Question 1

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

Accepted Answer

A) True 
 B)False

Question 2

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 3

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

Accepted Answer

A) True 
 B)False

Question 4

Behavioral description interviews appear to be more effective than situational interviews,especially for higher level positions.

Accepted Answer

A) True 
 B)False

Question 5

"Tell me more about your experiences on your last job" is an example of a nondirective interview question.

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

Structured interviews are less likely than nondirective interviews to be attacked in court

Accepted Answer

A) True 
 B)False

Question 8

During the selection procedure,an applicant may be rejected:

Accepted Answer

A)  after the preliminary interview. 
B)  after completing the application blank. 
C)  after selection test results are received. 
D)  at any step in the procedure. 
A)  after the preliminary interview. 
B)  after completing the application blank. 
C)  after selection test results are received. 
D)  at any step in the procedure.

Question 9

Typically,establishing validity is a matter of comparing selection test scores:

Accepted Answer

A)  to weighted scores on the candidates application 
B)  to supervisors' performance ratings 
C)  to previous scores done in a similar occupation 
D)  before and after hiring 
A)  to weighted scores on the candidates application 
B)  to supervisors' performance ratings 
C)  to previous scores done in a similar occupation 
D)  before and after hiring

Question 10

If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.

Accepted Answer

A) True 
 B)False

Question 11

Predictive and concurrent validity are determined by comparing test scores with supervisor performance ratings.

Accepted Answer

A) True 
 B)False

Question 12

Content validity is the most complicated type of validity to assess.

Accepted Answer

A) True 
 B)False

Question 13

The interview remains a mainstay of selection because of all of the following,EXCEPT:

Accepted Answer

A)  it absolves the organization of legal liability 
B)  it is practical 
C)  it serves public relations purposes 
D)  interviewers maintain confidence in their judgments 
A)  it absolves the organization of legal liability 
B)  it is practical 
C)  it serves public relations purposes 
D)  interviewers maintain confidence in their judgments

Question 14

To protect themselves from hiring potentially bad employees,organizations are encouraged to ask job applicants about past arrests on biographical information blanks.

Accepted Answer

A) True 
 B)False

Question 15

Federal courts have significantly expanded the areas of questioning permitted during an interview.

Accepted Answer

A) True 
 B)False

Question 16

Data obtained from nondirective interviews are difficult to validate.

Accepted Answer

A) True 
 B)False

Question 17

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

Accepted Answer

A) True 
 B)False

Question 18

The use of polygraph tests to screen applicants:

Accepted Answer

A)  is recommended procedure for all potential employees. 
B)  should be used only in high-security employment areas. 
C)  is prohibited by federal law for most private employers. 
D)  is prohibited by executive order for government contractors only. 
A)  is recommended procedure for all potential employees. 
B)  should be used only in high-security employment areas. 
C)  is prohibited by federal law for most private employers. 
D)  is prohibited by executive order for government contractors only.

Question 19

A legal means of screening out applicants who pose a security risk is to use a:

Accepted Answer

A)  polygraph. 
B)  paper-and-pencil honesty test. 
C)  voice stress analyzer. 
D)  deceptograph. 
A)  polygraph. 
B)  paper-and-pencil honesty test. 
C)  voice stress analyzer. 
D)  deceptograph.

Question 20

Sequential interviews are very common

Accepted Answer

A) True 
 B)False

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

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

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

Behavioral description interviews appear to be more effective than situational interviews,especially for higher level positions.

"Tell me more about your experiences on your last job" is an example of a nondirective interview question.

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

Structured interviews are less likely than nondirective interviews to be attacked in court

During the selection procedure,an applicant may be rejected:

Typically,establishing validity is a matter of comparing selection test scores:

If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.

Predictive and concurrent validity are determined by comparing test scores with supervisor performance ratings.

Content validity is the most complicated type of validity to assess.

The interview remains a mainstay of selection because of all of the following,EXCEPT:

To protect themselves from hiring potentially bad employees,organizations are encouraged to ask job applicants about past arrests on biographical information blanks.

Federal courts have significantly expanded the areas of questioning permitted during an interview.

Data obtained from nondirective interviews are difficult to validate.

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

The use of polygraph tests to screen applicants:

A legal means of screening out applicants who pose a security risk is to use a:

Sequential interviews are very common

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

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

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

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

Behavioral description interviews appear to be more effective than situational interviews,especially for higher level positions.

"Tell me more about your experiences on your last job" is an example of a nondirective interview question.

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

Structured interviews are less likely than nondirective interviews to be attacked in court

During the selection procedure,an applicant may be rejected:

Typically,establishing validity is a matter of comparing selection test scores:

If an organization's selection procedures yield comparable data over a period of time,the procedures are valid.

Predictive and concurrent validity are determined by comparing test scores with supervisor performance ratings.

Content validity is the most complicated type of validity to assess.

The interview remains a mainstay of selection because of all of the following,EXCEPT:

To protect themselves from hiring potentially bad employees,organizations are encouraged to ask job applicants about past arrests on biographical information blanks.

Federal courts have significantly expanded the areas of questioning permitted during an interview.

Data obtained from nondirective interviews are difficult to validate.

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

The use of polygraph tests to screen applicants:

A legal means of screening out applicants who pose a security risk is to use a:

Sequential interviews are very common

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