Question 1

Which of the following is a recommendation for the use of alcohol testing programs?

Accepted Answer

A) Alcohol testing should be done for all jobs. 
B) Do not require establishment of BFOR. 
C) May be performed in safety sensitive job situations. 
D) All of the above 
A) Alcohol testing should be done for all jobs. 
B) Do not require establishment of BFOR. 
C) May be performed in safety sensitive job situations. 
D) All of the above

Question 2

Surveys are the most common means of assessing personality.

Accepted Answer

A) True 
 B)False

Question 3

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n)________ test.

Accepted Answer

A) job knowledge 
B) psychomotor 
C) high fidelity 
D) low fidelity 
A) job knowledge 
B) psychomotor 
C) high fidelity 
D) low fidelity

Question 4

The use of integrity tests has increased dramatically in the past decade.

Accepted Answer

A) True 
 B)False

Question 5

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 6

The NEO Personality Inventory (NEO)is a commonly used personality test.

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

Applicant appearance may be a source of error or bias in an unstructured interview.

Accepted Answer

A) True 
 B)False

Question 9

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Accepted Answer

A) True 
 B)False

Question 10

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 11

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Accepted Answer

A) True 
 B)False

Question 12

Which agency has restricted the use of drug testing in Canada?

Accepted Answer

A) Human rights (federal only) 
B) Human rights (provincial only) 
C) Human rights (both federal and provincial) 
D) Canadian Judicial Council 
A) Human rights (federal only) 
B) Human rights (provincial only) 
C) Human rights (both federal and provincial) 
D) Canadian Judicial Council

Question 13

How would you advise an organization considering adopting a cognitive ability test in selection.

Accepted Answer

The use of cognitive ability tests would

Question 14

In comparison with other types of assessment methods,which of the following statements about discretionary assessments is false?

Accepted Answer

A) These methods are used to select finalists who will receive job offers. 
B) These methods may not be used at all when all finalists are to receive a job offer. 
C) These methods are fairly objective in nature. 
D) These methods may focus on organizational citizenship behavior. 
A) These methods are used to select finalists who will receive job offers. 
B) These methods may not be used at all when all finalists are to receive a job offer. 
C) These methods are fairly objective in nature. 
D) These methods may focus on organizational citizenship behavior.

Question 15

Applicant's 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 16

One method of discretionary assessment is the selection of people based on "organizational citizenship behavior."

Accepted Answer

A) True 
 B)False

Question 17

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 18

Random drug testing is not permitted because it does not indicate that as person is impaired,only that drugs were used at some time.

Accepted Answer

A) True 
 B)False

Question 19

The Myers-Briggs Type Inventory (MBTI)is an example of an interest inventory.

Accepted Answer

A) True 
 B)False

Question 20

Performance tests and work samples assess applicants' underlying capacities and dispositions.

Accepted Answer

A) True 
 B)False

Which of the following is a recommendation for the use of alcohol testing programs?

Surveys are the most common means of assessing personality.

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n)________ test.

The use of integrity tests has increased dramatically in the past decade.

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

The NEO Personality Inventory (NEO)is a commonly used personality test.

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

Applicant appearance may be a source of error or bias in an unstructured interview.

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

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

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Which agency has restricted the use of drug testing in Canada?

How would you advise an organization considering adopting a cognitive ability test in selection.

In comparison with other types of assessment methods,which of the following statements about discretionary assessments is false?

Applicant's reactions to interviews tend to be ________.

One method of discretionary assessment is the selection of people based on "organizational citizenship behavior."

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 ____________.

Random drug testing is not permitted because it does not indicate that as person is impaired,only that drugs were used at some time.

The Myers-Briggs Type Inventory (MBTI)is an example of an interest inventory.

Performance tests and work samples assess applicants' underlying capacities and dispositions.

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 a recommendation for the use of alcohol testing programs?

Surveys are the most common means of assessing personality.

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n)________ test.

The use of integrity tests has increased dramatically in the past decade.

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

The NEO Personality Inventory (NEO)is a commonly used personality test.

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

Applicant appearance may be a source of error or bias in an unstructured interview.

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

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

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Which agency has restricted the use of drug testing in Canada?

How would you advise an organization considering adopting a cognitive ability test in selection.

In comparison with other types of assessment methods,which of the following statements about discretionary assessments is false?

Applicant's reactions to interviews tend to be ________.

One method of discretionary assessment is the selection of people based on "organizational citizenship behavior."

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 ____________.

Random drug testing is not permitted because it does not indicate that as person is impaired,only that drugs were used at some time.

The Myers-Briggs Type Inventory (MBTI)is an example of an interest inventory.

Performance tests and work samples assess applicants' underlying capacities and dispositions.

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