Question 1

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  True

Question 2

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

Accepted Answer

A) True 
 B)False  True

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. C

Question 4

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

Accepted Answer

A) True 
 B)False

Question 5

Validity coefficients range from:

Accepted Answer

A) 0.00 to 1.00. 
B) 1.00 to 10.00. 
C) -5.00 to +5.00. 
D) -1.00 to +1.00. 
A) 0.00 to 1.00. 
B) 1.00 to 10.00. 
C) -5.00 to +5.00. 
D) -1.00 to +1.00.

Question 6

The type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion is the:

Accepted Answer

A) nondirective interview. 
B) depth interview. 
C) situational interview. 
D) structured interview. 
A) nondirective interview. 
B) depth interview. 
C) situational interview. 
D) structured interview.

Question 7

Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:

Accepted Answer

A) job satisfaction. 
B) theft. 
C) absenteeism. 
D) job performance. 
A) job satisfaction. 
B) theft. 
C) absenteeism. 
D) job performance.

Question 8

Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively.

Accepted Answer

A) True 
 B)False

Question 9

Employment interviews can serve as a public relations tool for employers.

Accepted Answer

A) True 
 B)False

Question 10

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Accepted Answer

A) True 
 B)False

Question 11

Generally,_____ reference checks are preferable because they save time and provide for greater candor.

Accepted Answer

A) e-mail 
B) fax 
C) telephone 
D) mail 
A) e-mail 
B) fax 
C) telephone 
D) mail

Question 12

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 13

The selection decision should focus on:

Accepted Answer

A) the strategic objectives of the organization. 
B) the personality of the applicant and the supervisor. 
C) the motivation of the applicant. 
D) both "can-do" and "will-do" factors of the applicant. 
A) the strategic objectives of the organization. 
B) the personality of the applicant and the supervisor. 
C) the motivation of the applicant. 
D) both "can-do" and "will-do" factors of the applicant.

Question 14

The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use.

Accepted Answer

A) True 
 B)False

Question 15

Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions.

Accepted Answer

A) True 
 B)False

Question 16

The number of steps in the selection process and their sequence will vary,not only with the organization,but also with the type and level of jobs to be filled.

Accepted Answer

A) True 
 B)False

Question 17

Most interviews take place in person.

Accepted Answer

A) True 
 B)False

Question 18

The process in which a test or battery of tests is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study is called:

Accepted Answer

A) redundancy validation. 
B) repeat validation. 
C) cross-validation. 
D) inferential validation. 
A) redundancy validation. 
B) repeat validation. 
C) cross-validation. 
D) inferential validation.

Question 19

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is inappropriate on an application form?

Accepted Answer

A) Asking the applicant to provide high school, college, and post-college attendance 
B) Asking the applicant to disclose any prior arrests 
C) Asking the applicant to provide names, addresses, and phone numbers of references 
D) Asking the applicant to provide all work experience 
A) Asking the applicant to provide high school, college, and post-college attendance 
B) Asking the applicant to disclose any prior arrests 
C) Asking the applicant to provide names, addresses, and phone numbers of references 
D) Asking the applicant to provide all work experience

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

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

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

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

Validity coefficients range from:

The type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion is the:

Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:

Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively.

Employment interviews can serve as a public relations tool for employers.

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Generally,_____ reference checks are preferable because they save time and provide for greater candor.

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

The selection decision should focus on:

The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use.

Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions.

The number of steps in the selection process and their sequence will vary,not only with the organization,but also with the type and level of jobs to be filled.

Most interviews take place in person.

The process in which a test or battery of tests is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study is called:

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Which of the following is inappropriate on an application form?

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 6: Employee Selection

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

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

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

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

Validity coefficients range from:

The type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion is the:

Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:

Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively.

Employment interviews can serve as a public relations tool for employers.

Construct validity refers to the extent to which a selection tool measures a trait,such as intelligence and anxiety.

Generally,_____ reference checks are preferable because they save time and provide for greater candor.

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

The selection decision should focus on:

The Americans with Disabilities Act severely limits the types of medical inquiries and examinations that employers may use.

Federal law requires comprehensive background checks for all child care providers and prohibits convicted felons from engaging in financial and security-oriented transactions.

The number of steps in the selection process and their sequence will vary,not only with the organization,but also with the type and level of jobs to be filled.

Most interviews take place in person.

The process in which a test or battery of tests is administered to a different sample (drawn from the same population)for the purpose of verifying the results obtained from the original validation study is called:

Situational interviews ask the applicant how they would respond,while behavioral description interviews ask the applicant how they did respond.

Which of the following is inappropriate on an application form?

The Challenge 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 and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters