Question 1

The UGESP requires employers to ____.

Accepted Answer

A)  keep records based on religion and marital status for all employees 
B)  perform a local validation study for every subgroup of employees 
C)  consider suitable alternative selection procedures if one of the selection techniques has adverse impact 
D)  assess employee history of drug abuse 
A)  keep records based on religion and marital status for all employees 
B)  perform a local validation study for every subgroup of employees 
C)  consider suitable alternative selection procedures if one of the selection techniques has adverse impact 
D)  assess employee history of drug abuse

Question 2

Federal law prohibits drug testing for a majority of jobs.

Accepted Answer

A) True 
 B)False

Question 3

The starting point for the structured interview is the job rewards matrix.

Accepted Answer

A) True 
 B)False

Question 4

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A) True 
 B)False

Question 6

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____.

Accepted Answer

A)  job knowledge 
B)  presentation skills 
C)  social networking capacity 
D)  diligence 
A)  job knowledge 
B)  presentation skills 
C)  social networking capacity 
D)  diligence

Question 7

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

Accepted Answer

A) True 
 B)False

Question 8

The most widely used test of general mental ability for selection decisions is the _____.

Accepted Answer

A)  MMPI 
B)  Myers-Briggs 
C)  Wonderlic Personnel Test 
D)  Job Characteristics Inventory 
A)  MMPI 
B)  Myers-Briggs 
C)  Wonderlic Personnel Test 
D)  Job Characteristics Inventory

Question 9

Which of the following is(are) true based on research regarding interviews?

Accepted Answer

A)  The validity of structured interviews is low. 
B)  Situational interviews are less valid than job-related interviews. 
C)  Panel interviews were less valid than individual interviews. 
D)  All of the above are true. 
A)  The validity of structured interviews is low. 
B)  Situational interviews are less valid than job-related interviews. 
C)  Panel interviews were less valid than individual interviews. 
D)  All of the above are true.

Question 10

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

Accepted Answer

A) True 
 B)False

Question 11

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Accepted Answer

A) True 
 B)False

Question 12

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

Accepted Answer

A) True 
 B)False

Question 13

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

Accepted Answer

A) True 
 B)False

Question 14

The interview is the central means through which an applicant can learn about the job and organization.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is true regarding integrity tests?

Accepted Answer

A)  Their use has declined in the past decade. 
B)  They are used to reduce employee accidents. 
C)  They are usually paper-and-pencil or computerized measures. 
D)  The construct of integrity is well understood. 
A)  Their use has declined in the past decade. 
B)  They are used to reduce employee accidents. 
C)  They are usually paper-and-pencil or computerized measures. 
D)  The construct of integrity is well understood.

Question 16

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following inquiries can be made prior to giving a job offer?

Accepted Answer

A)  Questions about history of illegal drug use 
B)  Psychological exams designed to detect mental illness 
C)  Oral or written questions about the existence of a disability 
D)  None of the above 
A)  Questions about history of illegal drug use 
B)  Psychological exams designed to detect mental illness 
C)  Oral or written questions about the existence of a disability 
D)  None of the above

Question 18

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Accepted Answer

A) True 
 B)False

Question 19

Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs.

Accepted Answer

A)  customer service 
B)  assembly 
C)  bank teller 
D)  none of the above 
A)  customer service 
B)  assembly 
C)  bank teller 
D)  none of the above

Question 20

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Accepted Answer

A) True 
 B)False

The UGESP requires employers to ____.

Federal law prohibits drug testing for a majority of jobs.

The starting point for the structured interview is the job rewards matrix.

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

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

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____.

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

The most widely used test of general mental ability for selection decisions is the _____.

Which of the following is(are) true based on research regarding interviews?

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

The interview is the central means through which an applicant can learn about the job and organization.

Which of the following is true regarding integrity tests?

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Which of the following inquiries can be made prior to giving a job offer?

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs.

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

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

The UGESP requires employers to ____.

Federal law prohibits drug testing for a majority of jobs.

The starting point for the structured interview is the job rewards matrix.

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

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

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____.

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

The most widely used test of general mental ability for selection decisions is the _____.

Which of the following is(are) true based on research regarding interviews?

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

The interview is the central means through which an applicant can learn about the job and organization.

Which of the following is true regarding integrity tests?

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Which of the following inquiries can be made prior to giving a job offer?

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs.

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

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