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Author Question: As an HR manager, why would you most likely NOT use predictive validity to validate a selection ... (Read 39 times)

colton

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on: Jul 7, 2018
As an HR manager, why would you most likely NOT use predictive validity to validate a selection test?
 
  A) lack of technical soundness
  B) stressful for job applicants
  C) associated time and cost
  D) poor motivation test

Question 2

During the selection process for a telemarketing position, Alex was given a test to measure his awareness of the job's duties. Which type of test did Alex most likely take?
 
  A) psychomotor abilities
  B) cognitive aptitude
  C) job knowledge
  D) work-sample


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Christopher

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Reply #1 on: Jul 7, 2018
Answer to Question 1

Answer: C

Answer to Question 2

Answer: C


colton

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Reply 2 on: Jul 7, 2018
Thanks for the timely response, appreciate it

cassie_ragen

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Reply 3 on: Yesterday
Wow, this really help

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