Question 1

In most instances, employers can legally use polygraph tests to screen applicants.

Accepted Answer

A) True 
 B)False  False

Question 2

Questions contained in structured job interviews should be based on which of the following?

Accepted Answer

A)  job analysis 
B)  job design 
C)  job specialization 
D)  job utilization 
A)  job analysis 
B)  job design 
C)  job specialization 
D)  job utilization A

Question 3

Intelligence, mechanical comprehension, and anxiety are examples of which of the following?

Accepted Answer

A)  job requirements 
B)  job characteristics 
C)  theories 
D)  constructs 
A)  job requirements 
B)  job characteristics 
C)  theories 
D)  constructs D

Question 4

Which of the following represents an essential factor in the selection procedure, regardless of the selection methods used?

Accepted Answer

A)  lengthy and thorough 
B)  quick and efficient 
C)  reliable and valid 
D)  a positive experience for applicants 
A)  lengthy and thorough 
B)  quick and efficient 
C)  reliable and valid 
D)  a positive experience for applicants

Question 5

In order to understand more about applicants, interview questions should be customized to a particular individual's interests and background.

Accepted Answer

A) True 
 B)False

Question 6

Online applications can speed up the selection process, combine information, and disseminate promising leads to hiring managers more efficiently.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is a legal means of screening out applicants who pose a security risk?

Accepted Answer

A)  polygraph testing 
B)  a pencil-and-paper honesty test 
C)  a voice stress analyzer 
D)  deceptograph testing 
A)  polygraph testing 
B)  a pencil-and-paper honesty test 
C)  a voice stress analyzer 
D)  deceptograph testing

Question 8

The situational interview is a variation of the unstructured interview.

Accepted Answer

A) True 
 B)False

Question 9

Although many organizations are encouraging applicants to apply for jobs online, this practice slows down the application process.

Accepted Answer

A) True 
 B)False

Question 10

Medical examinations are usually conducted before an offer of employment is made.

Accepted Answer

A) True 
 B)False

Question 11

It is much easier to measure what individuals can do than what they will do.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following correlation coefficients is indicative of the strongest correlation?

Accepted Answer

A)  -0.4 
B) 0.8 
C) 0.2 
D)  -0.9 
A)  -0.4 
B) 0.8 
C) 0.2 
D)  -0.9

Question 13

"Tell me about the last time you disciplined an employee" is an example of which of the following?

Accepted Answer

A)  a behavioural description interview question 
B)  a panel interview question 
C)  a computer interview question 
D)  a closed response interview question 
A)  a behavioural description interview question 
B)  a panel interview question 
C)  a computer interview question 
D)  a closed response interview question

Question 14

Measuring construct validity requires linking a psychological test to job performance.

Accepted Answer

A) True 
 B)False

Question 15

A validity coefficient of -1.00 indicates the complete absence of a relationship between the predictor and criterion data.

Accepted Answer

A) True 
 B)False

Question 16

Why would an organization use an integrity test?

Accepted Answer

A)  because even though such tests are not correlated with reduced disruptive behaviours, they have been correlated with reduced turnover 
B)  because such tests are designed to identify thieves 
C)  because not only do these tests reduce theft, but they also have been shown to have a relationship with performance on the job 
D)  because in using an integrity test, you can avoid the use of most other selection tests, since it has been shown that these are good stand-alone predictors 
A)  because even though such tests are not correlated with reduced disruptive behaviours, they have been correlated with reduced turnover 
B)  because such tests are designed to identify thieves 
C)  because not only do these tests reduce theft, but they also have been shown to have a relationship with performance on the job 
D)  because in using an integrity test, you can avoid the use of most other selection tests, since it has been shown that these are good stand-alone predictors

Question 17

Which of the following is the process in which a test or test battery is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study?

Accepted Answer

A)  redundancy validation 
B)  repeat validation 
C)  cross-validation 
D)  inferential validation 
A)  redundancy validation 
B)  repeat validation 
C)  cross-validation 
D)  inferential validation

Question 18

If an organization's selection procedures yield comparable data over a period of time, the procedures are valid.

Accepted Answer

A) True 
 B)False

Question 19

Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis on the essential functions of the job.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following refers to the degree to which selection procedures yield comparable data over a period of time?

Accepted Answer

A)  consistency 
B)  reliability 
C)  validity 
D)  conformity 
A)  consistency 
B)  reliability 
C)  validity 
D)  conformity

In most instances, employers can legally use polygraph tests to screen applicants.

Questions contained in structured job interviews should be based on which of the following?

Intelligence, mechanical comprehension, and anxiety are examples of which of the following?

Which of the following represents an essential factor in the selection procedure, regardless of the selection methods used?

In order to understand more about applicants, interview questions should be customized to a particular individual's interests and background.

Online applications can speed up the selection process, combine information, and disseminate promising leads to hiring managers more efficiently.

Which of the following is a legal means of screening out applicants who pose a security risk?

The situational interview is a variation of the unstructured interview.

Although many organizations are encouraging applicants to apply for jobs online, this practice slows down the application process.

Medical examinations are usually conducted before an offer of employment is made.

It is much easier to measure what individuals can do than what they will do.

Which of the following correlation coefficients is indicative of the strongest correlation?

"Tell me about the last time you disciplined an employee" is an example of which of the following?

Measuring construct validity requires linking a psychological test to job performance.

A validity coefficient of -1.00 indicates the complete absence of a relationship between the predictor and criterion data.

Why would an organization use an integrity test?

Which of the following is the process in which a test or test battery is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study?

If an organization's selection procedures yield comparable data over a period of time, the procedures are valid.

Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis on the essential functions of the job.

Which of the following refers to the degree to which selection procedures yield comparable data over a period of time?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

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Exam 6: Employee Selection

In most instances, employers can legally use polygraph tests to screen applicants.

Questions contained in structured job interviews should be based on which of the following?

Intelligence, mechanical comprehension, and anxiety are examples of which of the following?

Which of the following represents an essential factor in the selection procedure, regardless of the selection methods used?

In order to understand more about applicants, interview questions should be customized to a particular individual's interests and background.

Online applications can speed up the selection process, combine information, and disseminate promising leads to hiring managers more efficiently.

Which of the following is a legal means of screening out applicants who pose a security risk?

The situational interview is a variation of the unstructured interview.

Although many organizations are encouraging applicants to apply for jobs online, this practice slows down the application process.

Medical examinations are usually conducted before an offer of employment is made.

It is much easier to measure what individuals can do than what they will do.

Which of the following correlation coefficients is indicative of the strongest correlation?

"Tell me about the last time you disciplined an employee" is an example of which of the following?

Measuring construct validity requires linking a psychological test to job performance.

A validity coefficient of -1.00 indicates the complete absence of a relationship between the predictor and criterion data.

Why would an organization use an integrity test?

Which of the following is the process in which a test or test battery is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study?

If an organization's selection procedures yield comparable data over a period of time, the procedures are valid.

Because of the physical differences between the genders, physical ability tests should be carefully validated on the basis on the essential functions of the job.

Which of the following refers to the degree to which selection procedures yield comparable data over a period of time?

The World of Human Resources Management

Strategy and Human Resources Planning

Equity and Diversity in Human Resources Management

Job Analysis, Employee Involvement, and Flexible Work Schedules

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Appraising and Improving Performance

Managing Compensation

Pay For Performance: Incentive Rewards

Employee Benefits

Safety and Health

Employee Rights and Discipline

The Dynamics of Labour Relations

International Human Resources Management

Creating High Performance Work Systems

Filters