Question 1

The Big Five personality test is used to describe emotional and cognitive traits that capture 90% of an individual's personality.

Accepted Answer

A) True 
 B)False

Question 2

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Accepted Answer

A) True 
 B)False

Question 3

A clinical assessment is a mechanism whereby a trained HR professional makes a judgment about the suitability of a candidate for a job.

Accepted Answer

A) True 
 B)False

Question 4

Integrity tests are controversial for all of the following reasons except ______

Accepted Answer

A) high costs to run them 
B) misclassifying honest applicants as dishonest 
C) misclassification rates are unknown 
D) stigmatization of applicants thought to be dishonest 
A) high costs to run them 
B) misclassifying honest applicants as dishonest 
C) misclassification rates are unknown 
D) stigmatization of applicants thought to be dishonest

Question 5

What are the most common discretionary and contingent methods? What are the similarities and differences between the use of these two methods?

Accepted Answer

Some of the most common discretionary as

Question 6

Research shows that intelligence and job satisfaction are strongly related to each other.

Accepted Answer

A) True 
 B)False

Question 7

In constructing interview question scenarios Supervisors are the only source used.

Accepted Answer

A) True 
 B)False

Question 8

Substantive assessment methods are used to weed out obviously unqualified candidates.

Accepted Answer

A) True 
 B)False

Question 9

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Accepted Answer

A) True 
 B)False

Question 10

A recent survey of employers suggests that they place a heavy weight on candidate grooming in forming first impressions of interviewees.

Accepted Answer

A) True 
 B)False

Question 11

Describe the similarities and differences between personality test and integrity tests.When are each warranted in selection?

Accepted Answer

Some of the similarities between persona

Question 12

Cognitive ability tests are valid for testing jobs of high,medium and low complexity.

Accepted Answer

A) True 
 B)False

Question 13

It is unlawful to screen out individuals with disabilities,unless the selection procedure is job-related and consistent with business necessity.

Accepted Answer

A) True 
 B)False

Question 14

All of the following are examples of types of ability tests except ______

Accepted Answer

A) sensory 
B) physical 
C) integrity 
D) psychomotor 
A) sensory 
B) physical 
C) integrity 
D) psychomotor

Question 15

Measures which assess an individual's capacity to function in a certain way are called _____.

Accepted Answer

A) erest inventories 
B) ability tests 
C) personality tests 
D) knowledge tests 
A) erest inventories 
B) ability tests 
C) personality tests 
D) knowledge tests

Question 16

The person who is most likely to conduct a clinical assessment of a job applicant is a(n)_________.

Accepted Answer

A) supervisor 
B) employee 
C) psychologist 
D) HR professional 
A) supervisor 
B) employee 
C) psychologist 
D) HR professional

Question 17

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Accepted Answer

A) True 
 B)False

Question 18

When choosing substantive methods of assessment of job applicants,HR professionals should include which of the criteria?

Accepted Answer

A) cost,utility,predictive ability 
B) reliability,predictive ability,utility 
C) utility,applicant reactions,validity 
D) timing,cost,reliability 
A) cost,utility,predictive ability 
B) reliability,predictive ability,utility 
C) utility,applicant reactions,validity 
D) timing,cost,reliability

Question 19

Which of the following is true regarding cognitive ability tests?

Accepted Answer

A) Cognitive ability tests are among the least valid methods of selection. 
B) Cognitive ability tests do not generalize to a wide range of organizations and jobs. 
C) Organizations that use cognitive ability tests reap economic gains as a result. 
D) All of the above are true. 
A) Cognitive ability tests are among the least valid methods of selection. 
B) Cognitive ability tests do not generalize to a wide range of organizations and jobs. 
C) Organizations that use cognitive ability tests reap economic gains as a result. 
D) All of the above are true.

Question 20

Which of the following is true regarding the use of personality tests in the selection process?

Accepted Answer

A) Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 
B) The aspect of emotional stability that is more relevant to job performance is stress proneness. 
C) The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 
D) None of the above. 
A) Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 
B) The aspect of emotional stability that is more relevant to job performance is stress proneness. 
C) The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 
D) None of the above.

The Big Five personality test is used to describe emotional and cognitive traits that capture 90% of an individual's personality.

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

A clinical assessment is a mechanism whereby a trained HR professional makes a judgment about the suitability of a candidate for a job.

Integrity tests are controversial for all of the following reasons except ______

What are the most common discretionary and contingent methods? What are the similarities and differences between the use of these two methods?

Research shows that intelligence and job satisfaction are strongly related to each other.

In constructing interview question scenarios Supervisors are the only source used.

Substantive assessment methods are used to weed out obviously unqualified candidates.

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

A recent survey of employers suggests that they place a heavy weight on candidate grooming in forming first impressions of interviewees.

Describe the similarities and differences between personality test and integrity tests.When are each warranted in selection?

Cognitive ability tests are valid for testing jobs of high,medium and low complexity.

It is unlawful to screen out individuals with disabilities,unless the selection procedure is job-related and consistent with business necessity.

All of the following are examples of types of ability tests except ______

Measures which assess an individual's capacity to function in a certain way are called _____.

The person who is most likely to conduct a clinical assessment of a job applicant is a(n)_________.

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

When choosing substantive methods of assessment of job applicants,HR professionals should include which of the criteria?

Which of the following is true regarding cognitive ability tests?

Which of the following is true regarding the use of personality tests in the selection process?

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

The Big Five personality test is used to describe emotional and cognitive traits that capture 90% of an individual's personality.

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

A clinical assessment is a mechanism whereby a trained HR professional makes a judgment about the suitability of a candidate for a job.

Integrity tests are controversial for all of the following reasons except ______

What are the most common discretionary and contingent methods? What are the similarities and differences between the use of these two methods?

Research shows that intelligence and job satisfaction are strongly related to each other.

In constructing interview question scenarios Supervisors are the only source used.

Substantive assessment methods are used to weed out obviously unqualified candidates.

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

A recent survey of employers suggests that they place a heavy weight on candidate grooming in forming first impressions of interviewees.

Describe the similarities and differences between personality test and integrity tests.When are each warranted in selection?

Cognitive ability tests are valid for testing jobs of high,medium and low complexity.

It is unlawful to screen out individuals with disabilities,unless the selection procedure is job-related and consistent with business necessity.

All of the following are examples of types of ability tests except ______

Measures which assess an individual's capacity to function in a certain way are called _____.

The person who is most likely to conduct a clinical assessment of a job applicant is a(n)_________.

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

When choosing substantive methods of assessment of job applicants,HR professionals should include which of the criteria?

Which of the following is true regarding cognitive ability tests?

Which of the following is true regarding the use of personality tests in the selection process?

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