Question 1 | 1 / 1 point |
One advantage to utilizing a realistic job preview is that job applicants will self-select into and out of the organization.
True | ||||
False | ||||
Question 2 | 1 / 1 point | |||
In most modern organizations, jobs are well established and change little over time.
True | ||||
False | ||||
Question 3 | 1 / 1 point | |||
Perfect reliability is impossible to achieve because of the presence of measurement error.
True | ||||
False | ||||
Question 4 | 1 / 1 point | |||
When developing employment measures, it is a good idea to give raters some leeway to interpret the meaning of scores as fits the specific situation.
True | ||||
False | ||||
Question 5 | 0 / 2 points | |||
What are two of the major strategies for recruiting discussed in this course?
Branded and hypothetical | |||
Internal and cross-territory | |||
Realistic and targeted | |||
Open and fundamental | |||
Question 6 | 2 / 2 points | ||
Which method of recruiting is most effective at reducing turnover?
Considerate | |||
Branded | |||
Realistic | |||
Targeted | |||
Question 7 | 2 / 2 points | ||
Which of the following is true of realistic job previews in internal recruiting?
Research suggests they can increase turnover. | |||
They cannot be used effectively for internal selection. | |||
They are even more important than for external recruiting. | |||
They are most necessary for newly created jobs or jobs in new locations. | |||
Question 8 | 2 / 2 points | ||
Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?
Branded | |||
Realistic | |||
Considerate | |||
Targeted | |||
Question 9 | 0 / 4 points | ||
List and explain 2 disadvantages to using an Internet-only recruiting strategy.
Question 10 |
Question 10 | 0 / 4 points |
Your boss asks you to explain how criterion-related validity would be used to evaluate an employment test for the job of box office supervisor. Provide a brief explanation to help her understand.