True / False Questions
1. The first step in developing a selection plan is to list relevant KSAOs associated with a job.
2. The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.
3. Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.
4. A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.
5. Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.
6. A major problem with resumes and cover letters is lying.
7. Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
8. Résumé scanning software tends to look for nouns more than action verbs.
9. Video résumés have become a major component of selection in most large organizations.
10. To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.
11. Research has found that level of education is moderately related to job performance.
12. College grades are more valid predictors of job performance than high school grades.
13. Research suggests that the quality of the school a person graduates from makes a difference in the labor market.
14. Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.
15. Occupational certification helps guard against the misuse of job titles in human resource selection.
16. Scored evaluations of unweighted application blanks are good predictors of job performance.
17. The validity evidence for weighted application blanks is better than that for unweighted application blanks.
18. Most organizations use only weighted application blanks for initial screening decisions.
19. The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
20. Biodata refers to medical or physiological tests of applicants prior to hiring.