Question 1

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

Question 2

Legally,medical examinations can only be given after an offer of employment has been extended.

Accepted Answer

A) True 
 B)False

Question 3

Extroversion refers to the degree to which someone is insightful,creative,artistic,and curious.

Accepted Answer

A) True 
 B)False

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 personality trait of Conscientiousness 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 dependable and organized 
D)  the degree to which someone is dependable and organized. 
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 dependable and organized 
D)  the degree to which someone is dependable and organized.

Question 6

List and discuss the steps in the hiring process.

Accepted Answer

1.Submission of resume;
2.Comp

Question 7

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 8

Examples of criteria that can be used to validate selection procedures include all of the following except:

Accepted Answer

A)  test scores. 
B)  sales figures. 
C)  performance appraisals. 
D)  quantity and quality of output. 
A)  test scores. 
B)  sales figures. 
C)  performance appraisals. 
D)  quantity and quality of output.

Question 9

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

Accepted Answer

A) True 
 B)False

Question 10

Most interviews take place in person.

Accepted Answer

A) True 
 B)False

Question 11

Following 9/11 and a rash of corporate scandals,background checks have ______________.

Accepted Answer

A)  fallen into disfavor. 
B)  become standard for many corporations. 
C)  become voluntary. 
D)  become more inexpensive. 
A)  fallen into disfavor. 
B)  become standard for many corporations. 
C)  become voluntary. 
D)  become more inexpensive.

Question 12

Which of the following interview questions is appropriate?

Accepted Answer

A)  Why did you leave your last job? 
B)  Are you a man or a woman? 
C)  How much do you weigh? 
D)  How tall are you? 
A)  Why did you leave your last job? 
B)  Are you a man or a woman? 
C)  How much do you weigh? 
D)  How tall are you?

Question 13

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 14

The clinical approach to selection eliminates personal biases and stereotypes.

Accepted Answer

A) True 
 B)False

Question 15

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 16

Correlation (validity)coefficients range from 0.00 to 1.00.

Accepted Answer

A) True 
 B)False

Question 17

The Uniform CPA Examination used to license certified public accountants is an example of:

Accepted Answer

A)  a work sample test 
B)  a job knowledge test 
C)  a physical ability test 
D)  an interest inventory 
A)  a work sample test 
B)  a job knowledge test 
C)  a physical ability test 
D)  an interest inventory

Question 18

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

Accepted Answer

A)  there is no difference,the terms are synonymous 
B)  situational interviews are for technical positions,while behavioral description interviews apply 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)  situational interviews are for technical positions,while behavioral description interviews apply 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 19

In large organization,notifying applicants of the selection decision and making job offers are generally the responsibility of:

Accepted Answer

A)  the HR department. 
B)  the line manager. 
C)  the supervisor. 
D)  the industrial relations manager. 
A)  the HR department. 
B)  the line manager. 
C)  the supervisor. 
D)  the industrial relations manager.

Question 20

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 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 qualifiable be considered? 
D)  Should overqualified individuals be considered?

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

Legally,medical examinations can only be given after an offer of employment has been extended.

Extroversion refers to the degree to which someone is insightful,creative,artistic,and curious.

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

The personality trait of Conscientiousness refers to:

List and discuss the steps in the hiring process.

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

Examples of criteria that can be used to validate selection procedures include all of the following except:

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

Most interviews take place in person.

Following 9/11 and a rash of corporate scandals,background checks have ______________.

Which of the following interview questions is appropriate?

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

The clinical approach to selection eliminates personal biases and stereotypes.

Intelligence,mechanical comprehension,and anxiety are examples of:

Correlation (validity)coefficients range from 0.00 to 1.00.

The Uniform CPA Examination used to license certified public accountants is an example of:

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

In large organization,notifying applicants of the selection decision and making job offers are generally the responsibility of:

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

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

Legally,medical examinations can only be given after an offer of employment has been extended.

Extroversion refers to the degree to which someone is insightful,creative,artistic,and curious.

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

The personality trait of Conscientiousness refers to:

List and discuss the steps in the hiring process.

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

Examples of criteria that can be used to validate selection procedures include all of the following except:

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

Most interviews take place in person.

Following 9/11 and a rash of corporate scandals,background checks have ______________.

Which of the following interview questions is appropriate?

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

The clinical approach to selection eliminates personal biases and stereotypes.

Intelligence,mechanical comprehension,and anxiety are examples of:

Correlation (validity)coefficients range from 0.00 to 1.00.

The Uniform CPA Examination used to license certified public accountants is an example of:

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

In large organization,notifying applicants of the selection decision and making job offers are generally the responsibility of:

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

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