TRUE/FALSE
1.Sound selection processes rarely affect a firm’s bottom line.
2.Accurate selection procedures cannot minimize training costs.
3.Validity is a technical term for effectiveness.
4.In discrimination litigation, courts often judge the job-relatedness of a selection practice based on whether the selection criteria are based on job analysis.
5.The reliability of a measure refers to its consistency.
6.The reliability of a selection interview will generally not be affected by an interviewer’s behavior.
7.The behavior consistency model implies that the most effective selection procedures are those that focus on the candidates’ past or present behaviors in situations that closely match those they will encounter on the job.
8.The more closely an assessment simulates actual job behaviors, the better the prediction.
9.In using a criterion-related strategy to assess and document the validity of selection practices, a firm attempts to demonstrate that other companies have already demonstrated the validity of the selection instruments for similar jobs.
10.Predictor scores report the job performance level achieved by an individual, usually based on supervisor evaluations.