Exam 6: Employee Selection

It is estimated that at least 30 percent of applicants stretch the truth on their résumés.

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

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

Intelligence,mechanical comprehension,and anxiety are examples of which of the following?

Application forms should always require relevant dates,including date of birth.

Which of the following best describes credit reports?

In the "Big Five" personality tests,what is the dimension captured by the degree to which someone is dependable and organized,and perseveres?

Mary was asked a question in an interview about a hypothetical incident and was asked how she would respond to it.What is this type of interview called?

Since biographical information blanks rarely have obviously right or wrong answers,they are difficult to fake.

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

Personality tests measure such things as agreeableness,extroversion,and openness to experience.

Which of the following measures mental capabilities such as general intelligence,verbal fluency,numerical ability,or reasoning ability?

What do we call the degree to which selection procedures yield comparable data over a period of time?

When an organization hires a person who is described as high in predicted success and high in job performance,what do we call that situation?

Although many organizations are encouraging applicants to apply for jobs online,this practice slows down the application process.

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

Although widely used,employment interviews pose potential concerns about validity.

Identify and explain the five primary types of employment tests.

Person-organization fit has become more of a focus in firms that need teamwork and flexibility.

Validity refers to what a selection procedure measures and how well it measures it.