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Question 1 (0.5 points)

Validity will tell you how …

Question 1 options:

Â good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
Â good a test is for a non- particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
Â good a test is for a particular situation; reliability will tell you how not trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is reliable, it may not be valid.
Â good a test is for a particular situation; reliability will tell you how trustworthy a score on that test will be. You cannot draw valid conclusions from a test score unless you are sure that the test is reliable. Even when a test is not reliable, it may not be valid.

Question 2 (0.5 points)

The Canadian human rights act is about…

Question 2 options:

Â It is discriminatory practice, directly or indirectly; (a) to refuse to emply or continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
Â It is discriminatory practice, directly or indirectly; (a) to not refuse to emply or continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
Â It is discriminatory practice, directly or indirectly; (a) to refuse to emply or not continue to employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.
Â It is discriminatory practice, directly or indirectly; (a) to refuse to emply or continue to not employ any individual or (b) in the sourse of employment, to differentiate adversly in relation to an employee, on a prohibited ground of discrimination.

Question 3 (0.5 points)

Although a test can be reliable …

Question 3 options:

Â without being not valid, it cannot be valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is intended to measure and, therefore, it is considered invalid.
Â without being valid, it cannot be non-valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is intended to measure and, therefore, it is considered invalid.
Â without being valid, it cannot be valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is intended to measure and, therefore, it is considered invalid.
Â without being valid, it cannot be valid without being reliable. If a test is inconsistent in its measurements, we cannot say it is measuring what it is not intended to measure and, therefore, it is considered invalid.

Question 4 (0.5 points)

Reliability is the degree to which a measuring …

Question 4 options:

Â instrument gives consistent results. The degree to which a measuring instrument can accurately measure that which it is designed to measure is called validity. The quality of research is often evaluated by its validity and reliability.
Â instrument gives non consistent results. The degree to which a measuring instrument can accurately measure that which it is designed to measure is called validity. The quality of research is often evaluated by its validity and reliability.
Â instrument gives consistent results. The degree to which a measuring instrument cannot accurately measure that which it is designed to measure is called validity. The quality of research is often evaluated by its validity and reliability.
Â instrument gives consistent results. The degree to which a measuring instrument can accurately measure that which it is designed to not measure is called validity. The quality of research is often evaluated by its validity and reliability.

Question 5 (0.5 points)

Reliability and validity are both about how well a method measures something: Reliability refers to …

Question 5 options:

Â the non- consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).
Â the consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).
Â the consistency of a measure (whether the results can be reproduced under the same conditions). Validity refers to the non-accuracy of a measure (whether the results really do represent what they are supposed to measure).
Â the consistency of a non-measure (whether the results can be reproduced under the same conditions). Validity refers to the accuracy of a measure (whether the results really do represent what they are supposed to measure).

Question 6 (0.5 points)

The scope of Recruitment and Selection includes the following operations: Dealing with the …

Question 6 options:

Â non-excess or shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
Â excess or non-shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
Â excess or shortage of resources. Preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization
Â excess or shortage of resources. Not preparing the Recruitment policy for different categories of employees. Analyzing the recruitment policies, processes, and procedures of the organization

Question 7 (0.5 points)

An effective recruitment and selection policy not …

Question 7 options:

Â only fulfills the requirements of a job but also ensures that an organization will continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization.
Â only fulfills the requirements of a job but also do not ensures that an organization will continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization.
Â only fulfills the requirements of a job but also ensures that an organization will not continue to maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization.
Â only fulfills the requirements of a job but also ensures that an organization will continue to not maintain its commitment to providing equal opportunity to employees. Adherence to such a policy will let you hire the best possible candidates for your organization.

Question 8 (0.5 points)

Validity is the main extent to which a concept, conclusion or measurement is …

Question 8 options:

Â not well-founded and likely corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.
Â well-founded and likely corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.
Â well-founded and likely not corresponds accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.
Â well-founded and likely corresponds non accurately to the real world. The word “valid” is derived from the Latin validus, meaning strong.

Question 9 (0.5 points)

The duty to accommodate is …

Question 9 options:

Â The duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
Â The non duty to accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
Â The duty to not accommodate is the duty of employers to make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.
Â The duty to accommodate is the duty of employers to not make sure that their workplaces are inclusive and allow all workers to participate fully. This duty relates to the grounds of discrimination in human rights laws.

Question 10 (0.5 points)

The Employment Standards Act sets the …

Question 10 options:

Â non-minimum standards for wages and conditions of employment that apply in most workplaces in British Columbia. For those employees who are covered by a union collective agreement, the agreement supersedes the Act.
Â minimum standards for wages and conditions of employment that do not apply in most workplaces in British Columbia. For those employees who are covered by a union collective agreement, the agreement supersedes the Act.
Â minimum standards for wages and conditions of employment that apply in most workplaces in British Columbia. For those employees who are covered by a union collective agreement, the agreement supersedes the Act.
Â minimum standards for wages and conditions of employment that apply in most workplaces in British Columbia. For those employees who are not covered by a union collective agreement, the agreement supersedes the Act.

Question 11 (0.5 points)

Employment Equity is about…

Question 11 options:

Â Administrative mechanisms non-set up in many Canadian organizations, to promote the recruitment and selection of people from designated groups. (Equity act is about removing barriers for designated groups).
Â Administrative mechanisms set up in many Canadian organizations, to promote the recruitment and selection of people from designated groups. (Equity act is about removing barriers for designated groups).
Â Administrative mechanisms set up in many Canadian organizations, to not promote the recruitment and selection of people from designated groups. (Equity act is about removing barriers for designated groups).
Â Administrative mechanisms set up in many Canadian organizations, to promote the recruitment and non-selection of people from designated groups. (Equity act is about removing barriers for designated groups).

Question 12 (0.5 points)

Reliable tests produce …

Question 12 options:

Â dependable, repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
Â non-dependable, repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
Â dependable, non-repeatable, and consistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.
Â dependable, repeatable, and nonconsistent information about people. In order to meaningfully interpret test output and make useful hiring decisions, you need a reliable test.

Question 13 (0.5 points)

Labour law is about…

Question 13 options:

Â Federal and provincial employment standards, and related legislation granting employment rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations.
Â Federal and provincial nonemployment standards, and related legislation granting employment rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations.
Â Federal and provincial employment standards, and related legislation not granting employment rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations.
Â Federal and provincial employment standards, and related legislation granting employment non rights to both employers and employees, but also impose a wide range of employment responsibilities and obligations.

Question 14 (0.5 points)

The purpose of the ESA is to protect …

Question 14 options:

Â non-employees from receiving less than the minimum that is required. It is important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.
Â employees from receiving less than the minimum that is required. It is important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.
Â employees from receiving more than the minimum that is required. It is important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.
Â employees from receiving less than the minimum that is required. It is not important to note that it is within the employer’s power to provide the employee with more than the minimum the ESA outlines.

Question 15 (0.5 points)

The Selection is the process of choosing …

Question 15 options:

Â the most suitable candidate for the non-vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.
Â the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.
Â the most suitable candidate for the vacant position in the organization. In other words, selection means not weeding out unsuitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.
Â the most suitable candidate for the vacant position in the organization. In other words, selection means weeding out suitable applicants and selecting those individuals with prerequisite qualifications and capabilities to fill the jobs in the organization.

Question 16 (0.5 points)

Under this regime of pay equity act, employers have to …

Question 16 options:

Â not proactively examine their compensation practices. This is to ensure that they are providing equal pay to men and women doing work of equal value.
Â proactively examine their compensation practices. This is to not ensure that they are providing equal pay to men and women doing work of equal value.
Â proactively examine their compensation practices. This is to ensure that they are providing non- equal pay to men and women doing work of equal value.
Â proactively examine their compensation practices. This is to ensure that they are providing equal pay to men and women doing work of equal value.

Question 17 (0.5 points)

The reliability of an assessment tool is the …

Question 17 options:

Â non- extent to which it consistently and accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure.
Â extent to which it consistently and not accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure.
Â extent to which it not consistently and accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure.
Â extent to which it consistently and accurately measures learning. The validity of an assessment tool is the extent by which it measures what it was designed to measure.

Question 18 (0.5 points)

Recruitment is the process of…

Question 18 options:

Â finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
Â not finding candidates for the vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
Â finding candidates for the non vacant position and encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.
Â finding candidates for the vacant position and not encouraging them to apply for it. Selection means choosing the best candidate from the pool of applicants and offering them the job.

Question 19 (0.5 points)

The goal of recruitment is to create a wide pool of qualified candidates from which one has to choose the …

Question 19 options:

Â most non-qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
Â most qualified individual for the job. This approach do not draws big groups of individuals and encourages them to apply for open opportunities in a company.
Â most qualified individual for the job. This approach draws big groups of individuals and encourages them to apply for open opportunities in a company.
Â most qualified individual for the job. This approach draws big groups of individuals and not encourages them to apply for open opportunities in a company.

Question 20 (0.5 points)

Effective recruitment and selection can …

Question 20 options:

Â not contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.
Â contribute towards an organization’s success. During the recruitment process, none of internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.
Â contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will not increase the probability of organizations attracting a wide range of candidates.
Â contribute towards an organization’s success. During the recruitment process, both internal and external sources of employees should be considered. This will increase the probability of organizations attracting a wide range of candidates.