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Exam 11: Decision Making

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Question 31

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The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.

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Question 32

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Methods of final choice include:

A) random selection and banding
B) substantive and discretionary methods
C) multiple regression and cut scores
D) ranking and grouping

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Question 33

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which of the following is not typically included in a job offer letter?

)In assessing cutoff scores,a "false negative" is an applicant who is assessed as not likely to succeed,but who would have been successful if hired.

The advantages of the "unit weighting" method of determining the score of a job applicant on an assessment instrument is that weighting considers the relative importance of each predictor.

If you are using the "economic gains formula," and you have just increased the validity of your selection procedures with no change in cost,your economic gain value should increase.

Clinical prediction is the assessment of a candidate on the basis of subjective judgments that takes the available information into consideration and concludes with an overall determination of the person's suitability.

Which of the following is a(n) limitation of utility analysis?

The three elements required for a contract to be legally binding are: offer,acceptance and written documentation.

Which of the following circumstances would not enhance the precision of multiple regression as a method for assessing job applicants?

Under which circumstances is "hiring success gain" likely to be optimal?

The multiple hurdles method of setting a passing score for a job predictor would be a cost efficient method for making decisions about both critical and non-critical jobs.

If an HR specialist is assessing the usefulness of predictors in forecasting job success,and it is noted that a given predictor has both high validity and high adverse impact,the HR specialist should conclude __________.

When HR specialists state that a new predictor "adds value" to the prediction of job success,they mean that ____.

Which of the following statements about cutoff scores is a useful guideline for setting cutoff scores?

Disclaimers are often used in letters of appointment,job application blanks,and employee handbooks.

In rational weighting,each predictor receives an equal weighting.

Utility decreases as the number of valid predictors used in the selection process increases.

The selection ratio is the number of people hired divided by the number of applicants,and it is desirable that this ratio be high.

In rational weighting,each predictor receives a differential rather than an equal weighting.