Developing employment measures

Question 4: False. While numerical ratings seem objective, they are still based on human judgment and can be influenced by biases. The process of assigning the numbers may be objective, but the underlying judgment is often subjective.

Question 5: Setting specific quotas for the number of minorities who should apply. Quotas are illegal in employment. The other options are acceptable and often encouraged as ways to broaden the applicant pool.

Question 6: that are broad and may include multiple factors. Competencies are broader, more encompassing concepts than KSAOs (Knowledge, Skills, Abilities, and Other characteristics). They often represent clusters of KSAOs.

Question 7: all of the above. The correlation coefficient indicates both the strength and direction of a linear relationship between two variables. However, it does not imply causality.

Question 8: Targeted. Targeted recruiting focuses on attracting applicants with specific qualifications, often by using niche job boards or professional organizations related to the desired KSAOs.

Question 9: Two disadvantages of an Internet-only recruiting strategy:

1. Limited Reach: An internet-only approach can exclude individuals without internet access or those less comfortable with online applications. This can disproportionately affect certain demographic groups and limit the diversity of the applicant pool.
2. Overwhelming Volume of Applicants: Online job postings can generate a very high volume of applications, many of which may be unqualified. This can create a significant burden for recruiters and make it difficult to identify the most qualified candidates.

Question 10: Criterion-related validity demonstrates the relationship between a test score and job performance. To evaluate the box office supervisor test using criterion-related validity, you would:

1. Administer the test to a sample of current box office supervisors (or a large group of applicants).
2. Collect performance data for those supervisors. This could include measures like sales volume, customer satisfaction ratings, or performance evaluations.
3. Calculate the correlation between test scores and the performance data. A strong positive correlation would indicate that the test is a valid predictor of job performance. For example, if supervisors who scored highly on the test also had higher sales volumes, this would support the test's validity. This process helps determine if the test actually measures what it claims to measure in relation to success on the job.

Question 1: False. While some flexibility can be helpful, too much leeway in interpreting scores can lead to inconsistency and bias in evaluations. Clear scoring guidelines and standardized interpretation are generally preferred for employment measures.

Question 2: False. Correlation coefficients range from -1 to +1. The sign indicates the direction of the relationship (positive or negative), and the absolute value indicates the strength (closer to 1 means stronger).

Question 3: False. Affirmative Action regulations apply to all aspects of employment, including internal recruitment and promotions.