Question 1

All of the following are most likely assessed on personality tests EXCEPT ________.

Accepted Answer

A) introversion 
B) reasoning 
C) sensitivity 
D) emotional stability 
A) introversion 
B) reasoning 
C) sensitivity 
D) emotional stability

Question 2

What is test validity? How are selection tests validated?

Accepted Answer

Test validity answers the question "Does

Question 3

E-Verify is primarily used by employers to ________.

Accepted Answer

A) review an applicant's employment records 
B) file an applicant's income tax information 
C) determine if an applicant is eligible to work in the U.S. 
D) report an applicant's work status to the U.S. government 
A) review an applicant's employment records 
B) file an applicant's income tax information 
C) determine if an applicant is eligible to work in the U.S. 
D) report an applicant's work status to the U.S. government

Question 4

All of the following are examples of self-reported personality tests EXCEPT ________.

Accepted Answer

A) Minnesota Multiphasic Personality Inventory 
B) Guilford-Zimmerman Survey 
C) Make a Picture Story 
D) Myers Briggs Test 
A) Minnesota Multiphasic Personality Inventory 
B) Guilford-Zimmerman Survey 
C) Make a Picture Story 
D) Myers Briggs Test

Question 5

A(n)________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.

Accepted Answer

A) work sampling event 
B) situational judgment test 
C) management assessment center 
D) applicant personality test 
A) work sampling event 
B) situational judgment test 
C) management assessment center 
D) applicant personality test

Question 6

While some personality characteristics are associated with success in different types of jobs,which personality trait is most frequently associated with job performance in all jobs?

Accepted Answer

A) openness to experience 
B) conscientiousness 
C) extroversion 
D) agreeableness 
A) openness to experience 
B) conscientiousness 
C) extroversion 
D) agreeableness

Question 7

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

Accepted Answer

Criterion validity means demonstrating t

Question 8

What is the primary disadvantage of using concurrent validation?

Accepted Answer

A) Current employees may not be representative of new applicants. 
B) New applicants are recent college graduates with limited experience. 
C) Limited correlation exists between high test scores and job performance. 
D) Test batteries have not been administered by professional industrial psychologists. 
A) Current employees may not be representative of new applicants. 
B) New applicants are recent college graduates with limited experience. 
C) Limited correlation exists between high test scores and job performance. 
D) Test batteries have not been administered by professional industrial psychologists.

Question 9

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety,insecurity,and hostility?

Accepted Answer

A) neuroticism 
B) extroversion 
C) conscientiousness 
D) openness to experience 
A) neuroticism 
B) extroversion 
C) conscientiousness 
D) openness to experience

Question 10

Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?

Accepted Answer

A) equivalency 
B) reliability 
C) expectancy 
D) validity 
A) equivalency 
B) reliability 
C) expectancy 
D) validity

Question 11

Which of the following best describes how to use a retest estimate to assess reliability?

Accepted Answer

A) administer a test with content based on what a person actually needs to know to effectively perform the job in question 
B) administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1 
C) administer different tests to a group of people and compare the range of collected test scores 
D) administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1 
A) administer a test with content based on what a person actually needs to know to effectively perform the job in question 
B) administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1 
C) administer different tests to a group of people and compare the range of collected test scores 
D) administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1

Question 12

To use predictive validation,one administers the test to applicants before they are hired.The applicants are then hired using existing selection techniques but not the new tests in development.Later,job performance measures are compared to the test scores under development.

Accepted Answer

A) True 
 B)False

Question 13

Most small businesses find it cost-effective to conduct validity studies of the selection tools they use.

Accepted Answer

A) True 
 B)False

Question 14

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

Accepted Answer

A) True 
 B)False

Question 15

In a brief essay,discuss the use and effectiveness of cognitive tests versus work sampling techniques for employee selection.

Accepted Answer

Cognitive tests are tests of general int

Question 16

Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?

Accepted Answer

A) performance standard 
B) digital dashboard 
C) competency model 
D) expectancy chart 
A) performance standard 
B) digital dashboard 
C) competency model 
D) expectancy chart

Question 17

Graphology,a tool for assessing basic personality traits,is also called ________.

Accepted Answer

A) numerology 
B) reasoning analysis 
C) handwriting analysis 
D) polygraph output assessment 
A) numerology 
B) reasoning analysis 
C) handwriting analysis 
D) polygraph output assessment

Question 18

Which of the following methods for gathering background information about a job applicant is NOT recommended because of potential legal violations?

Accepted Answer

A) searching social networking sites for posted information about the applicant 
B) using a database to access information about the applicant's credit history 
C) locating references other than the ones provided by the applicant 
D) using a search engine to find information about the applicant 
A) searching social networking sites for posted information about the applicant 
B) using a database to access information about the applicant's credit history 
C) locating references other than the ones provided by the applicant 
D) using a search engine to find information about the applicant

Question 19

As the HR manager at Johnson Manufacturing,Derek is responsible for deciding which selection tools are most appropriate.When deciding on a specific selection tool,Derek should most likely consider all of the following factors EXCEPT the tool's ________.

Accepted Answer

A) return on investment 
B) adverse impact 
C) persistence 
D) usability 
A) return on investment 
B) adverse impact 
C) persistence 
D) usability

Question 20

Work sampling,miniature job training,and video-based tests are examples of ________.

Accepted Answer

A) intelligence tests 
B) personality tests 
C) situational tests 
D) interests inventories 
A) intelligence tests 
B) personality tests 
C) situational tests 
D) interests inventories

All of the following are most likely assessed on personality tests EXCEPT ________.

What is test validity? How are selection tests validated?

E-Verify is primarily used by employers to ________.

All of the following are examples of self-reported personality tests EXCEPT ________.

A(n)________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.

While some personality characteristics are associated with success in different types of jobs,which personality trait is most frequently associated with job performance in all jobs?

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

What is the primary disadvantage of using concurrent validation?

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety,insecurity,and hostility?

Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?

Which of the following best describes how to use a retest estimate to assess reliability?

To use predictive validation,one administers the test to applicants before they are hired.The applicants are then hired using existing selection techniques but not the new tests in development.Later,job performance measures are compared to the test scores under development.

Most small businesses find it cost-effective to conduct validity studies of the selection tools they use.

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

In a brief essay,discuss the use and effectiveness of cognitive tests versus work sampling techniques for employee selection.

Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?

Graphology,a tool for assessing basic personality traits,is also called ________.

Which of the following methods for gathering background information about a job applicant is NOT recommended because of potential legal violations?

As the HR manager at Johnson Manufacturing,Derek is responsible for deciding which selection tools are most appropriate.When deciding on a specific selection tool,Derek should most likely consider all of the following factors EXCEPT the tool's ________.

Work sampling,miniature job training,and video-based tests are examples of ________.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 6: Employee Testing and Selection

All of the following are most likely assessed on personality tests EXCEPT ________.

What is test validity? How are selection tests validated?

E-Verify is primarily used by employers to ________.

All of the following are examples of self-reported personality tests EXCEPT ________.

A(n)________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.

While some personality characteristics are associated with success in different types of jobs,which personality trait is most frequently associated with job performance in all jobs?

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

What is the primary disadvantage of using concurrent validation?

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety,insecurity,and hostility?

Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?

Which of the following best describes how to use a retest estimate to assess reliability?

To use predictive validation,one administers the test to applicants before they are hired.The applicants are then hired using existing selection techniques but not the new tests in development.Later,job performance measures are compared to the test scores under development.

Most small businesses find it cost-effective to conduct validity studies of the selection tools they use.

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

In a brief essay,discuss the use and effectiveness of cognitive tests versus work sampling techniques for employee selection.

Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?

Graphology,a tool for assessing basic personality traits,is also called ________.

Which of the following methods for gathering background information about a job applicant is NOT recommended because of potential legal violations?

As the HR manager at Johnson Manufacturing,Derek is responsible for deciding which selection tools are most appropriate.When deciding on a specific selection tool,Derek should most likely consider all of the following factors EXCEPT the tool's ________.

Work sampling,miniature job training,and video-based tests are examples of ________.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters