Question 1

Physical ability tests tend to predict performance, accidents, and injuries.

Accepted Answer

A) True 
 B)False

Question 2

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.05. This level of selectivity indicates that only the most promising applicants are hired.

Accepted Answer

A) True 
 B)False

Question 3

Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of job performance across a variety of jobs.

Accepted Answer

A) True 
 B)False

Question 4

Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in

Accepted Answer

A) predictive validity. 
B) concurrent validity. 
C) content validity. 
D) correlational validity. 
A) predictive validity. 
B) concurrent validity. 
C) content validity. 
D) correlational validity.

Question 5

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

Accepted Answer

A) True 
 B)False

Question 6

In order to establish concurrent validity of selection tests, BluTech has employees take an aptitude test the week after their performance appraisal is completed by their supervisors. The test scores are then compared to the ratings.

Accepted Answer

A) True 
 B)False

Question 7

A situational interview asks the applicants what they actually did in a given situation.

Accepted Answer

A) True 
 B)False

Question 8

BluTech uses selection tools that measure such characteristics as the intelligence and anxiety levels of applicants. These tools would be said to have construct validity.

Accepted Answer

A) True 
 B)False

Question 9

The clinical approach to selection eliminates personal biases and stereotypes.

Accepted Answer

A) True 
 B)False

Question 10

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.95. This level of selectivity indicates that only the most promising applicants are hired.

Accepted Answer

A) True 
 B)False

Question 11

Job candidates at BluTech must take an aptitude test. After six months on the job, their supervisors rate their performance. The actual job performance ratings are compared with the pre-employment test scores to determine the predictive validity of the tests.

Accepted Answer

A) True 
 B)False

Question 12

The question "Should an employee who falsified information on a timecard be fired?" might appear on a(n) __________ test.

Accepted Answer

A) cognitive ability 
B) integrity 
C) quantitative 
D) concurrent validity 
A) cognitive ability 
B) integrity 
C) quantitative 
D) concurrent validity

Question 13

Briefly explain the different types of employment tests.

Accepted Answer

Cognitive ability tests measure mental c

Question 14

What is usually the first step in the selection process?

Accepted Answer

A) Reference check 
B) Submission of resume 
C) Interviews 
D) Background checks 
A) Reference check 
B) Submission of resume 
C) Interviews 
D) Background checks

Question 15

__________ require the applicant to perform tasks that are actually a part of the work required on the job.

Accepted Answer

A) EEOC tests 
B) Work sample tests 
C) Job knowledge tests 
D) Biographical data tests 
A) EEOC tests 
B) Work sample tests 
C) Job knowledge tests 
D) Biographical data tests

Question 16

The use of polygraph tests to screen applicants

Accepted Answer

A) is a recommended procedure for all potential employees. 
B) should be used only in high-security employment areas. 
C) is prohibited by federal law for most private employers. 
D) is prohibited by executive order for government contractors only. 
A) is a recommended procedure for all potential employees. 
B) should be used only in high-security employment areas. 
C) is prohibited by federal law for most private employers. 
D) is prohibited by executive order for government contractors only.

Question 17

While aptitude is important, Ken, a hiring manager, is equally interested in candidates' agreeableness, extroversion, and openness to experience. He can collect this information by having candidates take personality tests.

Accepted Answer

A) True 
 B)False

Question 18

List the steps in the hiring process.

Accepted Answer

1. Submission of resume;
2. Co

Question 19

The degree to which a test or selection procedure accurately measures a person's ability is termed

Accepted Answer

A) evidence. 
B) accuracy. 
C) reliability. 
D) validity. 
A) evidence. 
B) accuracy. 
C) reliability. 
D) validity.

Question 20

The most reliable information about an applicant's work habits and performance usually comes from the applicant's

Accepted Answer

A) resume. 
B) co-workers. 
C) supervisors. 
D) former employer's HR office. 
A) resume. 
B) co-workers. 
C) supervisors. 
D) former employer's HR office.

Physical ability tests tend to predict performance, accidents, and injuries.

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.05. This level of selectivity indicates that only the most promising applicants are hired.

Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of job performance across a variety of jobs.

Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

In order to establish concurrent validity of selection tests, BluTech has employees take an aptitude test the week after their performance appraisal is completed by their supervisors. The test scores are then compared to the ratings.

A situational interview asks the applicants what they actually did in a given situation.

BluTech uses selection tools that measure such characteristics as the intelligence and anxiety levels of applicants. These tools would be said to have construct validity.

The clinical approach to selection eliminates personal biases and stereotypes.

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.95. This level of selectivity indicates that only the most promising applicants are hired.

Job candidates at BluTech must take an aptitude test. After six months on the job, their supervisors rate their performance. The actual job performance ratings are compared with the pre-employment test scores to determine the predictive validity of the tests.

The question "Should an employee who falsified information on a timecard be fired?" might appear on a(n) __________ test.

Briefly explain the different types of employment tests.

What is usually the first step in the selection process?

__________ require the applicant to perform tasks that are actually a part of the work required on the job.

The use of polygraph tests to screen applicants

While aptitude is important, Ken, a hiring manager, is equally interested in candidates' agreeableness, extroversion, and openness to experience. He can collect this information by having candidates take personality tests.

List the steps in the hiring process.

The degree to which a test or selection procedure accurately measures a person's ability is termed

The most reliable information about an applicant's work habits and performance usually comes from the applicant's

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

Physical ability tests tend to predict performance, accidents, and injuries.

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.05. This level of selectivity indicates that only the most promising applicants are hired.

Measures of general intelligence, such as IQ tests, are not generally regarded as good predictors of job performance across a variety of jobs.

Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

In order to establish concurrent validity of selection tests, BluTech has employees take an aptitude test the week after their performance appraisal is completed by their supervisors. The test scores are then compared to the ratings.

A situational interview asks the applicants what they actually did in a given situation.

BluTech uses selection tools that measure such characteristics as the intelligence and anxiety levels of applicants. These tools would be said to have construct validity.

The clinical approach to selection eliminates personal biases and stereotypes.

A review of BluTech's hiring practices indicated that it has a selection ratio of 0.95. This level of selectivity indicates that only the most promising applicants are hired.

Job candidates at BluTech must take an aptitude test. After six months on the job, their supervisors rate their performance. The actual job performance ratings are compared with the pre-employment test scores to determine the predictive validity of the tests.

The question "Should an employee who falsified information on a timecard be fired?" might appear on a(n) __________ test.

Briefly explain the different types of employment tests.

What is usually the first step in the selection process?

__________ require the applicant to perform tasks that are actually a part of the work required on the job.

The use of polygraph tests to screen applicants

While aptitude is important, Ken, a hiring manager, is equally interested in candidates' agreeableness, extroversion, and openness to experience. He can collect this information by having candidates take personality tests.

List the steps in the hiring process.

The degree to which a test or selection procedure accurately measures a person's ability is termed

The most reliable information about an applicant's work habits and performance usually comes from the applicant's

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