Question 1

Which of the following is true regarding research on the validity of personality tests?

Accepted Answer

A) Conscientiousness predicted performance across all occupational groups studies. 
B) Openness to experience failed to predict training performance. 
C) Extraversion predicted job performance. 
D) All of the above are true. 
A) Conscientiousness predicted performance across all occupational groups studies. 
B) Openness to experience failed to predict training performance. 
C) Extraversion predicted job performance. 
D) All of the above are true. A

Question 2

Which of the following is true regarding the Big Five personality factors?

Accepted Answer

A) They are reasonably valid in predicting job performance. 
B) They represent emotional traits. 
C) They represent emotional attributes. 
D) None of the above. 
A) They are reasonably valid in predicting job performance. 
B) They represent emotional traits. 
C) They represent emotional attributes. 
D) None of the above. A

Question 3

Personality tests and integrity tests are examples of substantive assessment methods.

Accepted Answer

A) True 
 B)False  True

Question 4

Integrity tests have been found to be valid predictors of counterproductive behaviours (e.g. ,theft,violence,absenteeism).

Accepted Answer

A) True 
 B)False

Question 5

__________________ asks candidates what they did when they encountered situations critical to job performance

Accepted Answer

A) experienced based interviews 
B) situational interviews 
C) unstructured interviews 
D) in depth interviews 
A) experienced based interviews 
B) situational interviews 
C) unstructured interviews 
D) in depth interviews

Question 6

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

Accepted Answer

A) verbal abilities 
B) quantitative abilities 
C) reasoning abilities 
D) All of the above are correct 
A) verbal abilities 
B) quantitative abilities 
C) reasoning abilities 
D) All of the above are correct

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

When drug and alcohol testing is allowed to be done,all of the following tests may be used except _________

Accepted Answer

A) breathalyzer 
B) papillary reacting testing 
C) skin cell samples 
D) body fluid analysis 
E) all of the above are suitable tests 
A) breathalyzer 
B) papillary reacting testing 
C) skin cell samples 
D) body fluid analysis 
E) all of the above are suitable tests

Question 9

Situational judgment tests place applicants in hypothetical,job-related situations and ask them to choose a course of action among several alternatives.

Accepted Answer

A) True 
 B)False

Question 10

A recent research study 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 11

Measures of specific cognitive abilities do not reflect general intelligence.

Accepted Answer

A) True 
 B)False

Question 12

The utility of most substantive assessments is

Accepted Answer

A) high. 
B) unknown 
C) low 
D) moderate 
A) high. 
B) unknown 
C) low 
D) moderate

Question 13

Applicants tend to react very negatively to the interview.

Accepted Answer

A) True 
 B)False

Question 14

A concern regarding the use of cognitive ability tests is negative applicant reactions.

Accepted Answer

A) True 
 B)False

Question 15

The complex nature of job performance means that cognitive ability tests need to be supplemented with other selection measures.

Accepted Answer

A) True 
 B)False

Question 16

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Accepted Answer

A) True 
 B)False

Question 17

Describe the structured interview,noting characteristics that improve upon the shortcomings of unstructured interviews.

Accepted Answer

The structured interview is a standardiz

Question 18

The practice of correcting scores based on applicant scores on social desirability is not generally effective in enhancing the validity of selection decisions.

Accepted Answer

A) True 
 B)False

Question 19

Cognitive ability tests are valid for testing jobs of medium and low complexity but not high complexity.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is not one of the Big Five personality factors?

Accepted Answer

A) emotional intelligence 
B) extraversion 
C) agreeableness 
D) conscientiousness 
A) emotional intelligence 
B) extraversion 
C) agreeableness 
D) conscientiousness

Which of the following is true regarding research on the validity of personality tests?

Which of the following is true regarding the Big Five personality factors?

Personality tests and integrity tests are examples of substantive assessment methods.

Integrity tests have been found to be valid predictors of counterproductive behaviours (e.g. ,theft,violence,absenteeism).

__________________ asks candidates what they did when they encountered situations critical to job performance

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

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

When drug and alcohol testing is allowed to be done,all of the following tests may be used except _________

Situational judgment tests place applicants in hypothetical,job-related situations and ask them to choose a course of action among several alternatives.

A recent research study found ___________ support for the validity of job knowledge tests?

Measures of specific cognitive abilities do not reflect general intelligence.

The utility of most substantive assessments is

Applicants tend to react very negatively to the interview.

A concern regarding the use of cognitive ability tests is negative applicant reactions.

The complex nature of job performance means that cognitive ability tests need to be supplemented with other selection measures.

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Describe the structured interview,noting characteristics that improve upon the shortcomings of unstructured interviews.

The practice of correcting scores based on applicant scores on social desirability is not generally effective in enhancing the validity of selection decisions.

Cognitive ability tests are valid for testing jobs of medium and low complexity but not high complexity.

Which of the following is not one of the Big Five personality factors?

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

Filters

Exam 9: External Selection II

Which of the following is true regarding research on the validity of personality tests?

Which of the following is true regarding the Big Five personality factors?

Personality tests and integrity tests are examples of substantive assessment methods.

Integrity tests have been found to be valid predictors of counterproductive behaviours (e.g. ,theft,violence,absenteeism).

__________________ asks candidates what they did when they encountered situations critical to job performance

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

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

When drug and alcohol testing is allowed to be done,all of the following tests may be used except _________

Situational judgment tests place applicants in hypothetical,job-related situations and ask them to choose a course of action among several alternatives.

A recent research study found ___________ support for the validity of job knowledge tests?

Measures of specific cognitive abilities do not reflect general intelligence.

The utility of most substantive assessments is

Applicants tend to react very negatively to the interview.

A concern regarding the use of cognitive ability tests is negative applicant reactions.

The complex nature of job performance means that cognitive ability tests need to be supplemented with other selection measures.

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Describe the structured interview,noting characteristics that improve upon the shortcomings of unstructured interviews.

The practice of correcting scores based on applicant scores on social desirability is not generally effective in enhancing the validity of selection decisions.

Cognitive ability tests are valid for testing jobs of medium and low complexity but not high complexity.

Which of the following is not one of the Big Five personality factors?

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

Filters