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Recruitment and Selection Online Exam Quiz

Important questions about Recruitment and Selection. Recruitment and Selection MCQ questions with answers. Recruitment and Selection exam questions and answers for students and interviews.

The validity test that focused on comparing test scores of already existing employees to a measure of their job performance, is

Options

A : a. concurrent validity

B : b. predictive validity

C : c. criterion validity

D : d. content validity

In big five models, 'agreeableness' is the tendency to be

Options

A : a. sociable

B : b. trusting

C : c. compliant

D : d. both b and c

The first step in validating a test is to

Options

A : a. analyze the job

B : b. choose the tests

C : c. administer the tests

D : d. Relate test scores

In big five model, 'extraversion' is the tendency to be

Options

A : a. assertive

B : b. unconventional

C : c. autonomous

D : d. achievement

In big five model, 'conscientiousness' is the tendency to be

Options

A : a. unconventional

B : b. assertive

C : c. achievement

D : d. autonomous

A test, examinees respond to situations representing jobs, known as

Options

A : a. situational test

B : b. reasoning test

C : c. video simulation test

D : d. job training

The employees training and evaluating performance before actual job is

Options

A : a. situational test

B : b. reasoning test

C : c. video simulation test

D : d. miniature job training

The comparison of people's interests with people in same occupation is

Options

A : a. interest inventory

B : b. HR applicant's inventory

C : c. management assessment center

D : d. all of above

The second step in validating a test is

Options

A : a. analyze the job

B : b. choose the tests

C : c. administer the tests

D : d. relate test scores

The test in which PC-based situations and choices are given to solve the situation is called

Options

A : a. situational test

B : b. reasoning test

C : c. video simulation test

D : d. miniature job training

The typical simulated tasks include

Options

A : a. management games

B : b. leaderless group discussion

C : c. The in-basket

D : d. all of above

The validity of structured interviews is

Options

A : a. high

B : b. low

C : c. moderate

D : d. none of above

The 'expectancy chart' is a graph to show relationship between

Options

A : a. tasks performed and time utilized

B : b. test scores and job performance

C : c. both a and b

D : d. none of above

The tests are classified on the basis of measurement of

Options

A : a. mental abilities

B : b. personality and interests

C : c. physical abilities

D : d. all of above

A test's validity can be demonstrated in

Options

A : a. Two ways

B : b. Three ways

C : c. Four ways

D : d. Five ways

The validity test for applicants for a specific job is called

Options

A : a. concurrent validation

B : b. predictive validation

C : c. criterion validity

D : d. content validity

The types of 'test validity' consist of

Options

A : a. criterion validity

B : b. content validity

C : c. Score validity

D : d. both a and b

Measuring performance on basis of job tasks actually done is called

Options

A : a. sampling technique

B : b. work sampling technique

C : c. work sample

D : d. all of above

Through test measuring for checking what we intended to know, is

Options

A : a. test validity

B : b. criterion validity

C : c. content validity

D : d. reliability

In a big five models, 'openness to experience' is the tendency to be

Options

A : a. imaginative

B : b. assertive

C : c. achievement

D : d. autonomous

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