Question 1

This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.

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 2

Situational judgment tests ______.

Accepted Answer

A)  have very high adverse impact 
B)  involve applicants' descriptions of how they would behave in work scenarios 
C)  are based on applicants' evaluations of photographs 
D)  have very low validity 
A)  have very high adverse impact 
B)  involve applicants' descriptions of how they would behave in work scenarios 
C)  are based on applicants' evaluations of photographs 
D)  have very low validity

Question 3

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

Accepted Answer

A) True 
 B)False

Question 4

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called _____________.

Accepted Answer

A)  situational judgment tests 
B)  behavioral implementation tests 
C)  work sample tests 
D)  Job simulation tests 
A)  situational judgment tests 
B)  behavioral implementation tests 
C)  work sample tests 
D)  Job simulation tests

Question 5

Which of the following is true regarding cognitive ability tests?

Accepted Answer

A)  Cognitive ability tests are among the least valid methods of selection. 
B)  Cognitive ability tests do not generalize to a wide range of organizations and jobs. 
C)  There is reason to believe cognitive ability tests will be associated with positive financial returns. 
D)  All of the above are true. 
A)  Cognitive ability tests are among the least valid methods of selection. 
B)  Cognitive ability tests do not generalize to a wide range of organizations and jobs. 
C)  There is reason to believe cognitive ability tests will be associated with positive financial returns. 
D)  All of the above are true.

Question 6

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

Accepted Answer

A) True 
 B)False

Question 7

Applicants' reactions to interviews tend to be _________.

Accepted Answer

A)  very favorable 
B)  somewhat favorable 
C)  neutral 
D)  somewhat unfavorable 
A)  very favorable 
B)  somewhat favorable 
C)  neutral 
D)  somewhat unfavorable

Question 8

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

Accepted Answer

A) True 
 B)False

Question 9

The biggest reason why cognitive ability tests are not more widely used is _____________.

Accepted Answer

A)  they are too expensive 
B)  they are too time-consuming 
C)  they are difficult to administer 
D)  they have an adverse impact on minorities 
A)  they are too expensive 
B)  they are too time-consuming 
C)  they are difficult to administer 
D)  they have an adverse impact on minorities

Question 10

Which of the following is true regarding drug testing?

Accepted Answer

A)  Applicants were twice as likely to be tested for alcohol use as drug use. 
B)  The rate of drug testing has declined slightly in recent years. 
C)  Upper-level employees are more likely to be tested than lower-level employees. 
D)  All of the above are true. 
A)  Applicants were twice as likely to be tested for alcohol use as drug use. 
B)  The rate of drug testing has declined slightly in recent years. 
C)  Upper-level employees are more likely to be tested than lower-level employees. 
D)  All of the above are true.

Question 11

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

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 12

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Accepted Answer

A) True 
 B)False

Question 13

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

Accepted Answer

A) True 
 B)False

Question 14

The three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is true regarding the use of personality tests in the selection process?

Accepted Answer

A)  Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 
B)  The aspect of emotional stability that is more relevant to job performance is stress proneness. 
C)  The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 
D)  None of the above. 
A)  Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 
B)  The aspect of emotional stability that is more relevant to job performance is stress proneness. 
C)  The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 
D)  None of the above.

Question 16

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____.

Accepted Answer

A)  are about as predictive of job performance as ability tests 
B)  are more predictive of job performance than ability tests 
C)  are not strongly predictive of job performance 
D)  are prohibited by law 
A)  are about as predictive of job performance as ability tests 
B)  are more predictive of job performance than ability tests 
C)  are not strongly predictive of job performance 
D)  are prohibited by law

Question 17

Which of the following is a source of error or bias in unstructured interviews?

Accepted Answer

A)  Low reliability between interviewers. 
B)  Nonverbal cues from interviewees influence interview ratings. 
C)  Primacy effects. 
D)  All of the above are true. 
A)  Low reliability between interviewers. 
B)  Nonverbal cues from interviewees influence interview ratings. 
C)  Primacy effects. 
D)  All of the above are true.

Question 18

Research studies have found ___________ support for the validity of job knowledge tests.

Accepted Answer

A)  relatively strong 
B)  no support 
C)  very weak 
D)  some 
A)  relatively strong 
B)  no support 
C)  very weak 
D)  some

Question 19

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Accepted Answer

A) True 
 B)False

Question 20

Some organizations have begun to screen out those who smoke tobacco.

Accepted Answer

A) True 
 B)False

This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.

Situational judgment tests ______.

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called _____________.

Which of the following is true regarding cognitive ability tests?

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

Applicants' reactions to interviews tend to be _________.

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

The biggest reason why cognitive ability tests are not more widely used is _____________.

Which of the following is true regarding drug testing?

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

The three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Which of the following is true regarding the use of personality tests in the selection process?

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____.

Which of the following is a source of error or bias in unstructured interviews?

Research studies have found ___________ support for the validity of job knowledge tests.

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Some organizations have begun to screen out those who smoke tobacco.

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

This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.

Situational judgment tests ______.

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called _____________.

Which of the following is true regarding cognitive ability tests?

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

Applicants' reactions to interviews tend to be _________.

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

The biggest reason why cognitive ability tests are not more widely used is _____________.

Which of the following is true regarding drug testing?

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

The three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Which of the following is true regarding the use of personality tests in the selection process?

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____.

Which of the following is a source of error or bias in unstructured interviews?

Research studies have found ___________ support for the validity of job knowledge tests.

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Some organizations have begun to screen out those who smoke tobacco.

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