A. Utility
B. Validity generalization
C. Validity
D. Validity coefficient
25: Define validity:
A. The correlation between a selection procedure (e.g., a test) and job performance
B. The assumption that selection procedures that have been validated for similar jobs in similar organizations
C. The accuracy of a measure, or the degree to which an assessment measures what it is supposed to measure
D. None of these
26: Validity coefficient is the correlation between a selection procedure (e.g., a test) and ______
A. job performance
B. job efficiency
C. Job work
D. All of these
27: Validity generalization the assumption that selection procedures that have been validated for similar jobs in similar organizations
A. True
B. False
28: A sample or example of the work produced by a job applicant is known as
A. Work sample
B. Apprenticeship
C. Behavior criteria
D. None of these
29: _____ refers to a reliability estimate of a test or a measure.
A. Correlation coefficient
B. Interrater agreement
C. Selection utility
D. Correlation matrix
30: ______ refers to the degree to which a predictor actually measures what it is supposed to measure.
A. Dependability
B. Consistency
C. Validity
D. Utility
31: Which type of validity is typically done via a job analysis with SME input?
A. Internal
B. Concurrent
C. Predictive
D. Content
32: To evaluate the ______ of a test used during the selection process, one would administer the test to job applicants and then examine whether there is a statistical relationship between the test scores and their later job performance scores.
A. Concurrent validity
B. Predictive reliability
C. Descriptive validity
D. Predictive validity
33: Which coefficient refers to the correlation between the predictors and job performance?
A. Reliability
B. Statistical
C. Validity
D. Utility
34: Content, criterion-related, and construct validity are three ways of showing ______.
A. Reliability of the measure
B. Reliability of the selection process
C. Validity of the selection process
D. Utility of the selection process
35: If selection procedures have been validated for similar jobs in similar organizations, they can be assumed to be valid for new situations. This is called validity ______.
A. Utility
B. Reliability
C. Transferability
D. Generalization
36: The goal of predictive validity is to have selection procedures that are correlated with ______.
A. Organizational commitment
B. Job performance
C. Job satisfaction
D. Turnover
37: Managers who select candidates based on ______ are less likely to choose the right ones.
A. Observations
B. Instincts
C. Experience
D. References
38: ______ interviews involve meeting with job candidates without having a fixed protocol or set of questions.
A. Unstructured
B. Impromptu
C. Functional
D. Truncated
39: Which type of interview has good predictive validity in making hiring decisions?
A. Unstructured
B. Structured
C. Situational
D. Behavioral
40: Research has shown that ______ interviews measure cognitive ability and job knowledge, while ______ interviews measure personality variables and job experience.
A. Structured; unstructured
B. Unstructured; structured
C. Situational; behavioral
D. Behavioral; situational
41: Which selection tool measures the ability to recognize and evaluate emotions in oneself and others and behave accordingly?
A. Emotional intelligence tests
B. Cognitive ability tests
C. Integrity tests
D. Personality tests
42: Job applicants prefer ______ interview questions.
A. Job-related
B. Abstract
C. Predictable
D. Personalized
43: Companies sometimes decide to administer selection procedures sequentially in what is called a ______ approach.
A. Systematic
B. Multiple-hurdle
C. Serial
D. Successive
Selection Processes and Procedures in Human Resource management MCQs
