14 tb

Question 1

testing from WWII to present

Answer 1

army general classification test developed to place US army recruits

Question 2

What was the role of the Civil Rights movement in testing?

Answer 2

drew attention to issues of test validity and fairness

federal governments uniform guidelines on employee procedure of 1978 developed

Question 3

What are the myths about pre-employment testing?

Answer 3

the organization will be sued

pre-employment tests cost too much

pre-employment testing is too time-consuming

pre-employment testing does not work

Question 4

the organization will be sued

Answer 4

proving that the test is valid predictor of job performance and consistent with business necessity

also many test that do not discriminate against protected classes

Question 5

proving that the test is valid predictor of job performance and consistent with business necessity

also many test that do not discriminate against protected classes

Answer 5

the organization will be sued

Question 6

pre-employment tests cost too much

Answer 6

tests can cost from $25 to $200 per individual

the cost of a bad hiring decision is greater

Question 7

tests can cost from $25 to $200 per individual

the cost of a bad hiring decision is greater

Answer 7

pre-employment tests cost too much

Question 8

pre-employment testing is too time-consuming

Answer 8

new testing formats can be administered efficiently and accurately and can e scored in a little as 30 minutes

Question 9

new testing formats can be administered efficiently and accurately and can e scored in a little as 30 minutes

Answer 9

pre-employment testing is too time-consuming

Question 10

pre-employment testing does not work

Answer 10

using reliable and valid tests work for screening job applicants

Question 11

using reliable and valid tests work for screening job applicants

Answer 11

pre-employment testing does not work

Question 12

traditional interview

Answer 12

interviewer pursues different areas of inquiry with each job candidate

Question 13

interviewer pursues different areas of inquiry with each job candidate

Answer 13

traditional interview

Question 14

limitations of traditional interview

Answer 14

is not a reliable or valid predictor of job performance

Question 15

structured interview

Answer 15

interviewer asks same questions of all job candidates

Question 16

interviewer asks same questions of all job candidates

Answer 16

structured interview

Question 17

When and why do we ask probing questions?

Answer 17

when we do not fully understand da response, when answers are vague or ambiguous or when we want to obtain more specific or in depth information

Question 18

How does interviewing influence whether or not a candidate will remain on the job?

Answer 18

the candidates have more realistic expectations, they are likely to remain on the job longer than those that had low expectations

Question 19

What are work samples?

Answer 19

smaller-scale assessment in which candidates complete job-related task such a building a sawhorse or designing a toy horse

Question 20

examples of work samples

Answer 20

building a sawhorse or designing a toy house

Question 21

Do performance tests yield high validity?

Answer 21

yes. they’re found to be valid predictors of job performance

Question 22

What are performance appraisals?

Answer 22

formal evaluations of employees’ performance

Question 23

formal evaluations of employees’ performance

Answer 23

performance appraisals

Question 24

Why is rater training important/relevant for performance appraisal?

Answer 24

because the people who work close to the individual see how they perform on a daily basis