Question 1

Drug and alcohol testing is legal in most industries.

Accepted Answer

A) True 
 B)False

Question 2

Cognitive ability tests are most valid for _____

Accepted Answer

A) low complexity (e.g. ,factory work) 
B) medium complexity (e.g. ,police work) 
C) high complexity (e.g. ,pilots) 
D) all of the above 
A) low complexity (e.g. ,factory work) 
B) medium complexity (e.g. ,police work) 
C) high complexity (e.g. ,pilots) 
D) all of the above

Question 3

Criteria which should be used to evaluate substantive assessment methods are significantly different than those used to evaluate initial assessment methods.

Accepted Answer

A) True 
 B)False

Question 4

People in organizations who run tests on job applicants ____

Accepted Answer

A) need to be knowledgeable in descriptive statistics 
B) need to understand moral issues 
C) need to be at the management level 
D) need to have HR training 
A) need to be knowledgeable in descriptive statistics 
B) need to understand moral issues 
C) need to be at the management level 
D) need to have HR training

Question 5

The correlation between structured interviews and cognitive ability tests is _____________.

Accepted Answer

A) highly positive 
B) moderately positive 
C) zero 
D) moderately negative 
A) highly positive 
B) moderately positive 
C) zero 
D) moderately negative

Question 6

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

Accepted Answer

A) True 
 B)False

Question 7

Integrity tests find people who have stolen but were not caught.

Accepted Answer

A) True 
 B)False

Question 8

Each of the 5 traits in the Big 5 personality taxonomy is probably predictive of performance in different jobs.

Accepted Answer

A) True 
 B)False

Question 9

The interview is the central means through which an applicant can learn about the job and organization.

Accepted Answer

A) True 
 B)False

Question 10

A typical unstructured interview often contains highly speculative questions.

Accepted Answer

A) True 
 B)False

Question 11

The Big Five personality test has lower validity as a selection test than the MMPI.

Accepted Answer

A) True 
 B)False

Question 12

The starting point for the structured interview is the job rewards matrix.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is the right question to ask about selecting interviewers?

Accepted Answer

A) How valid is the interview panel? 
B) Who is the valid interviewer? 
C) How valid is the training of the interviewers? 
D) How valid is the research on selecting interviewers? 
A) How valid is the interview panel? 
B) Who is the valid interviewer? 
C) How valid is the training of the interviewers? 
D) How valid is the research on selecting interviewers?

Question 14

Historically,the validity of personality tests was found to be ______.

Accepted Answer

A) 00 
B) 10-.15 
C) 40-.50 
D) 70-.80 
A) 00 
B) 10-.15 
C) 40-.50 
D) 70-.80

Question 15

One limitation of personality testing is that applicants may distort their responses.

Accepted Answer

A) True 
 B)False

Question 16

The true validity of measures of general cognitive ability is roughly .50.

Accepted Answer

A) True 
 B)False

Question 17

Emotional stability is a more valid predictor of job performance when it is assessed broadly.

Accepted Answer

A) True 
 B)False

Question 18

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

Accepted Answer

A) True 
 B)False

Question 19

The first step of the structured interview process is _________.

Accepted Answer

A) selecting and training interviewers 
B) developing the selection plan 
C) consulting the job requirements matrix 
D) developing selection goals 
A) selecting and training interviewers 
B) developing the selection plan 
C) consulting the job requirements matrix 
D) developing selection goals

Question 20

The construct of "integrity" is well understood.

Accepted Answer

A) True 
 B)False

Drug and alcohol testing is legal in most industries.

Cognitive ability tests are most valid for _____

Criteria which should be used to evaluate substantive assessment methods are significantly different than those used to evaluate initial assessment methods.

People in organizations who run tests on job applicants ____

The correlation between structured interviews and cognitive ability tests is _____________.

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

Integrity tests find people who have stolen but were not caught.

Each of the 5 traits in the Big 5 personality taxonomy is probably predictive of performance in different jobs.

The interview is the central means through which an applicant can learn about the job and organization.

A typical unstructured interview often contains highly speculative questions.

The Big Five personality test has lower validity as a selection test than the MMPI.

The starting point for the structured interview is the job rewards matrix.

Which of the following is the right question to ask about selecting interviewers?

Historically,the validity of personality tests was found to be ______.

One limitation of personality testing is that applicants may distort their responses.

The true validity of measures of general cognitive ability is roughly .50.

Emotional stability is a more valid predictor of job performance when it is assessed broadly.

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

The first step of the structured interview process is _________.

The construct of "integrity" is well understood.

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

Drug and alcohol testing is legal in most industries.

Cognitive ability tests are most valid for _____

Criteria which should be used to evaluate substantive assessment methods are significantly different than those used to evaluate initial assessment methods.

People in organizations who run tests on job applicants ____

The correlation between structured interviews and cognitive ability tests is _____________.

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

Integrity tests find people who have stolen but were not caught.

Each of the 5 traits in the Big 5 personality taxonomy is probably predictive of performance in different jobs.

The interview is the central means through which an applicant can learn about the job and organization.

A typical unstructured interview often contains highly speculative questions.

The Big Five personality test has lower validity as a selection test than the MMPI.

The starting point for the structured interview is the job rewards matrix.

Which of the following is the right question to ask about selecting interviewers?

Historically,the validity of personality tests was found to be ______.

One limitation of personality testing is that applicants may distort their responses.

The true validity of measures of general cognitive ability is roughly .50.

Emotional stability is a more valid predictor of job performance when it is assessed broadly.

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

The first step of the structured interview process is _________.

The construct of "integrity" is well understood.

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