Question 1

EEO guidelines and laws apply to application forms and selection tests but not to interviews or reference checks.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is not a type of projective technique for measuring aspects of an applicant's personality?

Accepted Answer

A) Make a Picture Story 
B) House-Tree-Person 
C) Forer Structured Sentence Completion Test 
D) The Interpersonal Style Inventory 
E) Thematic Apperception Test 
A) Make a Picture Story 
B) House-Tree-Person 
C) Forer Structured Sentence Completion Test 
D) The Interpersonal Style Inventory 
E) Thematic Apperception Test

Question 3

Mike Simmons has recently applied for a position in pharmaceutical sales. Which personality characteristic is most predictive of Mike's likelihood of success in a sales position?

Accepted Answer

A) neuroticism 
B) extraversion 
C) conscientiousness 
D) agreeableness 
E) openness to experience 
A) neuroticism 
B) extraversion 
C) conscientiousness 
D) agreeableness 
E) openness to experience

Question 4

What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?

Accepted Answer

A) personality tests 
B) physical examinations 
C) polygraph tests 
D) substance abuse screening 
E) all of the above 
A) personality tests 
B) physical examinations 
C) polygraph tests 
D) substance abuse screening 
E) all of the above

Question 5

Reliability confirms that one is measuring what one intends to measure.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following businesses are not permitted to use polygraph tests during the selection process?

Accepted Answer

A) consultants with access to highly classified information 
B) pharmacies 
C) businesses with national defense contracts 
D) retail businesses 
E) all businesses may use polygraph tests 
A) consultants with access to highly classified information 
B) pharmacies 
C) businesses with national defense contracts 
D) retail businesses 
E) all businesses may use polygraph tests

Question 7

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

Accepted Answer

A) True 
 B)False

Question 8

EEO laws require nondiscriminatory selection procedures for protected groups.

Accepted Answer

A) True 
 B)False

Question 9

A is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's potential.

Accepted Answer

A) work sampling event 
B) personality test 
C) retreat 
D) management assessment center 
E) video-based situational testing 
A) work sampling event 
B) personality test 
C) retreat 
D) management assessment center 
E) video-based situational testing

Question 10

Hiring workers who have criminal backgrounds without proper safeguards is considered .

Accepted Answer

A) improper hiring 
B) unwise, but not illegal 
C) negligent hiring 
D) appropriate depending upon the job 
E) negligent intent 
A) improper hiring 
B) unwise, but not illegal 
C) negligent hiring 
D) appropriate depending upon the job 
E) negligent intent

Question 11

Which of the following is a direct method for predicting job performance during the selection process?

Accepted Answer

A) intelligence tests 
B) work sampling technique 
C) interests inventories 
D) personality tests 
E) motor abilities tests 
A) intelligence tests 
B) work sampling technique 
C) interests inventories 
D) personality tests 
E) motor abilities tests

Question 12

Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called .

Accepted Answer

A) intelligence tests 
B) comprehensive tests 
C) achievement tests 
D) aptitude tests 
E) personality tests 
A) intelligence tests 
B) comprehensive tests 
C) achievement tests 
D) aptitude tests 
E) personality tests

Question 13

Concurrent validation is the most dependable way to validate a selection test.

Accepted Answer

A) True 
 B)False

Question 14

Which of the following is not restricted or prohibited by federal laws?

Accepted Answer

A) voice stress analyzers 
B) paper-and-pencil honesty tests 
C) psychological stress evaluators 
D) polygraph exams 
E) all are restricted 
A) voice stress analyzers 
B) paper-and-pencil honesty tests 
C) psychological stress evaluators 
D) polygraph exams 
E) all are restricted

Question 15

If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is .

Accepted Answer

A) unreliable 
B) valid 
C) invalid 
D) reliable 
E) inconsistent 
A) unreliable 
B) valid 
C) invalid 
D) reliable 
E) inconsistent

Question 16

Various federal and state laws govern how employers acquire and use applicants' and employees' background information. What four steps are necessary for an employer to comply with these laws?

Accepted Answer

The four steps are 1)disclosure and auth

Question 17

Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Accepted Answer

A) True 
 B)False

Question 18

Because nonperformance is usually the result of , it is important to measure motivation and interpersonal skills as well as cognitive and physical abilities during the selection process.

Accepted Answer

A) motivation 
B) attitude 
C) temperament 
D) all of the above 
E) none of the above 
A) motivation 
B) attitude 
C) temperament 
D) all of the above 
E) none of the above

Question 19

Which of the following is not usually verified by an employer prior to hiring a job candidate?

Accepted Answer

A) motor vehicle record 
B) legal eligibility for employment 
C) credit ratings 
D) education 
E) age 
A) motor vehicle record 
B) legal eligibility for employment 
C) credit ratings 
D) education 
E) age

Question 20

An internal comparison estimate measures internal consistency.

Accepted Answer

A) True 
 B)False

EEO guidelines and laws apply to application forms and selection tests but not to interviews or reference checks.

Which of the following is not a type of projective technique for measuring aspects of an applicant's personality?

Mike Simmons has recently applied for a position in pharmaceutical sales. Which personality characteristic is most predictive of Mike's likelihood of success in a sales position?

What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?

Reliability confirms that one is measuring what one intends to measure.

Which of the following businesses are not permitted to use polygraph tests during the selection process?

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

EEO laws require nondiscriminatory selection procedures for protected groups.

A is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's potential.

Hiring workers who have criminal backgrounds without proper safeguards is considered .

Which of the following is a direct method for predicting job performance during the selection process?

Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called .

Concurrent validation is the most dependable way to validate a selection test.

Which of the following is not restricted or prohibited by federal laws?

If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is .

Various federal and state laws govern how employers acquire and use applicants' and employees' background information. What four steps are necessary for an employer to comply with these laws?

Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Because nonperformance is usually the result of , it is important to measure motivation and interpersonal skills as well as cognitive and physical abilities during the selection process.

Which of the following is not usually verified by an employer prior to hiring a job candidate?

An internal comparison estimate measures internal consistency.

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters

Exam 6: Employee Testing and Selection

EEO guidelines and laws apply to application forms and selection tests but not to interviews or reference checks.

Which of the following is not a type of projective technique for measuring aspects of an applicant's personality?

Mike Simmons has recently applied for a position in pharmaceutical sales. Which personality characteristic is most predictive of Mike's likelihood of success in a sales position?

What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims?

Reliability confirms that one is measuring what one intends to measure.

Which of the following businesses are not permitted to use polygraph tests during the selection process?

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

EEO laws require nondiscriminatory selection procedures for protected groups.

A is a two or three-day simulation in which 10 to 12 candidates perform realistic management tasks under the observation of experts who appraise each candidate's potential.

Hiring workers who have criminal backgrounds without proper safeguards is considered .

Which of the following is a direct method for predicting job performance during the selection process?

Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called .

Concurrent validation is the most dependable way to validate a selection test.

Which of the following is not restricted or prohibited by federal laws?

If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is .

Various federal and state laws govern how employers acquire and use applicants' and employees' background information. What four steps are necessary for an employer to comply with these laws?

Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Because nonperformance is usually the result of , it is important to measure motivation and interpersonal skills as well as cognitive and physical abilities during the selection process.

Which of the following is not usually verified by an employer prior to hiring a job candidate?

An internal comparison estimate measures internal consistency.

Introduction to Human Resource Management

Equal Opportunity and the Law

Strategic Human Resource Management and the Hr Scorecard

Job Analysis

Personnel Planning and Recruiting

Chaper 7 Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Managing Careers

Establishing Strategic Pay Plans

Pay-For-Performance and Financial Incentives

Benefits and Services

Ethics, Justice, and Fair Treatment in Hr Management

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

HR Management and Organizational Strategy: Key Concepts and Considerations

Filters