Question 1

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. Canadian Fasteners needs to do which of the following to gather information about its candidates?

Accepted Answer

A)  administer a lie detector test 
B)  run background and credit checks on all employees 
C)  gather résumés and applications and conduct interviews 
D)  continue as it is currently doing things

Question 2

Which of the following is appropriate to ask on an application form?

Accepted Answer

A)  whether the applicant has prior arrests 
B)  whether the applicant is eligible to be bonded 
C)  whether the applicant has ever been in jail 
D)  whether the applicant has ever been caught stealing

Question 3

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

Accepted Answer

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

Question 4

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

Medical examinations are usually conducted before an offer of employment is made.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Measuring KSAOs of an applicant against the competencies required for the job is called person-organization fit.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following represents an essential factor in the selection procedure, regardless of the selection methods used?

Accepted Answer

A)  lengthy and thorough 
B)  quick and efficient 
C)  reliable and valid 
D)  a positive experience for applicants

Question 10

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 11

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of which of the following?

Accepted Answer

A)  predictive validity 
B)  concurrent validity 
C)  content validity 
D)  correlational validity

Question 12

Organization Omega is hiring 20 new front-line employees. The company is using an interview that involves three people taking turns asking questions and then pooling their scores of the responses. 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 13

Situational interviews ask applicants how they would respond, while behavioural description interviews ask applicants how they did respond

Accepted Answer

A) True 
 B)False

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

What is one of the most important processes in establishing validity?

Accepted Answer

A)  criterion-related validation 
B)  correlation 
C)  cross-validation 
D)  content validation

Question 16

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 17

Which of the following types of test is increasingly being aided by computer simulations?

Accepted Answer

A)  personality tests 
B)  physical ability tests 
C)  cognitive ability tests 
D)  work sample tests

Question 18

Measuring construct validity requires linking a psychological test to job performance.

Accepted Answer

A) True 
 B)False

Question 19

Content validity is the most direct and least complicated type of validity to assess.

Accepted Answer

A) True 
 B)False

Question 20

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

Accepted Answer

A) True 
 B)False

Exam 6: Employee Selection

Which of the following is appropriate to ask on an application form?

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

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

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

Medical examinations are usually conducted before an offer of employment is made.

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

Measuring KSAOs of an applicant against the competencies required for the job is called person-organization fit.

Which of the following represents an essential factor in the selection procedure, regardless of the selection methods used?

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.

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of which of the following?

Organization Omega is hiring 20 new front-line employees. The company is using an interview that involves three people taking turns asking questions and then pooling their scores of the responses. What is this type of interview called?

Situational interviews ask applicants how they would respond, while behavioural description interviews ask applicants how they did respond

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

What is one of the most important processes in establishing validity?

Why would an organization use an integrity test?

Which of the following types of test is increasingly being aided by computer simulations?

Measuring construct validity requires linking a psychological test to job performance.

Content validity is the most direct and least complicated type of validity to assess.

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