Question 1

Use of physical ability tests can make an organization vulnerable to human rights complaints.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following tests assesses how well a person can learn or acquire skills and abilities?

Accepted Answer

A) Personality inventories 
B) Cognitive ability tests 
C) Achievement tests 
D) Aptitude tests 
E) Physical ability tests 
A) Personality inventories 
B) Cognitive ability tests 
C) Achievement tests 
D) Aptitude tests 
E) Physical ability tests

Question 3

A keyboarding speed test for a data entry clerk is an example of a:

Accepted Answer

A) spatial abilities test. 
B) perceptual accuracy test. 
C) job performance test. 
D) mechanical test. 
E) personality test. 
A) spatial abilities test. 
B) perceptual accuracy test. 
C) job performance test. 
D) mechanical test. 
E) personality test.

Question 4

Physical strength and endurance play __________ of a role in the modern workplace than in the past.

Accepted Answer

A) more 
B) less 
C) equally 
D) critically 
E) becoming 
A) more 
B) less 
C) equally 
D) critically 
E) becoming

Question 5

The Canadian Human Rights Commission prohibits the use of:

Accepted Answer

A) pre-employment drug testing. 
B) random drug testing. 
C) random alcohol testing of employees in non-safety-sensitive positions. 
D) all of the above. 
E) only "b" and "c." 
A) pre-employment drug testing. 
B) random drug testing. 
C) random alcohol testing of employees in non-safety-sensitive positions. 
D) all of the above. 
E) only "b" and "c."

Question 6

For most companies,the first step in the selection process is:

Accepted Answer

A) verification of the applicant's qualifications through reference and background checks. 
B) determining the best recruitment source. 
C) screening the applications received to determine which meet the requirements for the job. 
D) preparation of a job description. 
E) interviewing candidates. 
A) verification of the applicant's qualifications through reference and background checks. 
B) determining the best recruitment source. 
C) screening the applications received to determine which meet the requirements for the job. 
D) preparation of a job description. 
E) interviewing candidates.

Question 7

An assessment centre:

Accepted Answer

A) is a place where job applicants undergo rigorous psychological analysis. 
B) is relatively inexpensive. 
C) uses multiple selection methods to rate applicants or job incumbents on their management potential. 
D) is a selection method generally used for sales and engineering positions. 
E) is a selection method most suitable for assessing technical competencE. 
A) is a place where job applicants undergo rigorous psychological analysis. 
B) is relatively inexpensive. 
C) uses multiple selection methods to rate applicants or job incumbents on their management potential. 
D) is a selection method generally used for sales and engineering positions. 
E) is a selection method most suitable for assessing technical competencE.

Question 8

Which stage of the selection process often involves supervisors and team members?

Accepted Answer

A) Recruitment 
B) Testing 
C) Reference and background checks 
D) Interviews 
E) Screening applications and resumes 
A) Recruitment 
B) Testing 
C) Reference and background checks 
D) Interviews 
E) Screening applications and resumes

Question 9

What is a "reference"? When does the organization usually check references? What issues may arise and how should human resource departments handle requests for references given these issues?

Accepted Answer

A reference refers to the name and conta

Question 10

To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of validation have you used?

Accepted Answer

A) Predictive 
B) Concurrent 
C) Content 
D) Construct 
E) Practical 
A) Predictive 
B) Concurrent 
C) Content 
D) Construct 
E) Practical

Question 11

Hiring decisions are about finding the people who will be a good fit with the job and the organization.

Accepted Answer

A) True 
 B)False

Question 12

Concurrent validation is more time consuming and difficult than predictive validation,but is also a better measure of validity.

Accepted Answer

A) True 
 B)False

Question 13

Interviews should:

Accepted Answer

A) be focused,structured,and standardized. 
B) focus on accomplishing a few goals,so that at the end of the interview,the organization has ratings on several observable measures. 
C) should not try to measure abilities and skills-for example,intelligence-that tests can measure better. 
D) All of the answers are correct. 
E) only "a" and "c." 
A) be focused,structured,and standardized. 
B) focus on accomplishing a few goals,so that at the end of the interview,the organization has ratings on several observable measures. 
C) should not try to measure abilities and skills-for example,intelligence-that tests can measure better. 
D) All of the answers are correct. 
E) only "a" and "c."

Question 14

Unlike predictive and concurrent validity,content validity is:

Accepted Answer

A) based on expert judgment. 
B) measured statistically. 
C) more valid. 
D) based on correlation coefficients. 
E) not legally approved. 
A) based on expert judgment. 
B) measured statistically. 
C) more valid. 
D) based on correlation coefficients. 
E) not legally approved.

Question 15

Identify and briefly discuss the criteria used to measure the effectiveness of selection methods.

Accepted Answer

1.Reliability is the extent to which a m

Question 16

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

Accepted Answer

A) True 
 B)False

Question 17

The reliability of a type of measurement indicates how free that measurement is from random error.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is NOT a permissible question for applications and/or interviews?

Accepted Answer

A) Have you ever changed your name? 
B) Are you planning to start a family in the near future? 
C) Are you single or married? 
D) Where does your spouse work? 
E) None of the questions are permissiblE. 
A) Have you ever changed your name? 
B) Are you planning to start a family in the near future? 
C) Are you single or married? 
D) Where does your spouse work? 
E) None of the questions are permissiblE.

Question 19

Achievement tests measure a person's existing skills and knowledge.

Accepted Answer

A) True 
 B)False

Question 20

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Accepted Answer

A) content validity. 
B) construct validity. 
C) practical value. 
D) generalizable validity. 
E) utility. 
A) content validity. 
B) construct validity. 
C) practical value. 
D) generalizable validity. 
E) utility.

Use of physical ability tests can make an organization vulnerable to human rights complaints.

Which of the following tests assesses how well a person can learn or acquire skills and abilities?

A keyboarding speed test for a data entry clerk is an example of a:

Physical strength and endurance play __________ of a role in the modern workplace than in the past.

The Canadian Human Rights Commission prohibits the use of:

For most companies,the first step in the selection process is:

An assessment centre:

Which stage of the selection process often involves supervisors and team members?

What is a "reference"? When does the organization usually check references? What issues may arise and how should human resource departments handle requests for references given these issues?

To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of validation have you used?

Hiring decisions are about finding the people who will be a good fit with the job and the organization.

Concurrent validation is more time consuming and difficult than predictive validation,but is also a better measure of validity.

Interviews should:

Unlike predictive and concurrent validity,content validity is:

Identify and briefly discuss the criteria used to measure the effectiveness of selection methods.

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

The reliability of a type of measurement indicates how free that measurement is from random error.

Which of the following is NOT a permissible question for applications and/or interviews?

Achievement tests measure a person's existing skills and knowledge.

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Strategies, Trends, and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters

Exam 5: Selecting Employees

Use of physical ability tests can make an organization vulnerable to human rights complaints.

Which of the following tests assesses how well a person can learn or acquire skills and abilities?

A keyboarding speed test for a data entry clerk is an example of a:

Physical strength and endurance play __________ of a role in the modern workplace than in the past.

The Canadian Human Rights Commission prohibits the use of:

For most companies,the first step in the selection process is:

An assessment centre:

Which stage of the selection process often involves supervisors and team members?

What is a "reference"? When does the organization usually check references? What issues may arise and how should human resource departments handle requests for references given these issues?

To test the validity of your selection device for widget makers,you have given it to the present widget makers in your company and correlated it with their latest performance appraisal scores.What type of validation have you used?

Hiring decisions are about finding the people who will be a good fit with the job and the organization.

Concurrent validation is more time consuming and difficult than predictive validation,but is also a better measure of validity.

Interviews should:

Unlike predictive and concurrent validity,content validity is:

Identify and briefly discuss the criteria used to measure the effectiveness of selection methods.

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

The reliability of a type of measurement indicates how free that measurement is from random error.

Which of the following is NOT a permissible question for applications and/or interviews?

Achievement tests measure a person's existing skills and knowledge.

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Strategies, Trends, and Challenges in Human Resource Management

The Legal Context for Hrm and Creating Safe and Healthy Workplaces

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training, Learning, and Development

Managing Employees Performance

Total Rewards

Collective Bargaining and Labour Relations

Managing Human Resources Globally

Creating and Sustaining Hig

Filters