Which one of the following is the primary advantage of using management assessment centers in the selection process?

Q: Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed consistency expectancy validity none of these?

Test validity answers the question Does this test measure what its supposed to measure? Validity refers to the correctness of the inferences that we can make based on the test and the accuracy with which a test or interview fulfills the function it was designed to fill.

A) Development costs are very low.
B) Peers are effectively able to predict the success of applicants.
C) Minimal time is required for test administration.
D) Industrial psychologists are involved in the testing process.

Inhaltsverzeichnis Show

What is an assessment centre?
What happens at an assessment centre?
Example assessment day
How will I be assessed?
How do I prepare?
Assessment centre tips
Find out more
Which of the following is the primary advantage of using management assessment centers in the selection process quizlet?
Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed consistency expectancy validity none of these?
Which one of the following is used to measure job knowledge?
Which personality characteristic is comprised of both achievement and dependability quizlet?
Which of the following is an advantage of using the assessment center method?
Which one of the following is the primary disadvantage for employers who use private employment agencies to fill positions?
Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed consistency expectancy validity none of these?
What is the primary goal of employee selection?

Answer:

Giving employers the chance to compare the performance of lots of candidates at the same time assessment centres are a very common feature of graduate recruitment

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What is an assessment centre?
What happens at an assessment centre?
Example assessment day
How will I be assessed?
How do I prepare?
Assessment centre tips
Find out more
Which of the following is the primary advantage of using management assessment centers in the selection process quizlet?
Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed consistency expectancy validity none of these?
Which one of the following is used to measure job knowledge?
Which personality characteristic is comprised of both achievement and dependability quizlet?

What is an assessment centre?

An assessment centre (or assessment day) is a combination of tasks and activities that test your suitability for the job. You'll have the chance to demonstrate a wider range of skills than you would have been able to during a traditional face-to-face interview.

Hosted over anything from an afternoon to two days, assessment centres are often the final stage of the selection process for large graduate recruiters. You'll usually be joined by six to eight other candidates, but it's important to keep focused on your own performance.

What happens at an assessment centre?

Assessment days can be held anywhere from the employer's offices to a hotel or training facility. However, COVID-19 saw the majority of assessment centres carried out online and even with restrictions easing it's likely to remain a mix of in-person and virtual assessment centres going forward. You will work both individually and as part of a group on a variety of exercises, including:

case studies
group discussions
in-tray exercises
presentations
psychometric tests
role play
social events
written tests.

Find out more about interview tests and exercises.

Example assessment day

Assessment centres vary in length, style and content, but an example assessment day might be as follows:

09.00 - introduction
09.15 - employer presentation and group ice-breaker exercise
10.00 - psychometric tests
11.30 - individual task: in-tray exercise
12.45 - lunch
13.45 - group exercise: case study
14.45 - assessment interviews
16.15 - individual presentations
17.15 - evaluation
17.30 - finish.

How will I be assessed?

Employers don't just assess you against job competencies. They also aim to ensure that you're the right fit for the company. Being scrutinised for such a long time can be challenging, but assessment centres allow you to compensate for poor performance in one task by excelling in another.

Key skills that employers look for include:

adaptability
analytical thinking
commercial awareness
communication
creativity
decision-making
leadership
negotiation
organisation
persuasion
planning
teamwork
time management.

Assessors, who are usually a mix of HR consultants and line managers, score your actions against competency frameworks. They discuss all aspects of your performance before reaching a final decision on whether or not to hire you. All, several, one or none of the candidates could be successful.

You may find out there and then whether you've got the job or it could take a few days, but the employer will let you know when you're likely to hear the result. If you've been unsuccessful, make sure you ask for feedback so that you know what you need to work on for the next assessment day.

How do I prepare?

As with interviews, assessment centre preparation is vital. It's important that you:

Call the organisation's graduate recruitment team if something is unclear.
Give yourself time to complete and practise any material that you've been asked to prepare.
Identify which skills, interests and experiences the employer is looking for by revisiting the job description and any other material that the company has sent you.
Practice potential exercises with a friend or family member.
Read the organisation's website, social media profiles and key literature (e.g. business plan, financial reports and corporate social responsibility strategy), ensuring that you're prepared to share your views and ideas.
Reflect on your first interview, asking the company for feedback, reviewing your performance, and noting any questions or situations that caused you difficulty.
Research the news, trends, competitors, history and opportunities of the organisation and its job sector.
Review your CV and application form.
Visit your university's careers and employability service for further guidance, as many have practice resources, offer one-on-one coaching and host mock assessment centre interviews.

Choose your outfit the night before, get plenty of sleep and avoid alcohol consumption. Plan your journey, aiming to arrive at least ten minutes early. If the event is online make sure all your equipment works and you are familiar with the software that the assessment centre is being held on. Completing a 'dry run' if possible also combats nerves.

For free practice tests see psychometric tests, or get advice on preparing for and answering some of the most common interview questions.

Assessment centre tips

It's important that you:

are assertive during all exercises
don't dwell on any mistakes, instead concentrate on performing well in the next task
ensure that the assessors can see your working methodology
don't worry about the other candidates, and instead focus on putting your key skills forward
draw others into group discussions
ensure that you understand the requirements of each task by quickly digesting the brief, and revisit this once you understand the overall challenge
join in with discussions, even at 'informal' mealtimes, and ask other candidates about university if you're struggling for conversation
maintain a friendly and polite manner with everyone you meet, and remember that you're always being assessed
relax and let your personality shine, as assessors warm to individuality.

Find out more

Explore how to prepare for an interview.

Which of the following is the primary advantage of using management assessment centers in the selection process quizlet?

Which one of the following is the primary advantage of using management assessment centers in the selection process? Experts observe and appraise each candidate's leadership potential.

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed consistency expectancy validity none of these?

Test validity answers the question "Does this test measure what it's supposed to measure?" Validity refers to the correctness of the inferences that we can make based on the test and the accuracy with which a test or interview fulfills the function it was designed to fill.

Which one of the following is used to measure job knowledge?

Answer and Explanation: The answer is C. Achievement tests. It is used to determine what a candidate already knows concerning the position for which they applied. It assesses the level of knowledge and skills that an individual has for a particular job or a certain required field.

Which personality characteristic is comprised of both achievement and dependability quizlet?

Which personality characteristic is comprised of both achievement and dependability? Explanation: Conscientiousness is comprised of two related facets: achievement and dependability. According to research, conscientiousness has been the most consistent and universal predictor of job performance.

Which of the following is an advantage of using the assessment center method?

Advantages of Assessment Centres. It is a fair and accurate way of selecting a candidate. It not only helps in selecting the right candidate for the position but also enhances the knowledge of the participants and boosts their thinking procedure and also improves their efficiency at work.

Which one of the following is the primary disadvantage for employers who use private employment agencies to fill positions?

The correct answer is B) Applicant screening may not be thorough. Many businesses give the hiring process to private employment agencies to complete hiring requirements in the firm. The primary disadvantage faced by them is with the screening process.

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed consistency expectancy validity none of these?

What is the primary goal of employee selection?

Employee selection is the process of talent acquisition for a specific job. The goal of this method is to match the requirements of a job description with the experience, competences and qualifications of candidates. An employee selection process varies according to the type of firm hiring and the position available.