Question 1

Which of the following statements is false?

Accepted Answer

A)  There is little evidence that people fake their scores on personality tests in the hiring contexts 
B)  When individuals believe their scores are being used for selection, their observed scores tend to increase 
C)  Faking has a negative impact on the validity of personality tests 
D)  None of the above statements is false 
A)  There is little evidence that people fake their scores on personality tests in the hiring contexts 
B)  When individuals believe their scores are being used for selection, their observed scores tend to increase 
C)  Faking has a negative impact on the validity of personality tests 
D)  None of the above statements is false

Question 2

Performance tests and work samples are readily accepted by applicants as job relevant.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following is true regarding research on the validity of personality tests?

Accepted Answer

A)  Conscientiousness predicts performance across occupational groups. 
B)  Openness to experience does not predict training performance. 
C)  Extraversion predicts job performance for most jobs. 
D)  All of the above are true. 
A)  Conscientiousness predicts performance across occupational groups. 
B)  Openness to experience does not predict training performance. 
C)  Extraversion predicts job performance for most jobs. 
D)  All of the above are true.

Question 4

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Accepted Answer

A) True 
 B)False

Question 5

Substantive assessment methods are used to reduce the applicant pool to candidates.

Accepted Answer

A) True 
 B)False

Question 6

The construct of "integrity" is well understood.

Accepted Answer

A) True 
 B)False

Question 7

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Accepted Answer

A) True 
 B)False

Question 8

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

Accepted Answer

A) True 
 B)False

Question 9

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

Accepted Answer

A)  Neuroticism 
B)  Extraversion 
C)  Agreeableness 
D)  Conscientiousness 
E)  Openness to experience 
A)  Neuroticism 
B)  Extraversion 
C)  Agreeableness 
D)  Conscientiousness 
E)  Openness to experience

Question 10

The first step of the structured interview process is __________.

Accepted Answer

A)  selecting and training interviewers 
B)  developing the selection plan 
C)  consulting the job requirements matrix 
D)  developing selection goals 
A)  selecting and training interviewers 
B)  developing the selection plan 
C)  consulting the job requirements matrix 
D)  developing selection goals

Question 11

The best description of UGESP is that they are _____.

Accepted Answer

A)  regulations for drug testing in the workplace 
B)  a set of federal regulations related to selection systems as covered by the Civil Rights Act 
C)  a set of regulations relating only to disabled individuals 
D)  regulations that deal only with gender equity and job selection 
A)  regulations for drug testing in the workplace 
B)  a set of federal regulations related to selection systems as covered by the Civil Rights Act 
C)  a set of regulations relating only to disabled individuals 
D)  regulations that deal only with gender equity and job selection

Question 12

Measures of specific cognitive abilities do not reflect general intelligence.

Accepted Answer

A) True 
 B)False

Question 13

A medical examination for employees is defined the same way as for job applicants.

Accepted Answer

A) True 
 B)False

Question 14

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Accepted Answer

A) True 
 B)False

Question 15

________ assessment methods are used to reduce the candidate pool to finalists for a job.

Accepted Answer

A)  Initial 
B)  Substantive 
C)  Discretionary 
D)  Contingent 
A)  Initial 
B)  Substantive 
C)  Discretionary 
D)  Contingent

Question 16

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

Accepted Answer

A) True 
 B)False

Question 17

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

Accepted Answer

A) True 
 B)False

Question 18

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test.

Accepted Answer

A)  job knowledge 
B)  psychomotor 
C)  high fidelity 
D)  low fidelity 
A)  job knowledge 
B)  psychomotor 
C)  high fidelity 
D)  low fidelity

Question 19

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.

Accepted Answer

A)  situational 
B)  experience-based 
C)  projective 
D)  KSAO-based 
A)  situational 
B)  experience-based 
C)  projective 
D)  KSAO-based

Question 20

Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control these factors, EI has nothing unique to offer.

Accepted Answer

A) True 
 B)False

Which of the following statements is false?

Performance tests and work samples are readily accepted by applicants as job relevant.

Which of the following is true regarding research on the validity of personality tests?

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Substantive assessment methods are used to reduce the applicant pool to candidates.

The construct of "integrity" is well understood.

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

The first step of the structured interview process is __________.

The best description of UGESP is that they are _____.

Measures of specific cognitive abilities do not reflect general intelligence.

A medical examination for employees is defined the same way as for job applicants.

Organizations may make medical inquiries or require medical exams prior to making a job offer.

________ assessment methods are used to reduce the candidate pool to finalists for a job.

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test.

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.

Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control these factors, EI has nothing unique to offer.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 9: External Selection II

Which of the following statements is false?

Performance tests and work samples are readily accepted by applicants as job relevant.

Which of the following is true regarding research on the validity of personality tests?

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Substantive assessment methods are used to reduce the applicant pool to candidates.

The construct of "integrity" is well understood.

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

The first step of the structured interview process is __________.

The best description of UGESP is that they are _____.

Measures of specific cognitive abilities do not reflect general intelligence.

A medical examination for employees is defined the same way as for job applicants.

Organizations may make medical inquiries or require medical exams prior to making a job offer.

________ assessment methods are used to reduce the candidate pool to finalists for a job.

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test.

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.

Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control these factors, EI has nothing unique to offer.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters