Q1- As a mid-level manager, Elisa is in charge of selecting between finalist candidates for her engineering department. In the past, they have generally recruited and selected external candidates, from which she utilized discretionary methods to determine her final hires. Her department has begun a push for internal selection, and when selecting her final hires in the discretionary phase one unique difference she has found is likely that:

• Limited measures are utilized.
• Less assessors and decision-makers (including herself) are used to rate the applicants in terms of quality and ultimately "hireability".
• The incorporation of OCBs (and CWBs) into the decision making process has lesser information from which to draw from.
• Finalists tends to stay within the organization even if not selected.

Q2- Brian is deciding between utilizing an internal as opposed to an external selection process and is weighing the pros and cons associated with each other. One of the primary advantages of an internal selection system includes:

• Limited relevance and depth of data that is available per candidate.
• Decision-making based on criteria as opposed to predictors.
• Increased potential diversity with regard to specifically targeted/desirable KSAOs.
• All of the above.

Q3- Allison has to come to realize that her organization's ___________ is only as good as their_________ .

• Sample size/population
• Mean or average/standard deviation
• predictors/criteria
• TMS/HRiS

Q4- When examining the concepts of seniority and experience. Anna has identified that one unique feature of seniority is that

• Much like experience, the validity evidence for seniority reflects reasonable predictive value with regard to job performance.
• Unlike like experience, the validity evidence for seniority reflects reasonable predictive value with regard to job performance.
• Seniority is a greater predictor of job performance when compared to experience
• Seniority is a socially acceptable basis for discriminating against job applicants or current incumbents with regard to recruiment, selection, and promotion-related decisions.

Q5- The HR department of Kaylin's organization has partnered with the management team in the engineering department. Collectively, they have begun to administer measures such as job knowledge tests, interview simulations, and reviews of performance appraisals. These measures are best characterized as being:

• Initial
• Substantive
• Discretionary
• Contingent

Q6- It is generally agreed upon that peer assessment methods/ratings are:

• An excellent tool for internal selection when administered independently.
• An excellent tool for internal selection when administered alongside a measure of TMS (talent management systems).
• An excellent tool for internal selection when administered alongside other SME (subject expert expert) ratings.
• A relatively pool tool for internal selection when administered alongside other SME (subject expert expert) ratings.

Q7- Of the limited plethora of options available with regard to initial internal assessment methods. Alex has identified that one of the key features associated with the relatively common method of informal discussions and recommendation is that they:

• Are often characterized by unique job-related insight associated with internal candidates.
• Provide no predictive value in terms of actual job performance.
• Are questionable with regard to their relevance to actual on-the-job work activity
• Are most saliently associated with higher-ups being given considerable influence in promotion decisions.

Q8- Omar is struggling to determine which of the following measures has the most predictive validity for workplace performance. All disadvantages aside, the best measure out of the options below is likely a(an):

• Intelligence test
• Work sample
• Assessment center
• Structured interview

Q9- Michael is designing his internal selection program under the philosophy that past performance is likely going to be reflective of future or actual on-the-job performance after hiring. This mindset is best represented by:

• Logic of prediction
• Predictors
• Criterion
• Outcome variables

Q10- When determining which methods to incorporate into their internal selection systems, Laith has decided to avoid the use of assessment centers in his small-to-medium sized firm that recently been established. This is most likely due to the notion that:

• Their predictive validity is generally inferior to intelligence tests, which are also considerably cheaper to implement.
• Their predictive validity is generally inferior to work sample tests, which are also considerably cheaper to implement.
• While their predictive validity is high, Assessment Center are only suitable for highly qualified candidates.
• The sheer cost associated with assessment centers is generally very expensive.