Question 1

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called

Accepted Answer

A) reliability coefficients. 
B) significant coefficients. 
C) validity coefficients. 
D) canonical coefficients. 
E) empirical coefficients. 
A) reliability coefficients. 
B) significant coefficients. 
C) validity coefficients. 
D) canonical coefficients. 
E) empirical coefficients.

Question 2

Many companies only provide limited information during a reference check.Is there a value to calling and checking the references today?

Accepted Answer

A) No, an employer can find more information by looking at a candidate's social media. 
B) Yes, a past employer's reaction to the request can provide significant information about the candidate. 
C) No, an employer is limited in the types of information he or she can provide, most of which can be found elsewhere. 
D) Yes, past employers and coworkers are often very open and honest when a candidate no longer works for them. 
E) No, the concept of qualified privilege inhibits the value of any type of reference check. 
A) No, an employer can find more information by looking at a candidate's social media. 
B) Yes, a past employer's reaction to the request can provide significant information about the candidate. 
C) No, an employer is limited in the types of information he or she can provide, most of which can be found elsewhere. 
D) Yes, past employers and coworkers are often very open and honest when a candidate no longer works for them. 
E) No, the concept of qualified privilege inhibits the value of any type of reference check.

Question 3

John's conditional job offer has been rescinded by the Grace Hospital.His prior employer referred Grace to the public records of John's criminal drug activity in that city.Is this action legal?

Accepted Answer

A) Yes, under bona fide occupational qualification. 
B) Yes, under qualified privilege. 
C) Yes, under reasonable accommodation. 
D) No, under reasonable accommodation. 
E) No, under qualified privilege. 
A) Yes, under bona fide occupational qualification. 
B) Yes, under qualified privilege. 
C) Yes, under reasonable accommodation. 
D) No, under reasonable accommodation. 
E) No, under qualified privilege.

Question 4

MATCHING KEY TERMS AND DEFINITIONS
-Validating tests by using prospective applicants as the study group.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 5

MATCHING KEY TERMS AND DEFINITIONS
-An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 6

Jan runs a temporary agency that provides experienced IT professionals.She gives a virus laden IT network to job candidates and an hour to get it running as part of the selection process.She does not hire based on this test, but compares their scores to their job performance evaluations after the first two job assignments.She is using this test for

Accepted Answer

A) predictive validity. 
B) constraint validity. 
C) content validity. 
D) reliability. 
E) discriminant analysis. 
A) predictive validity. 
B) constraint validity. 
C) content validity. 
D) reliability. 
E) discriminant analysis.

Question 7

Work sampling includes a series of exercises used for selection, development, and performance appraisal.

Accepted Answer

A) True 
 B)False

Question 8

When applicants dress up, use good manners and try to win over the interviewer, they are using:

Accepted Answer

A) Interviewer bias. 
B) Realistic job previews. 
C) Impression management. 
D) Perception mismanagement. 
E) Organizational fit. 
A) Interviewer bias. 
B) Realistic job previews. 
C) Impression management. 
D) Perception mismanagement. 
E) Organizational fit.

Question 9

The key element in a realistic job preview is providing negative as well as positive information.

Accepted Answer

A) True 
 B)False

Question 10

_________ occurs when an employer has failed to properly investigate an employee's background and that employee is later involved in wrongful conduct.

Accepted Answer

The answer of _________ occurs when an employer has failed...

Question 11

Which type of interview is best in determining how a candidate might resolve future job issues?

Accepted Answer

A) Unstructured 
B) One-on-one 
C) Directive 
D) Behavioral 
E) Stress 
A) Unstructured 
B) One-on-one 
C) Directive 
D) Behavioral 
E) Stress

Question 12

Josh was not hired for a job as a dump truck driver because he scored below 40 on the emotional intelligence test, even though he scored a perfect 100 on a driving and dumping test.He challenged this in court, contending that this employment test does not have

Accepted Answer

A) predictive validity. 
B) reliability. 
C) content validity. 
D) validity analysis. 
E) contaminant validity. 
A) predictive validity. 
B) reliability. 
C) content validity. 
D) validity analysis. 
E) contaminant validity.

Question 13

Who should make the actual hiring decision?

Accepted Answer

A) The HR manager 
B) The general manager 
C) The recruiter 
D) The manager in the department where the vacancy exists 
E) The compensation and benefits manager 
A) The HR manager 
B) The general manager 
C) The recruiter 
D) The manager in the department where the vacancy exists 
E) The compensation and benefits manager

Question 14

The eight step selection process typically begins with the completion of the application form.

Accepted Answer

A) True 
 B)False

Question 15

Which type of interview evaluates a candidate based on actions taken to resolve a situation and the outcome of the action?

Accepted Answer

A) Stress 
B) Directive 
C) Unstructured 
D) Comprehensive 
E) Behavioral 
A) Stress 
B) Directive 
C) Unstructured 
D) Comprehensive 
E) Behavioral

Question 16

MATCHING KEY TERMS AND DEFINITIONS
-A scoring point below which applicants are rejected.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 17

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers.This job, like most in his organization, requires an employment test.What should he do?

Accepted Answer

A) Stop using the employment test. 
B) Lower the cut score on the employment test. 
C) Raise the cut score on the employment test. 
D) Increase the concurrent validity of the employment test. 
E) Increase the reliability of the employment test. 
A) Stop using the employment test. 
B) Lower the cut score on the employment test. 
C) Raise the cut score on the employment test. 
D) Increase the concurrent validity of the employment test. 
E) Increase the reliability of the employment test.

Question 18

The initial screening is a three-step procedure: (1)screening inquiries, (2)screening interviews, and (3)checking references.

Accepted Answer

A) True 
 B)False

Question 19

The selection process may include all of the following steps EXCEPT

Accepted Answer

A)  background investigation. 
B)  screening interview. 
C)  application form. 
D)  employment tests. 
E) 	a history evaluation of hobbies. 
A)  background investigation. 
B)  screening interview. 
C)  application form. 
D)  employment tests. 
E) 	a history evaluation of hobbies.

Question 20

The Uniform Guidelines on Employee Selection Procedures does NOT require employment testing to:

Accepted Answer

A) Accurately predict the candidate's performance on the job. 
B) Provide adverse impact. 
C) Result in both reliable and valid results. 
D) Represent job situations. 
E) Demonstrate content and construct reliability. 
A) Accurately predict the candidate's performance on the job. 
B) Provide adverse impact. 
C) Result in both reliable and valid results. 
D) Represent job situations. 
E) Demonstrate content and construct reliability.

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called

Many companies only provide limited information during a reference check.Is there a value to calling and checking the references today?

John's conditional job offer has been rescinded by the Grace Hospital.His prior employer referred Grace to the public records of John's criminal drug activity in that city.Is this action legal?

MATCHING KEY TERMS AND DEFINITIONS -Validating tests by using prospective applicants as the study group.

MATCHING KEY TERMS AND DEFINITIONS -An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

Work sampling includes a series of exercises used for selection, development, and performance appraisal.

When applicants dress up, use good manners and try to win over the interviewer, they are using:

The key element in a realistic job preview is providing negative as well as positive information.

_________ occurs when an employer has failed to properly investigate an employee's background and that employee is later involved in wrongful conduct.

Which type of interview is best in determining how a candidate might resolve future job issues?

Josh was not hired for a job as a dump truck driver because he scored below 40 on the emotional intelligence test, even though he scored a perfect 100 on a driving and dumping test.He challenged this in court, contending that this employment test does not have

Who should make the actual hiring decision?

The eight step selection process typically begins with the completion of the application form.

Which type of interview evaluates a candidate based on actions taken to resolve a situation and the outcome of the action?

MATCHING KEY TERMS AND DEFINITIONS -A scoring point below which applicants are rejected.

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers.This job, like most in his organization, requires an employment test.What should he do?

The initial screening is a three-step procedure: (1)screening inquiries, (2)screening interviews, and (3)checking references.

The selection process may include all of the following steps EXCEPT

The Uniform Guidelines on Employee Selection Procedures does NOT require employment testing to:

Functions and Strategy

Human Resource Planning and Job Analysis

Equal Employment Opportunity

Employee Rights and Discipline

Recruiting

Onboarding, Training, and Developing Employees

Managing Careers

Performance Management

Establishing Rewards and Pay Plans

Employee Benefits

Managing Health and Safety Risks

Understanding Labor Relations and Collective Bargaining

Filters

Exam 6: Foundations of Selection

Correlation coefficients used to demonstrate the statistical relationships existing between an individual's test score and her/his performance are called

Many companies only provide limited information during a reference check.Is there a value to calling and checking the references today?

John's conditional job offer has been rescinded by the Grace Hospital.His prior employer referred Grace to the public records of John's criminal drug activity in that city.Is this action legal?

MATCHING KEY TERMS AND DEFINITIONS -Validating tests by using prospective applicants as the study group.

MATCHING KEY TERMS AND DEFINITIONS -An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

Work sampling includes a series of exercises used for selection, development, and performance appraisal.

When applicants dress up, use good manners and try to win over the interviewer, they are using:

The key element in a realistic job preview is providing negative as well as positive information.

_________ occurs when an employer has failed to properly investigate an employee's background and that employee is later involved in wrongful conduct.

Which type of interview is best in determining how a candidate might resolve future job issues?

Josh was not hired for a job as a dump truck driver because he scored below 40 on the emotional intelligence test, even though he scored a perfect 100 on a driving and dumping test.He challenged this in court, contending that this employment test does not have

Who should make the actual hiring decision?

The eight step selection process typically begins with the completion of the application form.

Which type of interview evaluates a candidate based on actions taken to resolve a situation and the outcome of the action?

MATCHING KEY TERMS AND DEFINITIONS -A scoring point below which applicants are rejected.

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers.This job, like most in his organization, requires an employment test.What should he do?

The initial screening is a three-step procedure: (1)screening inquiries, (2)screening interviews, and (3)checking references.

The selection process may include all of the following steps EXCEPT

The Uniform Guidelines on Employee Selection Procedures does NOT require employment testing to:

Functions and Strategy

Human Resource Planning and Job Analysis

Equal Employment Opportunity

Employee Rights and Discipline

Recruiting

Onboarding, Training, and Developing Employees

Managing Careers

Performance Management

Establishing Rewards and Pay Plans

Employee Benefits

Managing Health and Safety Risks

Understanding Labor Relations and Collective Bargaining

Filters