Question 1

The personality trait of neuroticism refers to:

Accepted Answer

A) the degree to which someone is sociable, active, and excitable. 
B) the degree to which someone is amiable, generous, cooperative, and flexible. 
C) the degree to which someone is secure, independent, and autonomous. 
D) the degree to which someone is insightful, creative, and curious. 
A) the degree to which someone is sociable, active, and excitable. 
B) the degree to which someone is amiable, generous, cooperative, and flexible. 
C) the degree to which someone is secure, independent, and autonomous. 
D) the degree to which someone is insightful, creative, and curious.

Question 2

The personality trait of openness to experience refers to:

Accepted Answer

A) the degree to which someone is sociable, active, and excitable. 
B) the degree to which someone is amiable, generous, cooperative, and flexible. 
C) the degree to which someone is secure, independent, and autonomous. 
D) the degree to which someone is insightful, creative, and curious. 
A) the degree to which someone is sociable, active, and excitable. 
B) the degree to which someone is amiable, generous, cooperative, and flexible. 
C) the degree to which someone is secure, independent, and autonomous. 
D) the degree to which someone is insightful, creative, and curious.

Question 3

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a _____ selection decision model.

Accepted Answer

A) multiple hurdle 
B) compensatory 
C) multiple cut-off 
D) clinical 
A) multiple hurdle 
B) compensatory 
C) multiple cut-off 
D) clinical

Question 4

If a work sample test includes major job functions and predicts job success,it has construct validity.

Accepted Answer

A) True 
 B)False

Question 5

The degree to which selection procedures yield comparable data over a period of time is known as:

Accepted Answer

A) consistency. 
B) reliability. 
C) validity. 
D) conformity. 
A) consistency. 
B) reliability. 
C) validity. 
D) conformity.

Question 6

HR staffs should consider all of the following factors during hiring decisions EXCEPT:

Accepted Answer

A) Should the individuals be hired according to their highest potential or according to the needs of the organization? 
B) What effect will the applicants' family situation have on job performance? 
C) To what extent should those applicants who are not qualified but are qualifiable be considered? 
D) Should overqualified individuals be considered? 
A) Should the individuals be hired according to their highest potential or according to the needs of the organization? 
B) What effect will the applicants' family situation have on job performance? 
C) To what extent should those applicants who are not qualified but are qualifiable be considered? 
D) Should overqualified individuals be considered?

Question 7

The Americans with Disabilities Act explicitly states that:

Accepted Answer

A) employers may not test for AIDS or the presence of HIV. 
B) employers can screen out a prospective employee because he or she has an elevated risk of on-the-job injury. 
C) employers may not test applicants for illegal drug use. 
D) physical exams must be directly related to the requirements of the job. 
A) employers may not test for AIDS or the presence of HIV. 
B) employers can screen out a prospective employee because he or she has an elevated risk of on-the-job injury. 
C) employers may not test applicants for illegal drug use. 
D) physical exams must be directly related to the requirements of the job.

Question 8

Interviewers should steer clear of issues such as age,race,marital status,and sexual orientation.

Accepted Answer

A) True 
 B)False

Question 9

____ interviews are attractive because of their convenience and low cost and they make it easier to interview people in different geographic areas.

Accepted Answer

A) Video 
B) Behavioral description 
C) Panel 
D) Structured 
A) Video 
B) Behavioral description 
C) Panel 
D) Structured

Question 10

The difference between the situational interview and the behavioral description interview is that:

Accepted Answer

A) there is no difference, the terms are synonymous. 
B) the situational interview is for technical positions, while the behavioral description interview applies to upper-level management positions. 
C) the situational interview is hypothetical, while the behavioral description interview is based upon actual experience. 
D) the behavioral description interview is hypothetical, while the situational interview is based upon actual experience. 
A) there is no difference, the terms are synonymous. 
B) the situational interview is for technical positions, while the behavioral description interview applies to upper-level management positions. 
C) the situational interview is hypothetical, while the behavioral description interview is based upon actual experience. 
D) the behavioral description interview is hypothetical, while the situational interview is based upon actual experience.

Question 11

Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.

Accepted Answer

A) True 
 B)False

Question 12

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

Accepted Answer

A) True 
 B)False

Question 13

The statistical approach to decision making is less objective than the clinical approach.

Accepted Answer

A) True 
 B)False

Question 14

Interviews as a method of selection are popular for all of the following reasons EXCEPT:

Accepted Answer

A) interviews are the most valid method of selection. 
B) interviews are practical for dealing with a small number of applicants. 
C) interviews function as a public relations tool. 
D) interviewers have faith in their ability to make selection judgments. 
A) interviews are the most valid method of selection. 
B) interviews are practical for dealing with a small number of applicants. 
C) interviews function as a public relations tool. 
D) interviewers have faith in their ability to make selection judgments.

Question 15

A behavioral description interview is more effective than a situational interview for:

Accepted Answer

A) lower-level positions. 
B) higher-level positions. 
C) recent college graduates. 
D) first line supervisors. 
A) lower-level positions. 
B) higher-level positions. 
C) recent college graduates. 
D) first line supervisors.

Question 16

Sequential interviews are very common.

Accepted Answer

A) True 
 B)False

Question 17

Because of legislation prohibiting their use except in special occupations,use of lie detectors in private firms is extremely low.

Accepted Answer

A) True 
 B)False

Question 18

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

Accepted Answer

A) True 
 B)False

Question 19

In highly structured interviews,the interviewer determines the course that the interview will follow as each question is asked.

Accepted Answer

A) True 
 B)False

Question 20

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (4)behavioral description interview.

Accepted Answer

In a nondirective interview,the intervie

The personality trait of neuroticism refers to:

The personality trait of openness to experience refers to:

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a _____ selection decision model.

If a work sample test includes major job functions and predicts job success,it has construct validity.

The degree to which selection procedures yield comparable data over a period of time is known as:

HR staffs should consider all of the following factors during hiring decisions EXCEPT:

The Americans with Disabilities Act explicitly states that:

Interviewers should steer clear of issues such as age,race,marital status,and sexual orientation.

____ interviews are attractive because of their convenience and low cost and they make it easier to interview people in different geographic areas.

The difference between the situational interview and the behavioral description interview is that:

Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

The statistical approach to decision making is less objective than the clinical approach.

Interviews as a method of selection are popular for all of the following reasons EXCEPT:

A behavioral description interview is more effective than a situational interview for:

Sequential interviews are very common.

Because of legislation prohibiting their use except in special occupations,use of lie detectors in private firms is extremely low.

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

In highly structured interviews,the interviewer determines the course that the interview will follow as each question is asked.

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (4)behavioral description interview.

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 personality trait of neuroticism refers to:

The personality trait of openness to experience refers to:

A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a _____ selection decision model.

If a work sample test includes major job functions and predicts job success,it has construct validity.

The degree to which selection procedures yield comparable data over a period of time is known as:

HR staffs should consider all of the following factors during hiring decisions EXCEPT:

The Americans with Disabilities Act explicitly states that:

Interviewers should steer clear of issues such as age,race,marital status,and sexual orientation.

____ interviews are attractive because of their convenience and low cost and they make it easier to interview people in different geographic areas.

The difference between the situational interview and the behavioral description interview is that:

Predictive validity is assessed when the test scores of job applicants are held against the performance data of existing employees.

With a compensatory model,a low score on one selection test may not eliminate a candidate if he or she gets a high score on another test.

The statistical approach to decision making is less objective than the clinical approach.

Interviews as a method of selection are popular for all of the following reasons EXCEPT:

A behavioral description interview is more effective than a situational interview for:

Sequential interviews are very common.

Because of legislation prohibiting their use except in special occupations,use of lie detectors in private firms is extremely low.

Asking an accountant applicant to solve accounting problems similar to those encountered on the job is an example of construct validity.

In highly structured interviews,the interviewer determines the course that the interview will follow as each question is asked.

Compare and contrast the following four interview approaches: (1)nondirective interview,(2)structured interview,(3)situational interview,and (4)behavioral description interview.

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