Question 1

Intelligence,mechanical comprehension,and anxiety are examples of:

Accepted Answer

A) job requirements. 
B) job characteristics. 
C) theories. 
D) constructs. 
A) job requirements. 
B) job characteristics. 
C) theories. 
D) constructs.

Question 2

Constructs,or traits,include all of the following EXCEPT:

Accepted Answer

A) intelligence. 
B) mechanical comprehension. 
C) physical ability. 
D) anxiety. 
A) intelligence. 
B) mechanical comprehension. 
C) physical ability. 
D) anxiety.

Question 3

The degree to which a test or selection procedure measures a person's attributes is termed:

Accepted Answer

A) evidence. 
B) accuracy. 
C) reliability. 
D) validity. 
A) evidence. 
B) accuracy. 
C) reliability. 
D) validity.

Question 4

A situational interview asks the applicant what they actually did in a given situation.

Accepted Answer

A) True 
 B)False

Question 5

The "can-do" factors in selection decisions include:

Accepted Answer

A) skills. 
B) personality. 
C) values. 
D) motivation. 
A) skills. 
B) personality. 
C) values. 
D) motivation.

Question 6

Reliability refers to what a test or other selection procedure measures and how well it measures it.

Accepted Answer

A) True 
 B)False

Question 7

A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criterion on previous parts of the process is referred to as a _____ model.

Accepted Answer

A) multiple cutoff 
B) multiple hurdle 
C) compensatory 
D) contingency 
A) multiple cutoff 
B) multiple hurdle 
C) compensatory 
D) contingency

Question 8

Which of the following should NOT be asked on an application form?

Accepted Answer

A) Application date 
B) References 
C) National origin 
D) Criminal convictions 
A) Application date 
B) References 
C) National origin 
D) Criminal convictions

Question 9

Briefly explain the different types of employment tests.

Accepted Answer

•Cognitive ability tests measure mental

Question 10

"Tell me about the last time you disciplined an employee" is an example of a:

Accepted Answer

A) behavioral description interview question. 
B) panel interview question. 
C) computer interview question. 
D) closed response interview question. 
A) behavioral description interview question. 
B) panel interview question. 
C) computer interview question. 
D) closed response interview question.

Question 11

Police,firefighting,and teaching areas appear to be more prone to discrimination litigation.

Accepted Answer

A) True 
 B)False

Question 12

Which is the most direct and the least complicated type of validity to assess?

Accepted Answer

A) Content validity 
B) Construct validity 
C) Criterion-related validity 
D) Concurrent validity 
A) Content validity 
B) Construct validity 
C) Criterion-related validity 
D) Concurrent validity

Question 13

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

Accepted Answer

A) predictive validity. 
B) concurrent validity. 
C) content validity. 
D) correlational validity. 
A) predictive validity. 
B) concurrent validity. 
C) content validity. 
D) correlational validity.

Question 14

The extent to which good performance on a test correlates with high marks on a performance review is an example of:

Accepted Answer

A) criterion-related validity. 
B) clinical approach. 
C) construct validity. 
D) cross-validation. 
A) criterion-related validity. 
B) clinical approach. 
C) construct validity. 
D) cross-validation.

Question 15

List the steps in the hiring process.

Accepted Answer

1.Submission of resume;
2.Comp

Question 16

The purposes served by application forms include all of the following EXCEPT:

Accepted Answer

A) eliminating the need for interviews. 
B) determining if the applicant meets the minimum requirements. 
C) providing the basis for interview questions. 
D) offering sources for reference checks. 
A) eliminating the need for interviews. 
B) determining if the applicant meets the minimum requirements. 
C) providing the basis for interview questions. 
D) offering sources for reference checks.

Question 17

Reliability refers to the extent to which two methods yield similar results but are not consistent with one another.

Accepted Answer

A) True 
 B)False

Question 18

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the:

Accepted Answer

A) personal judgment approach. 
B) quantitative approach. 
C) objective approach. 
D) statistical approach. 
A) personal judgment approach. 
B) quantitative approach. 
C) objective approach. 
D) statistical approach.

Question 19

All of the following questions may be considered appropriate during an interview EXCEPT:

Accepted Answer

A) Have you ever been arrested? 
B) Do you have a legal right to work in the U.S.? 
C) Are you physically able to perform the essential duties of the job? 
D) Did you finish school? 
A) Have you ever been arrested? 
B) Do you have a legal right to work in the U.S.? 
C) Are you physically able to perform the essential duties of the job? 
D) Did you finish school?

Question 20

Concurrent validity is determined by comparing the applicant's test scores with the supervisor's performance ratings.

Accepted Answer

A) True 
 B)False

Intelligence,mechanical comprehension,and anxiety are examples of:

Constructs,or traits,include all of the following EXCEPT:

The degree to which a test or selection procedure measures a person's attributes is termed:

A situational interview asks the applicant what they actually did in a given situation.

The "can-do" factors in selection decisions include:

Reliability refers to what a test or other selection procedure measures and how well it measures it.

A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criterion on previous parts of the process is referred to as a _____ model.

Which of the following should NOT be asked on an application form?

Briefly explain the different types of employment tests.

"Tell me about the last time you disciplined an employee" is an example of a:

Police,firefighting,and teaching areas appear to be more prone to discrimination litigation.

Which is the most direct and the least complicated type of validity to assess?

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

The extent to which good performance on a test correlates with high marks on a performance review is an example of:

List the steps in the hiring process.

The purposes served by application forms include all of the following EXCEPT:

Reliability refers to the extent to which two methods yield similar results but are not consistent with one another.

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the:

All of the following questions may be considered appropriate during an interview EXCEPT:

Concurrent validity is determined by comparing the applicant's test scores with the supervisor's performance ratings.

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

Intelligence,mechanical comprehension,and anxiety are examples of:

Constructs,or traits,include all of the following EXCEPT:

The degree to which a test or selection procedure measures a person's attributes is termed:

A situational interview asks the applicant what they actually did in a given situation.

The "can-do" factors in selection decisions include:

Reliability refers to what a test or other selection procedure measures and how well it measures it.

A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criterion on previous parts of the process is referred to as a _____ model.

Which of the following should NOT be asked on an application form?

Briefly explain the different types of employment tests.

"Tell me about the last time you disciplined an employee" is an example of a:

Police,firefighting,and teaching areas appear to be more prone to discrimination litigation.

Which is the most direct and the least complicated type of validity to assess?

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

The extent to which good performance on a test correlates with high marks on a performance review is an example of:

List the steps in the hiring process.

The purposes served by application forms include all of the following EXCEPT:

Reliability refers to the extent to which two methods yield similar results but are not consistent with one another.

The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the:

All of the following questions may be considered appropriate during an interview EXCEPT:

Concurrent validity is determined by comparing the applicant's test scores with the supervisor's performance ratings.

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