SHRM Ch6 (Selection)

Selection is a(n) _______ process of deciding which applicants to hire.

• systematic

• perfunctory

• required

• ongoing

Selection is about ________ which job applicant is best for the job.

• deciding

• guessing

• predicting

• accepting

______ is the extent to which there is a good match between the characteristics of a potential employee, such as knowledge, skills, values, and the requirements of the job.

• Person-organization fit

• Person-group fit

• Person-job fit

• Person-knowledge fit

The extent to which a selection measure yields consistent results over time or across raters is called ______.

• reliability

• validity

• selection bias

• contrast bias

If an applicant takes a test today and then retakes it a week from now, we expect the scores to be similar. This correlation between the scores means there is ______.

• test-retest reliability

• multi-test predictability

• test consistency

• score leveling

A high ______ between two test administrations indicates that the test is reliable.

• score

• correlation

• completion rate

• failure rate

______ is the extent to which a selection method measures what it is supposed to measure and how well it does so.

• Reliability

• Selection bias

• Contrast bias

• Validity

An individual with the skills, knowledge, and expertise related to a particular job is referred to as ________.

• job incumbent

• subject matter expert

• content validator

• expert

If a test of business acumen actually measures business related knowledge, the test is said to have __________.

• construct validity

• concurrent criterion-related validity

• predictive criterion-related validity

• content validity

______ occurs when one’s personal views are allowed to affect the outcome of the decision-making process rather than basing the decision on the results of the selection measures.

• Contrast effect

• Halo effect

• Selection bias

• Impression bias