Chapter 2: Finding And Measuring Talent

10 Questions

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Chapter 2: Finding And Measuring Talent


Questions and Answers
  • 1. 
    Proponents of talent management claim that an organisation’s success is dependent on its ability to:
    • A. 

      Attract, develop and retain talented employees

    • B. 

      Recruit the most intelligent employees

    • C. 

      Offer an excellent reward package to employees

    • D. 

      Attract the most talented leaders.

  • 2. 
    A competency framework:
    • A. 

      Can be used throughout the talent management process

    • B. 

      Should be based on a thorough job analysis

    • C. 

      Needs competencies that can be clearly measured

    • D. 

      All of the above.

  • 3. 
    In psychological measurement, a reliable measure:
    • A. 

      Gives consistent results

    • B. 

      Is produced by a reputable test publisher

    • C. 

      Has had a lot of investment in research and development

    • D. 

      Can be used to select people for many different jobs.

  • 4. 
    The most important type of validity in work-based psychometric measures is probably:
    • A. 

      Face validity

    • B. 

      Criterion validity

    • C. 

      Construct validity

    • D. 

      Content validity.

  • 5. 
    A useful rule of thumb in assessing an ability test’s construct validity is to have an r value greater than:
    • A. 

      0.6

    • B. 

      0.7

    • C. 

      0.8

    • D. 

      0

  • 6. 
    The selection methods with the highest predictive validity are:
    • A. 

      References and interviews

    • B. 

      Personality tests and unstructured interviews

    • C. 

      Work samples and cognitive ability tests

    • D. 

      Biodata and self-assessment.

  • 7. 
    An example of the primacy/recency bias in interviews is:
    • A. 

      The way interview questions are often asked so that the most important question comes first or last

    • B. 

      An interviewer’s preference for someone who is more like him/her

    • C. 

      An interviewee’s preference for going first or last in the sequence of candidates

    • D. 

      An interviewer’s tendency to remember the first and last candidates better than the others.

  • 8. 
    General Mental Ability:
    • A. 

      Is one of the best predictors of job performance

    • B. 

      Should never be used to choose candidates for a job

    • C. 

      Cannot be measured accurately

    • D. 

      Is less useful than references in selecting job candidates.

  • 9. 
    Adverse impact is defined as:
    • A. 

      When two groups score differently on a particular measure but there is no difference in their success rates

    • B. 

      Any selection test that is unfair

    • C. 

      A biased interview style

    • D. 

      When two groups score differently on a particular measure and this results in a lower success rate for one group.

  • 10. 
    Although biodata can be a useful way to screen job candidates, it is not widely used because:
    • A. 

      It unfairly discriminates against certain ethnic groups

    • B. 

      It is expensive to set up

    • C. 

      It relies on physical measurements like blood pressure

    • D. 

      It can be easily faked.