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NEW QUESTION: 1
You are an HR Professional for your organization and you're preparing your team for a series of interviews.
You want the team to be familiar with the validity types you'll use and encourage in the series of interviews.
During the interview process, the candidate will need to complete a psychological test to determine his ability to perform in the job role based on collected and desired traits. This is an example of what type of validity?
A. Criterion-related validity
B. Content validity
C. Construct-related validity
D. Predictive validity
Answer option A is correct.
Construct-related validity determines whether a test measures the connection between candidate characteristics and successful performance on the job. According to the DOL, construct validity is a method of testing that measures an applicant's abstract future behaviors. In order for a test to be legally defensible, it must show that it measured the proper characteristic, and that it accurately predicted future success on the job.
Answer option C is incorrect. Content validity is evidence that the candidate can perform key aspects of the job in the interview process, such as conversing in English and then in Spanish if these were the requirements of the job.
Answer option D is incorrect. Criterion-related validity is an example where performance scores achieved by current employees are based on the criterion used for the selection. For example, current employees can perform better because they can design artwork in particular software programs, so applicants must be able to use the particular software program to qualify for the position.
Answer option B is incorrect. Predictive validity is a confirmation that the characteristics the candidate tested for during the interview process hold true in the actual performance of the candidate once they've been hired.
Reference: PHR Exam Prep, Pearson Education, ISBN: 978-0-7897-3677-2. Chapter Four: Workforce Planning and Employment. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN:
978-1-586-44149, Section III, The US HR Body of Knowledge.
Chapter: Workforce Planning and Employment
Objective: Staffing Programs
NEW QUESTION: 2
A. Option C
B. Option A
C. Option B
D. Option D
NEW QUESTION: 3
Which authentication method can be used to access the ACIAPIC controller?
A. SOAP API using SSL and header-based authentication
B. SOAP API using header-based authentication
C. REST API using HTTPS and JSON-formatted username/password payload
D. REST API using HTTP and header-based authentication
The APIC controller serves as an unified interface for the ACI fabric. The all interactions with the APIC leverage a RESTful API that, as depicted in Figure 6-5, can be accessed by tools provide by Cisco, such as the default GUI, or third party applications, for example, Cisco CloudCenter or Python scripts. The single RESTful interface provides uniformity of both the RESTful call and the provided data.
NEW QUESTION: 4
Which statement is true regarding the import/export feature?
A. This feature is for reports, charts, and datasets.
B. This feature is for reports and chart.
C. This feature is for reports and datasets.
D. This is only a feature for reports.