Question 1

Which of the following is a procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries?

Accepted Answer

A) management game 
B) work sample simulation 
C) selection interview 
D) management assessment center 
A) management game 
B) work sample simulation 
C) selection interview 
D) management assessment center

Question 2

Which of the following is NOT a "big five"personality dimension?

Accepted Answer

A) introversion 
B) agreeableness 
C) conscientiousness 
D) emotional stability 
A) introversion 
B) agreeableness 
C) conscientiousness 
D) emotional stability

Question 3

Consider the following question: "Can you give a work-related example of a specific instance where you provided leadership?"This is an example of a ________ question.

Accepted Answer

A) background 
B) behavioral 
C) situational 
D) descriptive 
A) background 
B) behavioral 
C) situational 
D) descriptive

Question 4

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

Accepted Answer

A) improper screening 
B) negligent hiring 
C) unreliable testing 
D) improper hiring 
A) improper screening 
B) negligent hiring 
C) unreliable testing 
D) improper hiring

Question 5

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.

Accepted Answer

A) True 
 B)False

Question 6

ION Consulting is a small firm that cannot afford to conduct validity studies for the selection tools it uses.The HR director at ION plans to use a selection tool that is used by the firm's largest and most successful competitors.The decision by the HR director is most likely based on ________.

Accepted Answer

A) utility analysis 
B) construct reliability 
C) validity generalization 
D) alternate form estimates 
A) utility analysis 
B) construct reliability 
C) validity generalization 
D) alternate form estimates

Question 7

During an interview,an interviewer should primarily ask open-ended questions to encourage candidate self-promotion.

Accepted Answer

A) True 
 B)False

Question 8

________ tests include tests like finger dexterity,manual dexterity,and reaction time.

Accepted Answer

A) Motor ability 
B) Personality 
C) Achievement 
D) Interest 
A) Motor ability 
B) Personality 
C) Achievement 
D) Interest

Question 9

Candidate order error means that the order in which an interviewer sees applicants affects how the applicants are rated.

Accepted Answer

A) True 
 B)False

Question 10

An employer wants to learn as much as possible about the cognitive abilities and job-based knowledge of candidates.What types of personnel tests would the employer most likely use? What types of interview questions would the employer most likely ask?

Accepted Answer

Intelligence tests,such as IQ tests,are

Question 11

Which of the following describes using a retest estimate to assess reliability?

Accepted Answer

A) administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses vary 
B) administering the same test to the same people at two different times and comparing their test scores at time 2 with their scores at time 1 
C) administering an employment test to measure the skills an individual needs to perform the job 
D) administering a test to a person and then administering an equivalent test at a later time 
A) administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses vary 
B) administering the same test to the same people at two different times and comparing their test scores at time 2 with their scores at time 1 
C) administering an employment test to measure the skills an individual needs to perform the job 
D) administering a test to a person and then administering an equivalent test at a later time

Question 12

What is the primary goal of employee selection?

Accepted Answer

A) achieving person-job fit 
B) avoiding negligent hiring 
C) developing a diverse workforce 
D) maintaining valid test scores 
A) achieving person-job fit 
B) avoiding negligent hiring 
C) developing a diverse workforce 
D) maintaining valid test scores

Question 13

Discuss the two basic types of interviews: structured and unstructured.Which one do you think is better? Why?

Accepted Answer

The two basic types of interviews are th

Question 14

The strong correlation between test results and job performance has led to numerous expert recommendations that tests be used as the only selection tool in the hiring process.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following factors would LEAST likely be needed to conduct a utility analysis of a firm's candidate screening process?

Accepted Answer

A) average test scores of applicants 
B) median salaries 
C) number of applicants tested 
D) testing costs 
A) average test scores of applicants 
B) median salaries 
C) number of applicants tested 
D) testing costs

Question 16

All of the following are measured by aptitude tests EXCEPT ________.

Accepted Answer

A) memory 
B) temperament 
C) numerical ability 
D) deductive reasoning 
A) memory 
B) temperament 
C) numerical ability 
D) deductive reasoning

Question 17

What type of interview would most likely include the statement,"Tell me about a time when you worked successfully in a team environment"?

Accepted Answer

A) situational 
B) behavioral 
C) subjective 
D) puzzle 
A) situational 
B) behavioral 
C) subjective 
D) puzzle

Question 18

Typical simulated exercises used in management assessment centers include all of the following EXCEPT ________.

Accepted Answer

A) individual presentations 
B) leaderless group discussions 
C) motor skills assessments 
D) in-basket 
A) individual presentations 
B) leaderless group discussions 
C) motor skills assessments 
D) in-basket

Question 19

What is the final step in the test validation process?

Accepted Answer

A) averaging test scores 
B) analyzing the job 
C) publishing the test 
D) cross-validating 
A) averaging test scores 
B) analyzing the job 
C) publishing the test 
D) cross-validating

Question 20

Why is careful selection important? How can personnel tests and interviews improve the selection process?

Accepted Answer

Careful selection is important because i

Which of the following is a procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries?

Which of the following is NOT a "big five"personality dimension?

Consider the following question: "Can you give a work-related example of a specific instance where you provided leadership?"This is an example of a ________ question.

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

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.

ION Consulting is a small firm that cannot afford to conduct validity studies for the selection tools it uses.The HR director at ION plans to use a selection tool that is used by the firm's largest and most successful competitors.The decision by the HR director is most likely based on ________.

During an interview,an interviewer should primarily ask open-ended questions to encourage candidate self-promotion.

________ tests include tests like finger dexterity,manual dexterity,and reaction time.

Candidate order error means that the order in which an interviewer sees applicants affects how the applicants are rated.

An employer wants to learn as much as possible about the cognitive abilities and job-based knowledge of candidates.What types of personnel tests would the employer most likely use? What types of interview questions would the employer most likely ask?

Which of the following describes using a retest estimate to assess reliability?

What is the primary goal of employee selection?

Discuss the two basic types of interviews: structured and unstructured.Which one do you think is better? Why?

The strong correlation between test results and job performance has led to numerous expert recommendations that tests be used as the only selection tool in the hiring process.

Which of the following factors would LEAST likely be needed to conduct a utility analysis of a firm's candidate screening process?

All of the following are measured by aptitude tests EXCEPT ________.

What type of interview would most likely include the statement,"Tell me about a time when you worked successfully in a team environment"?

Typical simulated exercises used in management assessment centers include all of the following EXCEPT ________.

What is the final step in the test validation process?

Why is careful selection important? How can personnel tests and interviews improve the selection process?

Managing Human Resources Today

Managing Equal Opportunity and Diversity

Human Resource Strategy and Analysis

Job Analysis and Talent Management

Personnel Planning and Recruiting

Training and Developing Employees

Performance and Talent Management

Managing Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Maintaining Positive Employee Relations

Labor Relations and Collective Bargaining

Improving Occupational Safety, Health, and Risk Management

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Exam 6: Selecting Employees

Which of the following is a procedure designed to predict future job performance on the basis of applicants' oral responses to oral inquiries?

Which of the following is NOT a "big five"personality dimension?

Consider the following question: "Can you give a work-related example of a specific instance where you provided leadership?"This is an example of a ________ question.

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

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.

ION Consulting is a small firm that cannot afford to conduct validity studies for the selection tools it uses.The HR director at ION plans to use a selection tool that is used by the firm's largest and most successful competitors.The decision by the HR director is most likely based on ________.

During an interview,an interviewer should primarily ask open-ended questions to encourage candidate self-promotion.

________ tests include tests like finger dexterity,manual dexterity,and reaction time.

Candidate order error means that the order in which an interviewer sees applicants affects how the applicants are rated.

An employer wants to learn as much as possible about the cognitive abilities and job-based knowledge of candidates.What types of personnel tests would the employer most likely use? What types of interview questions would the employer most likely ask?

Which of the following describes using a retest estimate to assess reliability?

What is the primary goal of employee selection?

Discuss the two basic types of interviews: structured and unstructured.Which one do you think is better? Why?

The strong correlation between test results and job performance has led to numerous expert recommendations that tests be used as the only selection tool in the hiring process.

Which of the following factors would LEAST likely be needed to conduct a utility analysis of a firm's candidate screening process?

All of the following are measured by aptitude tests EXCEPT ________.

What type of interview would most likely include the statement,"Tell me about a time when you worked successfully in a team environment"?

Typical simulated exercises used in management assessment centers include all of the following EXCEPT ________.

What is the final step in the test validation process?

Why is careful selection important? How can personnel tests and interviews improve the selection process?

Managing Human Resources Today

Managing Equal Opportunity and Diversity

Human Resource Strategy and Analysis

Job Analysis and Talent Management

Personnel Planning and Recruiting

Training and Developing Employees

Performance and Talent Management

Managing Careers

Developing Compensation Plans

Pay for Performance and Employee Benefits

Maintaining Positive Employee Relations

Labor Relations and Collective Bargaining

Improving Occupational Safety, Health, and Risk Management

Filters