Question 1

Candidates can be asked for any type of information during the selection process.

Accepted Answer

A) True 
 B)False

Question 2

Which one of the following is a permissible question for applications and interviews?

Accepted Answer

A) How old are you? 
B) Are you pregnant? 
C) Can you meet the attendance requirements of the job? 
D) Are you legally entitled to work in Canada? 
E) Both "c" and "d." 
A) How old are you? 
B) Are you pregnant? 
C) Can you meet the attendance requirements of the job? 
D) Are you legally entitled to work in Canada? 
E) Both "c" and "d."

Question 3

The degree to which the selection method provides economic value greater than its cost refers to:

Accepted Answer

A) reliability. 
B) utility. 
C) validity. 
D) generalizability. 
E) profitability. 
A) reliability. 
B) utility. 
C) validity. 
D) generalizability. 
E) profitability.

Question 4

Which one of the following statements about personality traits and related tests is FALSE?

Accepted Answer

A) Evidence shows that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability. 
B) The usual way to identify a candidate's personality traits is to administer one of the personality tests that are commercially available. 
C) For people-related jobs like sales and management,extroversion and agreeableness seem to be associated with success. 
D) Administering commercially available personality tests usually violates employment equity requirements. 
E) Compared with intelligence tests,people are better at "faking" their answers. 
A) Evidence shows that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability. 
B) The usual way to identify a candidate's personality traits is to administer one of the personality tests that are commercially available. 
C) For people-related jobs like sales and management,extroversion and agreeableness seem to be associated with success. 
D) Administering commercially available personality tests usually violates employment equity requirements. 
E) Compared with intelligence tests,people are better at "faking" their answers.

Question 5

When a selection method is free from random error we say it is:

Accepted Answer

A) reliable. 
B) valid. 
C) legal. 
D) practical. 
E) inexpensivE. 
A) reliable. 
B) valid. 
C) legal. 
D) practical. 
E) inexpensivE.

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

Accepted Answer

A) compensatory model. 
B) multiple-hurdle model. 
C) professional model. 
D) behavioural planning model. 
E) legally required model. 
A) compensatory model. 
B) multiple-hurdle model. 
C) professional model. 
D) behavioural planning model. 
E) legally required model.

Question 8

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is called the:

Accepted Answer

A) multiple-hurdle model. 
B) winner-take-all model. 
C) compensatory model. 
D) panel interview model. 
E) structured interview model. 
A) multiple-hurdle model. 
B) winner-take-all model. 
C) compensatory model. 
D) panel interview model. 
E) structured interview model.

Question 9

Job performance tests have the advantage of being:

Accepted Answer

A) job-specific. 
B) commercially available. 
C) generalizable. 
D) inexpensive. 
E) similar to personality tests. 
A) job-specific. 
B) commercially available. 
C) generalizable. 
D) inexpensive. 
E) similar to personality tests.

Question 10

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Accepted Answer

A) True 
 B)False

Question 11

Although interviews are widely used,there are several concerns about interviews including being unreliable,low in validity,biased,and costly.How can organizations avoid some of these pitfalls associated with the use of interviews as a selection method?

Accepted Answer

Human Resource staff should:
* keep inte

Question 12

Which of the following is NOT a criterion for evaluating selection methods?

Accepted Answer

A) Reliability 
B) Validity 
C) Ability to generalize 
D) Certainty 
E) Utility 
A) Reliability 
B) Validity 
C) Ability to generalize 
D) Certainty 
E) Utility

Question 13

The usual way applicants introduce themselves to a potential employer is by submitting a résumé.

Accepted Answer

A) True 
 B)False

Question 14

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Accepted Answer

A) predictive criterion-related validation. 
B) content validation. 
C) concurrent criterion-related validation. 
D) construct validation. 
E) none of the choices is correct. 
A) predictive criterion-related validation. 
B) content validation. 
C) concurrent criterion-related validation. 
D) construct validation. 
E) none of the choices is correct.

Question 15

Which one of the following is NOT one of "the Big Five" personality dimensions?

Accepted Answer

A) Adjustment 
B) Eccentricity 
C) Conscientiousness 
D) Inquisitiveness 
E) Agreeableness 
A) Adjustment 
B) Eccentricity 
C) Conscientiousness 
D) Inquisitiveness 
E) Agreeableness

Question 16

A(n)_______________ is a way of verifying whether applicants are as they represent themselves to be.

Accepted Answer

A) résumé 
B) interview 
C) assessment centre 
D) background check 
E) compensatory model 
A) résumé 
B) interview 
C) assessment centre 
D) background check 
E) compensatory model

Question 17

The degree to which a measure is free from random error refers to its validity.

Accepted Answer

A) True 
 B)False

Question 18

Generally,the organization checks references:

Accepted Answer

A) only if it believes the information provided by the applicant is "suspect." 
B) immediately after the applicant submits a résumé. 
C) after it has determined that the applicant is a finalist for the job. 
D) for all applicants. 
E) to avoid claims of defamation. 
A) only if it believes the information provided by the applicant is "suspect." 
B) immediately after the applicant submits a résumé. 
C) after it has determined that the applicant is a finalist for the job. 
D) for all applicants. 
E) to avoid claims of defamation.

Question 19

Situational interviews may have high validity in predicting job performance.

Accepted Answer

A) True 
 B)False

Question 20

An interview may be _________ or __________.

Accepted Answer

A) nondirective;structured 
B) focused;unfocused 
C) compulsory;voluntary 
D) open;closed 
E) random;organized 
A) nondirective;structured 
B) focused;unfocused 
C) compulsory;voluntary 
D) open;closed 
E) random;organized

Candidates can be asked for any type of information during the selection process.

Which one of the following is a permissible question for applications and interviews?

The degree to which the selection method provides economic value greater than its cost refers to:

Which one of the following statements about personality traits and related tests is FALSE?

When a selection method is free from random error we say it is:

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

The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is called the:

Job performance tests have the advantage of being:

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Although interviews are widely used,there are several concerns about interviews including being unreliable,low in validity,biased,and costly.How can organizations avoid some of these pitfalls associated with the use of interviews as a selection method?

Which of the following is NOT a criterion for evaluating selection methods?

The usual way applicants introduce themselves to a potential employer is by submitting a résumé.

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Which one of the following is NOT one of "the Big Five" personality dimensions?

A(n)_______________ is a way of verifying whether applicants are as they represent themselves to be.

The degree to which a measure is free from random error refers to its validity.

Generally,the organization checks references:

Situational interviews may have high validity in predicting job performance.

An interview may be _ or __.

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

Candidates can be asked for any type of information during the selection process.

Which one of the following is a permissible question for applications and interviews?

The degree to which the selection method provides economic value greater than its cost refers to:

Which one of the following statements about personality traits and related tests is FALSE?

When a selection method is free from random error we say it is:

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

The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

The process of arriving at a selection decision in which a very high score on one type of assessment can make up for a low score on another is called the:

Job performance tests have the advantage of being:

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Although interviews are widely used,there are several concerns about interviews including being unreliable,low in validity,biased,and costly.How can organizations avoid some of these pitfalls associated with the use of interviews as a selection method?

Which of the following is NOT a criterion for evaluating selection methods?

The usual way applicants introduce themselves to a potential employer is by submitting a résumé.

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Which one of the following is NOT one of "the Big Five" personality dimensions?

A(n)_______________ is a way of verifying whether applicants are as they represent themselves to be.

The degree to which a measure is free from random error refers to its validity.

Generally,the organization checks references:

Situational interviews may have high validity in predicting job performance.

An interview may be _________ or __________.

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

An interview may be _ or __.