Question 1

The hiring managers at BluTech prefer to conduct computer-administered interviews because they allow them to ask follow-up questions immediately.

Accepted Answer

A) True 
 B)False

Question 2

If a work sample test includes major job functions and predicts job success, it has construct validity.

Accepted Answer

A) True 
 B)False

Question 3

The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT

Accepted Answer

A) criterion-related validity. 
B) content validity. 
C) utility validity. 
D) construct validity. 
A) criterion-related validity. 
B) content validity. 
C) utility validity. 
D) construct validity.

Question 4

Compare and contrast the following four interview approaches: (1) nondirective interview, (2) structured interview, (3) situational interview, and (4) behavioral description interview.

Accepted Answer

In a nondirective interview, the intervi

Question 5

Sequential interviews are very common.

Accepted Answer

A) True 
 B)False

Question 6

A firm established the concurrent validity of a selection test by obtaining data from current employees. Now, any candidates for the position should be required to score at the same level on that test in order to be hired.

Accepted Answer

A) True 
 B)False

Question 7

Content validity is the most complicated type of validity to assess.

Accepted Answer

A) True 
 B)False

Question 8

It is inappropriate for an interviewer to ask men if they are married or have children.

Accepted Answer

A) True 
 B)False

Question 9

The set of standardized questions used in a structured interview is based on

Accepted Answer

A) job analysis. 
B) hypothetical situations. 
C) the applicant's area of specialization. 
D) effective communication techniques. 
A) job analysis. 
B) hypothetical situations. 
C) the applicant's area of specialization. 
D) effective communication techniques.

Question 10

The personality trait of neuroticism refers to

Accepted Answer

A) the degree to which someone is sociable, active, and excitable. 
B) the degree to which someone is amiable, generous, cooperative, and flexible. 
C) the degree to which someone is secure, independent, and autonomous. 
D) the degree to which someone is insightful, creative, and curious. 
A) the degree to which someone is sociable, active, and excitable. 
B) the degree to which someone is amiable, generous, cooperative, and flexible. 
C) the degree to which someone is secure, independent, and autonomous. 
D) the degree to which someone is insightful, creative, and curious.

Question 11

Validity refers to the degree to which selection procedure predicts how well a person performs on the job.

Accepted Answer

A) True 
 B)False

Question 12

The question "What do you do to manage a stressful situation?" might be asked in a(n) __________ test.

Accepted Answer

A) integrity 
B) biodata 
C) cognitive ability 
D) work sample 
A) integrity 
B) biodata 
C) cognitive ability 
D) work sample

Question 13

With a compensatory model, a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

Accepted Answer

A) True 
 B)False

Question 14

The question "Multiply 25 by 0.5 and add 5. What is the result?" is an example of a quantitative question that might appear on a(n) __________ test.

Accepted Answer

A) multiple cutoff 
B) cognitive ability 
C) integrity 
D) physical ability 
A) multiple cutoff 
B) cognitive ability 
C) integrity 
D) physical ability

Question 15

In most instances, employers can legally use polygraph tests to screen applicants.

Accepted Answer

A) True 
 B)False

Question 16

In the clinical approach to selection, different evaluators assign different weights to an applicant's strengths and weaknesses.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is an inappropriate interview question?

Accepted Answer

A) Have you ever worked under a different name? 
B) If hired, can you prove your age? 
C) What is your race? 
D) What is your address? 
A) Have you ever worked under a different name? 
B) If hired, can you prove your age? 
C) What is your race? 
D) What is your address?

Question 18

The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be the better performers.

Accepted Answer

A) True 
 B)False

Question 19

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

Accepted Answer

A) True 
 B)False

Question 20

Define the concepts of reliability and validity.

Accepted Answer

Reliability describes the degree to whic

The hiring managers at BluTech prefer to conduct computer-administered interviews because they allow them to ask follow-up questions immediately.

If a work sample test includes major job functions and predicts job success, it has construct validity.

The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT

Compare and contrast the following four interview approaches: (1) nondirective interview, (2) structured interview, (3) situational interview, and (4) behavioral description interview.

Sequential interviews are very common.

A firm established the concurrent validity of a selection test by obtaining data from current employees. Now, any candidates for the position should be required to score at the same level on that test in order to be hired.

Content validity is the most complicated type of validity to assess.

It is inappropriate for an interviewer to ask men if they are married or have children.

The set of standardized questions used in a structured interview is based on

The personality trait of neuroticism refers to

Validity refers to the degree to which selection procedure predicts how well a person performs on the job.

The question "What do you do to manage a stressful situation?" might be asked in a(n) __________ test.

With a compensatory model, a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

The question "Multiply 25 by 0.5 and add 5. What is the result?" is an example of a quantitative question that might appear on a(n) __________ test.

In most instances, employers can legally use polygraph tests to screen applicants.

In the clinical approach to selection, different evaluators assign different weights to an applicant's strengths and weaknesses.

Which of the following is an inappropriate interview question?

The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be the better performers.

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

Define the concepts of reliability and validity.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters

Exam 6: Employee Selection

The hiring managers at BluTech prefer to conduct computer-administered interviews because they allow them to ask follow-up questions immediately.

If a work sample test includes major job functions and predicts job success, it has construct validity.

The Uniform Guidelines recognizes and accepts all of the following approaches to validation EXCEPT

Compare and contrast the following four interview approaches: (1) nondirective interview, (2) structured interview, (3) situational interview, and (4) behavioral description interview.

Sequential interviews are very common.

A firm established the concurrent validity of a selection test by obtaining data from current employees. Now, any candidates for the position should be required to score at the same level on that test in order to be hired.

Content validity is the most complicated type of validity to assess.

It is inappropriate for an interviewer to ask men if they are married or have children.

The set of standardized questions used in a structured interview is based on

The personality trait of neuroticism refers to

Validity refers to the degree to which selection procedure predicts how well a person performs on the job.

The question "What do you do to manage a stressful situation?" might be asked in a(n) __________ test.

With a compensatory model, a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

The question "Multiply 25 by 0.5 and add 5. What is the result?" is an example of a quantitative question that might appear on a(n) __________ test.

In most instances, employers can legally use polygraph tests to screen applicants.

In the clinical approach to selection, different evaluators assign different weights to an applicant's strengths and weaknesses.

Which of the following is an inappropriate interview question?

The higher the overall validity of a selection procedure is, the greater the chances are of hiring individuals who will be the better performers.

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

Define the concepts of reliability and validity.

The Rewards and Challenges of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employees Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Implementing HR Strategy: High-Performance Work Systems

Filters