Question 1

In assessment centers, correlations among dimension ratings are usually quite high.

Accepted Answer

A) True 
 B)False  False

Question 2

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Accepted Answer

A) True 
 B)False  False

Question 3

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Accepted Answer

A) Each dimension is measured by one exercise. 
B) Each dimension must be measured by more than one exercise. 
C) Each exercise measures only one dimension. 
D) One exercise is usually adequate to measure all dimensions. 
A) Each dimension is measured by one exercise. 
B) Each dimension must be measured by more than one exercise. 
C) Each exercise measures only one dimension. 
D) One exercise is usually adequate to measure all dimensions. B

Question 4

Work sample tests have been classified as falling into two categories.What are those two categories?

Accepted Answer

A) signs, samples 
B) physical, mental 
C) verbal, motor 
D) mechanical, problem-centered 
A) signs, samples 
B) physical, mental 
C) verbal, motor 
D) mechanical, problem-centered

Question 5

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

Accepted Answer

A) True 
 B)False

Question 6

In general, adverse impact has not been a problem associated with assessment centers.

Accepted Answer

A) True 
 B)False

Question 7

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following is TRUE about the choice of standards for scoring a performance test?

Accepted Answer

A) Quality is more important when correctness of the task effort is secondary to time or cost to complete the task. 
B) Quantity is most importantly scored for those performance tests in which amount produced within a given period of time is not within the control of the worker. 
C) Learning time is a logical standard for tasks which are characterized by having a variety of novel demands placed on the job incumbent. 
D) Safety is an important dimension to consider for all tasks. 
A) Quality is more important when correctness of the task effort is secondary to time or cost to complete the task. 
B) Quantity is most importantly scored for those performance tests in which amount produced within a given period of time is not within the control of the worker. 
C) Learning time is a logical standard for tasks which are characterized by having a variety of novel demands placed on the job incumbent. 
D) Safety is an important dimension to consider for all tasks.

Question 9

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Accepted Answer

A) True 
 B)False

Question 10

Assessors (in an assessment center) are usually outside consultants hired for their expertise and objectivity.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is a limitation in the use of simulation tests?

Accepted Answer

A) Much care must be taken in the construction of work sample tests to ensure their representativeness of job activity. 
B) Inferences of the applicant's future job performance must be made from only verbal information. 
C) The carryover from verbal description to job performance needed in performance tests is not always complete. 
D) The data are subject to willing distortion or faking by the applicant. 
A) Much care must be taken in the construction of work sample tests to ensure their representativeness of job activity. 
B) Inferences of the applicant's future job performance must be made from only verbal information. 
C) The carryover from verbal description to job performance needed in performance tests is not always complete. 
D) The data are subject to willing distortion or faking by the applicant.

Question 12

Which of the following is a true distinction between simulation tests and other selection devices?

Accepted Answer

A) Simulation tests provide indirect evidence of an applicant's ability and skill to work on the job, while other selection devices provide direct evidence. 
B) The focus is more on the test representing important job activities than on linking the test to specific WRCs. 
C) Simulation tests do not require judgments by raters or interpretations of scores, while other selection devices do require judgment and interpretation. 
D) Simulation tests predict future job performance while other selection devices assess current WRCs. 
A) Simulation tests provide indirect evidence of an applicant's ability and skill to work on the job, while other selection devices provide direct evidence. 
B) The focus is more on the test representing important job activities than on linking the test to specific WRCs. 
C) Simulation tests do not require judgments by raters or interpretations of scores, while other selection devices do require judgment and interpretation. 
D) Simulation tests predict future job performance while other selection devices assess current WRCs.

Question 13

Which of the following is the knowledge or skill that all assessors in an Assessment Center must have in common?

Accepted Answer

A) a greater proficiency in interviewing 
B) a greater proficiency in communicating information 
C) an understanding of behavioral dimensions 
D) tolerance for stress 
A) a greater proficiency in interviewing 
B) a greater proficiency in communicating information 
C) an understanding of behavioral dimensions 
D) tolerance for stress

Question 14

Unfortunately, assessment centers have been found to be valid for predicting job potential but not job performance.

Accepted Answer

A) True 
 B)False

Question 15

Simulation tests commonly assume that the applicants already have the knowledge, ability, and skill to complete the job behavior required in the test.

Accepted Answer

A) True 
 B)False

Question 16

Studies that examine the results of using simulation tests in selection have been universally positive and have identified several benefits.

Accepted Answer

A) True 
 B)False

Question 17

Personality tests, both paper-and-pencil and projective, are commonly being included in recent assessment centers.

Accepted Answer

A) True 
 B)False

Question 18

Participants' performance in Assessment Centers is composed of:

Accepted Answer

A) a General Performance factor and an Exercise factor. 
B) a General Performance factor and Measurement Error. 
C) an Exercise factor and Measurement Error. 
D) Latent Traits and Measurement Error. 
A) a General Performance factor and an Exercise factor. 
B) a General Performance factor and Measurement Error. 
C) an Exercise factor and Measurement Error. 
D) Latent Traits and Measurement Error.

Question 19

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

Accepted Answer

A) True 
 B)False

Question 20

The interview is employed quite often in assessment centers.

Accepted Answer

A) True 
 B)False

In assessment centers, correlations among dimension ratings are usually quite high.

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Work sample tests have been classified as falling into two categories.What are those two categories?

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

In general, adverse impact has not been a problem associated with assessment centers.

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

Which of the following is TRUE about the choice of standards for scoring a performance test?

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Assessors (in an assessment center) are usually outside consultants hired for their expertise and objectivity.

Which of the following is a limitation in the use of simulation tests?

Which of the following is a true distinction between simulation tests and other selection devices?

Which of the following is the knowledge or skill that all assessors in an Assessment Center must have in common?

Unfortunately, assessment centers have been found to be valid for predicting job potential but not job performance.

Simulation tests commonly assume that the applicants already have the knowledge, ability, and skill to complete the job behavior required in the test.

Studies that examine the results of using simulation tests in selection have been universally positive and have identified several benefits.

Personality tests, both paper-and-pencil and projective, are commonly being included in recent assessment centers.

Participants' performance in Assessment Centers is composed of:

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

The interview is employed quite often in assessment centers.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters

Exam 13: Simulation Tests

In assessment centers, correlations among dimension ratings are usually quite high.

Minicourse trainability tests use a training setting to create a performance test that predicts future job performance.

Which of the following is true about the relationship between dimensions and exercises in an assessment center?

Work sample tests have been classified as falling into two categories.What are those two categories?

Trainability tests are useful for jobs requiring general knowledge or skill that applicants can be expected to possess.

In general, adverse impact has not been a problem associated with assessment centers.

Asking many questions rapidly and not allowing much time for the applicant's response in a selection interview is an effective performance test for assessing the stress associated with high work demands.

Which of the following is TRUE about the choice of standards for scoring a performance test?

One problem with assessment centers is that they have rarely received favorable support by the courts and the EEOC in alleged discrimination cases.

Assessors (in an assessment center) are usually outside consultants hired for their expertise and objectivity.

Which of the following is a limitation in the use of simulation tests?

Which of the following is a true distinction between simulation tests and other selection devices?

Which of the following is the knowledge or skill that all assessors in an Assessment Center must have in common?

Unfortunately, assessment centers have been found to be valid for predicting job potential but not job performance.

Simulation tests commonly assume that the applicants already have the knowledge, ability, and skill to complete the job behavior required in the test.

Studies that examine the results of using simulation tests in selection have been universally positive and have identified several benefits.

Personality tests, both paper-and-pencil and projective, are commonly being included in recent assessment centers.

Participants' performance in Assessment Centers is composed of:

Assessment centers are usually administered to individuals one at a time rather than to groups of individuals.

The interview is employed quite often in assessment centers.

An Introduction to Selection

Job Performance Concepts and Measures

Job Analysis in Human Resource Selection

Legal Issues in Selection

Recruitment of Applicants

Human Resource Measurement in Selection

Reliability of Selection Measures

Validity of Selection Procedures

Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

The Selection Interview

Ability Tests for Selection

Personality Assessment for Selection

Testing for Counterproductive Work Behaviors

Strategies for Selection Decision Making

Filters