Chapter 10 - Internal Selection

Chapter 10 Internal Selection Answer Key

Preliminary Issues
True / False Questions

1. Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences. FALSE

2. In comparison with external selection, internal selection places greater emphasis on predictor signs than samples. FALSE

3. In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity. TRUE

4. Organizations typically have better data with which to make choices on internal than external candidates. TRUE

5. Depth of information and relevance are the only advantages that internal selection has over external selection. FALSE

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6. Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills. TRUE

Multiple Choice Questions

7. In comparing internal selection with external selection, an advantage of internal selection is that ________. A. internal selection requires few procedures to locate and screen viable job candidates B. internal selection presents fewer dangers of incurring legal liability than external selection C. information about internal candidates tends to be more verifiable than information about external candidates D. there is less need to use multiple predictors in assessing internal candidates than with external candidates

8. Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________. A. the logic of prediction can be applied more precisely for internal selection than for external selection B. the logic of prediction has identical application for internal and external selection C. the logic of prediction works better for external selection than for internal selection D. this concept does not apply to internal selection

9. While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________. A. bribery for promotions is widespread B. impression management and politics can play a role in who gets promoted C. internal candidates with poor technical skills are likely to be promoted D. instincts and intuition are not given enough weight

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10. Problems with using others' "feelings" about a job applicant include _____________. A. lowered hiring standards for some employees B. discrimination on the basis of protected class status C. decisions with low validity D. all of the above

Initial Assessment Methods

True / False Questions

11. Talent management systems keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees. TRUE

12. Organizations find that talent management systems are low cost and require little expertise. FALSE

13. A virtue of peer assessments is that they rely on raters who are very knowledgeable of applicants' KSAOs. TRUE

14. A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring. FALSE

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Multiple Choice Questions

15. Where peer assessments are concerned, it would be accurate to say that _____________. A. peer ratings rely on voting to select the most promotable applicants B. peer assessments are used for both internal and external applicants C. peer rankings rely on ordering of peers being assessed D. peer rankings rely on assessments of each applicant using scores on a continuous numerical scale

16. An important advantage of peer assessments is __________. A. lower probability of bias in the assessment B. greater clarity in the criteria for assessment C. enhanced employee morale through the fostering of a competitive spirit D. greater knowledge of the applicants' KSAOs

17. Which of the following statements about various methods of managerial sponsorship is false? A. A coach is available to the person being assisted on and off the job. B. A coach provides day-to-day feedback. C. A mentor becomes personally responsible for the success of the person being assisted. D. A sponsor actively promotes the person being assisted for advancement opportunities.

Substantive Assessment Methods

True / False Questions

18. Experience refers to length of service or tenure with a job, department or organization. FALSE

19. Seniority and experience are among the most prevalent methods of internal selection. TRUE

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20. Seniority is a highly valid method for internal selection. FALSE

21. The validity of experience is higher than seniority for internal selection. TRUE

22. Experience is better suited to predict long-term rather than short-term potential. FALSE

23. Job knowledge tests hold great promise as a predictor of job performance. TRUE

24. One advance over the simple use of performance ratings is to review past performance records more thoroughly, including an evaluation of various dimensions of performance that are particularly relevant to job performance. TRUE

25. The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder. FALSE

26. In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position. FALSE

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27. One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases. TRUE

28. The incremental validity of assessment centers in predicting performance is relatively small. TRUE

29. A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center. FALSE

30. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses. TRUE

31. When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity. FALSE

32. Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase. TRUE

33. Assessment centers tend to generate positive reactions from participants. TRUE

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34. If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation. FALSE

35. One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired. TRUE

36. In-basket exercises are the most commonly used exercises in assessment centers. TRUE

37. Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests. FALSE

38. One of the biggest limitations of assessment centers is their cost. TRUE

39. Personality tests are used to predict the success of employees in overseas assignments. TRUE

Multiple Choice Questions

40. Which of the following is examples of substantive methods for internal selection? A. Skills inventories B. Managerial sponsorship C. Career concepts D. Performance appraisals

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41. Which of the following is true regarding performance appraisals and internal selection? A. It is illegal for organizations to use performance appraisals as a basis for internal selection decisions. B. Performance appraisals have no validity. C. Performance appraisals have no reliability. D. Performance appraisals are readily available in most organizations.

42. Which of the following factors is the most relevant to the theory behind assessment centers? A. Prediction of the individual's behavior in critical roles through assessment by multiple methods. B. Matching applicants to KSAOs required by the job. C. Shortening the period of time needed to complete an assessment for a managerial position. D. Substituting HR assessors for line management assessors.

43. A job candidate responding to an "in-basket exercise" would most likely be asked to _________. A. make a simulated visit to a customer location B. participate in an interview simulation C. complete a written test to assess KSAOs D. draft memos to respond to letters received

44. The use of the case analysis method of assessment is most appropriate for assessing ____________. A. ability to perform a technical task B. problem-solving abilities C. leadership skills D. social-interactive skills

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45. The validity of assessment centers as a method for internal selection is approximately ___________. A. .00 B. .05-.15 C. .25-.35 D. .50-.60

46. If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________. A. assessment center B. in-basket exercise C. role play D. oral presentation

47. Which of the following assessment methods does not have at least moderately high validity? A. assessment centers B. job knowledge tests C. seniority D. work experience

48. The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods. A. discretionary B. initial C. substantive D. sequential E. compensatory

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49. Which of the following is true regarding seniority? A. It refers to length of service or tenure. B. It is closely related to the type of job experience. C. It is closely related to the quality of job experience. D. It is a highly valid selection method.

50. Research on the use of selection and experience as internal selection methods indicates that ___________. A. seniority is a more valid method of internal selection than experience B. seniority is better suited to predict short-term rather than long-term potential C. experience is less likely to be content valid if the past or present jobs are similar to the future job D. experience is unlikely to remedy initial performance difficulties of low ability employees

51. The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______. A. Peter Principle B. Promotability Principle C. Career Concept Principle D. 4/5 Principle

Legal Issues
True / False Questions

52. Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process. TRUE

53. One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans. TRUE

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Multiple Choice Questions

54. Which of the following is an advantage of external recruiting? A. they ensure consistency from opening to closing B. they are useful for companies too small to have dedicated recruiters C. they are very inexpensive D. all of the above

55. An organization which is committed to shattering the "glass ceiling" should ___________. A. decrease its use of selection plans B. emphasize the use of traditional assessment methods C. pay attention to the types of KSAOs needed for advancement D. undertake programs to raise employees' awareness of general career issues

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