HRM 150 Exam 2 Questions with Correct Answers Latest Update 2025/2026
What is selection? - Answers The process of choosing the best-qualified candidate from the
applicant pool to fill a job.
How does selection differ from recruitment and planning? - Answers Recruitment attracts
applicants; planning identifies job needs; selection chooses who to hire.
What does reliability mean in selection testing? - Answers It measures the consistency of a test
or assessment over time.
What does validity mean in selection testing? - Answers It measures whether the test actually
assesses what it's designed to measure.
What is utility in the selection process? - Answers The overall value and cost-effectiveness of
the selection method.
What does legality mean in the context of selection? - Answers Ensuring the selection process
complies with employment laws and avoids discrimination.
What is acceptability in the selection process? - Answers How fair, practical, and acceptable the
process feels to applicants and managers.
What do cognitive ability tests measure? - Answers Problem-solving, reasoning, and memory
skills.
What do integrity tests assess? - Answers Honesty, dependability, and ethical behavior.
What do personality tests assess? - Answers Traits such as sociability, motivation, and
emotional stability.
What do situational judgment tests measure? - Answers Decision-making and reactions to
hypothetical job-related scenarios.
What are work sample tests? - Answers Tests where candidates perform actual job tasks to
show skill level.
What are the Big 5 personality traits? - Answers Openness, Conscientiousness, Extraversion,
Agreeableness, and Neuroticism.
Which Big 5 trait best predicts job performance? - Answers Conscientiousness.
What's the difference between structured and unstructured interviews? - Answers Structured =
standardized and consistent; Unstructured = open and variable.
Which interview type has higher validity? - Answers Structured interviews.
What is the predictor weighting approach? - Answers Combining test scores using assigned
, importance to each factor.
What is the minimum cutoff approach? - Answers Candidates must meet a minimum score on
each selection test.
What is the compensatory approach? - Answers High scores on one test can make up for lower
scores on another.
What is the multiple hurdles approach? - Answers Applicants must pass each stage before
moving to the next.
Which selection tools tend to have high validity? - Answers Cognitive ability tests, work sample
tests, and structured interviews.
Why should employers avoid screening candidates' social media? - Answers It risks bias, privacy
issues, and unreliable or discriminatory data.
What is a behavioral interview? - Answers An interview that asks about past experiences to
predict future behavior.
What is a situational interview? - Answers An interview that presents hypothetical "what would
you do" scenarios.
What are applicant reactions? - Answers How candidates perceive the fairness and quality of
the hiring process.
What is training? - Answers Activities that improve employees' skills for their current job.
What is development? - Answers Preparing employees for future roles and career growth.
What is a needs assessment? - Answers A process for identifying training needs and
determining if training is necessary.
What are the three parts of a needs assessment? - Answers Organizational, task, and person
analysis.
What does organizational analysis examine? - Answers Company goals, resources, and support
for training.
What does task analysis identify? - Answers Specific skills and knowledge required for a job.
What does person analysis determine? - Answers Who needs training and why.
What are some factors that influence training success? - Answers Trainee motivation,
management support, and effective training design.
What is transfer of training? - Answers The application of learned skills on the job.
What is selection? - Answers The process of choosing the best-qualified candidate from the
applicant pool to fill a job.
How does selection differ from recruitment and planning? - Answers Recruitment attracts
applicants; planning identifies job needs; selection chooses who to hire.
What does reliability mean in selection testing? - Answers It measures the consistency of a test
or assessment over time.
What does validity mean in selection testing? - Answers It measures whether the test actually
assesses what it's designed to measure.
What is utility in the selection process? - Answers The overall value and cost-effectiveness of
the selection method.
What does legality mean in the context of selection? - Answers Ensuring the selection process
complies with employment laws and avoids discrimination.
What is acceptability in the selection process? - Answers How fair, practical, and acceptable the
process feels to applicants and managers.
What do cognitive ability tests measure? - Answers Problem-solving, reasoning, and memory
skills.
What do integrity tests assess? - Answers Honesty, dependability, and ethical behavior.
What do personality tests assess? - Answers Traits such as sociability, motivation, and
emotional stability.
What do situational judgment tests measure? - Answers Decision-making and reactions to
hypothetical job-related scenarios.
What are work sample tests? - Answers Tests where candidates perform actual job tasks to
show skill level.
What are the Big 5 personality traits? - Answers Openness, Conscientiousness, Extraversion,
Agreeableness, and Neuroticism.
Which Big 5 trait best predicts job performance? - Answers Conscientiousness.
What's the difference between structured and unstructured interviews? - Answers Structured =
standardized and consistent; Unstructured = open and variable.
Which interview type has higher validity? - Answers Structured interviews.
What is the predictor weighting approach? - Answers Combining test scores using assigned
, importance to each factor.
What is the minimum cutoff approach? - Answers Candidates must meet a minimum score on
each selection test.
What is the compensatory approach? - Answers High scores on one test can make up for lower
scores on another.
What is the multiple hurdles approach? - Answers Applicants must pass each stage before
moving to the next.
Which selection tools tend to have high validity? - Answers Cognitive ability tests, work sample
tests, and structured interviews.
Why should employers avoid screening candidates' social media? - Answers It risks bias, privacy
issues, and unreliable or discriminatory data.
What is a behavioral interview? - Answers An interview that asks about past experiences to
predict future behavior.
What is a situational interview? - Answers An interview that presents hypothetical "what would
you do" scenarios.
What are applicant reactions? - Answers How candidates perceive the fairness and quality of
the hiring process.
What is training? - Answers Activities that improve employees' skills for their current job.
What is development? - Answers Preparing employees for future roles and career growth.
What is a needs assessment? - Answers A process for identifying training needs and
determining if training is necessary.
What are the three parts of a needs assessment? - Answers Organizational, task, and person
analysis.
What does organizational analysis examine? - Answers Company goals, resources, and support
for training.
What does task analysis identify? - Answers Specific skills and knowledge required for a job.
What does person analysis determine? - Answers Who needs training and why.
What are some factors that influence training success? - Answers Trainee motivation,
management support, and effective training design.
What is transfer of training? - Answers The application of learned skills on the job.
