Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

______ of applicants test positive for drugs.

Accepted Answer

A)  One-third 
B)  About one-quarter 
C)  Ten percent 
D)  Less than five percent 
A)  One-third 
B)  About one-quarter 
C)  Ten percent 
D)  Less than five percent

Question 3

"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 4

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 5

According to a report by the U.S.Merit Systems Protection Board,a quasijudicial agency that serves as the guardian of federal merit systems,structured interviews are _____ as nondirective interviews to predict on-the job performance.

Accepted Answer

A)  twice as likely 
B)  half as likely 
C)  just as likely 
D)  four times as likely 
A)  twice as likely 
B)  half as likely 
C)  just as likely 
D)  four times as likely

Question 6

A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions 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 7

Define the concepts of reliability and validity.

Accepted Answer

Reliability describes the degree to whic

Question 8

According to the "Big Five" factors,____ means the degree to which someone is talkative,sociable,active,aggressive,and excitable

Accepted Answer

A)  extroversion 
B)  agreeableness 
C)  conscientiousness 
D)  neuroticism 
A)  extroversion 
B)  agreeableness 
C)  conscientiousness 
D)  neuroticism

Question 9

The closer the content of the selection instrument to actual work samples or behaviors,the higher the content validity.

Accepted Answer

A) True 
 B)False

Question 10

The multiple hurdle model is sequential,in that candidates must score well enough on one measure to advance on to the next.

Accepted Answer

A) True 
 B)False

Question 11

One of the drawbacks of pre-employment testing is that it creates the potential for _________.

Accepted Answer

A)  cross-validation. 
B)  legal challenges. 
C)  employer misunderstanding. 
D)  spurious correlation. 
A)  cross-validation. 
B)  legal challenges. 
C)  employer misunderstanding. 
D)  spurious correlation.

Question 12

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 13

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

Accepted Answer

A) True 
 B)False

Question 14

According to the "Big Five" factors,_____ refers to the degree to which someone is dependable and organized and perseveres in tasks

Accepted Answer

A)  conscientiousness 
B)  extroversion 
C)  agreeableness 
D)  neuroticism 
A)  conscientiousness 
B)  extroversion 
C)  agreeableness 
D)  neuroticism

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is an inappropriate interview question?

Accepted Answer

A)  Where did you go to school? 
B)  Have you ever been convicted of a crime? 
C)  Where were you born? 
D)  Are you legally authorized to work in the United States? 
A)  Where did you go to school? 
B)  Have you ever been convicted of a crime? 
C)  Where were you born? 
D)  Are you legally authorized to work in the United States?

Question 18

Because of the physical differences between the genders,physical ability tests should be carefully validated on the basis on the essential functions of the job.

Accepted Answer

A) True 
 B)False

Question 19

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 20

The final decision to hire an applicant usually belongs to:

Accepted Answer

A)  the HR recruiter. 
B)  the HR manager. 
C)  supervisors 
D)  co-workers. 
A)  the HR recruiter. 
B)  the HR manager. 
C)  supervisors 
D)  co-workers.

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

______ of applicants test positive for drugs.

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

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

According to a report by the U.S.Merit Systems Protection Board,a quasijudicial agency that serves as the guardian of federal merit systems,structured interviews are _____ as nondirective interviews to predict on-the job performance.

A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions is referred to as a ____ model.

Define the concepts of reliability and validity.

According to the "Big Five" factors,____ means the degree to which someone is talkative,sociable,active,aggressive,and excitable

The closer the content of the selection instrument to actual work samples or behaviors,the higher the content validity.

The multiple hurdle model is sequential,in that candidates must score well enough on one measure to advance on to the next.

One of the drawbacks of pre-employment testing is that it creates the potential for _________.

The personality trait of Neuroticism refers to:

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

According to the "Big Five" factors,_____ refers to the degree to which someone is dependable and organized and perseveres in tasks

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

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Which of the following is an inappropriate interview question?

Because of the physical differences between the genders,physical ability tests should be carefully validated on the basis on the essential functions of the job.

The personality trait of Openness to Experience refers to:

The final decision to hire an applicant usually belongs to:

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

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

______ of applicants test positive for drugs.

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

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

According to a report by the U.S.Merit Systems Protection Board,a quasijudicial agency that serves as the guardian of federal merit systems,structured interviews are _____ as nondirective interviews to predict on-the job performance.

A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions is referred to as a ____ model.

Define the concepts of reliability and validity.

According to the "Big Five" factors,____ means the degree to which someone is talkative,sociable,active,aggressive,and excitable

The closer the content of the selection instrument to actual work samples or behaviors,the higher the content validity.

The multiple hurdle model is sequential,in that candidates must score well enough on one measure to advance on to the next.

One of the drawbacks of pre-employment testing is that it creates the potential for _________.

The personality trait of Neuroticism refers to:

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

According to the "Big Five" factors,_____ refers to the degree to which someone is dependable and organized and perseveres in tasks

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

HRM specialists have found that panel interviews lead to higher reliability and faster decision times than one-to-one interviews.

Which of the following is an inappropriate interview question?

Because of the physical differences between the genders,physical ability tests should be carefully validated on the basis on the essential functions of the job.

The personality trait of Openness to Experience refers to:

The final decision to hire an applicant usually belongs to:

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