Question 1

The federal government relies extensively on employment testing in the selection process.

Accepted Answer

A) True 
 B)False

Question 2

Scenario 6.1
Canadian Fasteners is an Ottawa-based packing firm that packages nuts, bolts, and screws for various Canadian furniture companies. The firm started operations in 2003 with 13 employees and has grown to over 150 employees today. Employees are paid hourly rates with benefits similar to other packing firms across Ontario. The work does not need previous experience. Canadian Fasteners has been struggling to recruit and hire the right employees to take the company into the new millennium. Part of the problem is that workers, especially floor workers, are hired by word of mouth with no formal application process or even an interview. As a result, the company faces a high turnover rate and spends valuable time training new employees who may not have the prerequisite skills to effectively do the job in the first place.
-Refer to Scenario 6.1. Assume Canadian Fasteners designates a person to review the applications and conduct the interviews. Which of the following is NOT helpful to the interviewer?

Accepted Answer

A)  non-standardized questions 
B)  understanding the job 
C)  establishing an interview plan 
D)  controlling the course of the interview

Question 3

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Accepted Answer

A) True 
 B)False

Question 4

What type of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

Accepted Answer

A)  a structured interview 
B)  a depth interview 
C)  a situational interview 
D)  a nondirective interview

Question 5

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 6

Video interviews have the advantages of speed and cost-effectiveness.

Accepted Answer

A) True 
 B)False

Question 7

A situational interview asks the applicant what he or she actually did in a given situation.

Accepted Answer

A) True 
 B)False

Question 8

The Scholastic Aptitude Test (SAT) is an example of a cognitive ability test.

Accepted Answer

A) True 
 B)False

Question 9

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behaviour.

Accepted Answer

A) True 
 B)False

Question 10

Why would an organization use an integrity test?

Accepted Answer

A)  because even though such tests are not correlated with reduced disruptive behaviours, they have been correlated with reduced turnover 
B)  because such tests are designed to identify thieves 
C)  because these tests not only reduce theft, but also have been shown to have a relationship with performance on the job 
D)  because in using an integrity test, you can avoid the use of most other selection tests, since it has been shown that these are good stand-alone predictors

Question 11

The "Big Five" factors are related to what type of employment tests?

Accepted Answer

A)  cognitive ability tests 
B)  general intelligence tests 
C)  personality tests 
D)  mental awareness tests

Question 12

What type of employment test measures "general intelligence"?

Accepted Answer

A)  a work sample test 
B)  an assessment test 
C)  a structured ability test 
D)  a cognitive ability test

Question 13

The premise of a behavioural interview is that "past performance is the best predictor of future performance."

Accepted Answer

A) True 
 B)False

Question 14

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 15

Which of the following best describes the use of reference checks?

Accepted Answer

A)  They are no longer used because organizations won't share information about previous employees for fear of litigation. 
B)  Their usefulness is limited because most managers will not share performance data. 
C)  Some organizations have detailed forms for previous employers to fill out in order to get the best information. 
D)  New human rights laws prohibit their use.

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

The HR manager and the training manager separately interviewed five applicants for a position. They both ended scoring the five of them very similarly. What is this result an example of?

Accepted Answer

A)  high concurrent validity 
B)  high inter-rater reliability 
C)  high construct validity 
D)  high inter-personal reliability

Question 18

Which of the following terms refers to the extent to which good performance on an employment selection test correlates with high marks on a performance review?

Accepted Answer

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

Question 19

Organization Beta is hiring 20 new staff for front-line positions. The interview the company is using involves giving the applicant hypothetical incidents and asking how he or she would respond. What is this type of interview called?

Accepted Answer

A)  a behavioural description interview 
B)  a panel interview 
C)  a situational interview 
D)  a structured interview

Question 20

A manager is examining the number of applicants for a job compared to the number of people needed to be hired. What is this figure called?

Accepted Answer

A)  the yield ratio 
B)  the selection ratio 
C)  the base ratio 
D)  the validity coefficient

Exam 6: Employee Selection

The federal government relies extensively on employment testing in the selection process.

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

What type of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

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.

Video interviews have the advantages of speed and cost-effectiveness.

A situational interview asks the applicant what he or she actually did in a given situation.

The Scholastic Aptitude Test (SAT) is an example of a cognitive ability test.

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behaviour.

Why would an organization use an integrity test?

The "Big Five" factors are related to what type of employment tests?

What type of employment test measures "general intelligence"?

The premise of a behavioural interview is that "past performance is the best predictor of future performance."

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

Which of the following best describes the use of reference checks?

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

The HR manager and the training manager separately interviewed five applicants for a position. They both ended scoring the five of them very similarly. What is this result an example of?

Which of the following terms refers to the extent to which good performance on an employment selection test correlates with high marks on a performance review?

Organization Beta is hiring 20 new staff for front-line positions. The interview the company is using involves giving the applicant hypothetical incidents and asking how he or she would respond. What is this type of interview called?

A manager is examining the number of applicants for a job compared to the number of people needed to be hired. What is this figure called?