Exam 9: External Selection II

The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

The two major types of ability tests are aptitude and achievement.

There is little controversy over the use of personality measures in personnel selection.

Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.

Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.

Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?

Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this awareness.

Applicants tend to react very negatively to the interview.

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Contingent assessment methods are always used in the selection process.

Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.

It is unlawful to screen out individuals with disabilities, unless the selection procedure is job-related and consistent with business necessity.

A typical unstructured interview often contains highly speculative questions.

Which of the following cognitive abilities appear to reflect general intelligence?

Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.

80% of organizations use some sort of ability test in selection decisions.