Question 1

Behavioural description interviews appear to be more effective than situational interviews, especially for higher-level positions.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following conditions represents a test that could be described as "construct valid"?

Accepted Answer

A)  A professor puts one essay question on the final exam, and that essay question is drawn from the chapter that she feels is the most important. 
B)  A manager uses a work sample test used for selection that has facets that tap in to every major aspect of the job. 
C)  A researcher gives a test of "job satisfaction" to a group of participants and checks to make sure that his results correlate with other measures of satisfaction. 
D)  A manager assesses how effective his selection test is by checking the performance of successful candidates months after they are hired. 
A)  A professor puts one essay question on the final exam, and that essay question is drawn from the chapter that she feels is the most important. 
B)  A manager uses a work sample test used for selection that has facets that tap in to every major aspect of the job. 
C)  A researcher gives a test of "job satisfaction" to a group of participants and checks to make sure that his results correlate with other measures of satisfaction. 
D)  A manager assesses how effective his selection test is by checking the performance of successful candidates months after they are hired.

Question 3

Which of the following best describes credit reports?

Accepted Answer

A)  Organizations must advise and receive written consent from the applicant they request a credit report. 
B)  Organizations can request a report on any employee at any time without consent. 
C)  Organizations do not have to inform applicants if adverse decisions are made based on information in the report. 
D)  Organizations cannot make adverse decisions based on information in such a report. 
A)  Organizations must advise and receive written consent from the applicant they request a credit report. 
B)  Organizations can request a report on any employee at any time without consent. 
C)  Organizations do not have to inform applicants if adverse decisions are made based on information in the report. 
D)  Organizations cannot make adverse decisions based on information in such a report.

Question 4

Define the concepts of reliability and validity.

Accepted Answer

Reliability describes the degree to whic

Question 5

Which of the following most accurately represents the typical steps in the selection process?

Accepted Answer

A)  Candidates participate in employment testing before being interviewed. 
B)  Supervisors interview candidates followed by individual interviews with the HR department. 
C)  Candidates are interviewed in the initial stages and again the late stages of the process. 
D)  Background investigations are carried out near the beginning of the process. 
A)  Candidates participate in employment testing before being interviewed. 
B)  Supervisors interview candidates followed by individual interviews with the HR department. 
C)  Candidates are interviewed in the initial stages and again the late stages of the process. 
D)  Background investigations are carried out near the beginning of the process.

Question 6

Employers are required by law to provide references for former employees.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following refers to an interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it?

Accepted Answer

A)  a computer interview 
B)  a panel interview 
C)  a situational interview 
D)  a nondirective interview 
A)  a computer interview 
B)  a panel interview 
C)  a situational interview 
D)  a nondirective interview

Question 8

Which of the following refers to the use of selection tests to measure applicant KSAOs against competencies for the job?

Accepted Answer

A)  employment equity compliance 
B)  person-job fit 
C)  person-organization fit 
D)  indirect expense 
A)  employment equity compliance 
B)  person-job fit 
C)  person-organization fit 
D)  indirect expense

Question 9

Which of the following terms refers to the extent to which good performance on a test correlates with high marks on a performance review?

Accepted Answer

A)  criterion-related validity 
B)  content validity 
C)  construct validity 
D)  cross-validation 
A)  criterion-related validity 
B)  content validity 
C)  construct validity 
D)  cross-validation

Question 10

Why has interest in person-organization fit been increasing?

Accepted Answer

A)  because of organizations' increased need for teamwork and flexibility 
B)  because of the movement toward union-free hiring 
C)  because job descriptions are becoming more rigid 
D)  because of advances in selection tools 
A)  because of organizations' increased need for teamwork and flexibility 
B)  because of the movement toward union-free hiring 
C)  because job descriptions are becoming more rigid 
D)  because of advances in selection tools

Question 11

Compare and contrast the following four interview approaches: (1) nondirective interview, (2) structured interview, (3) situational interview, and (3) behavioural description interview.

Accepted Answer

In a nondirective interview, the intervi

Question 12

Why are biographical information blanks difficult for applicants to fake?

Accepted Answer

A)  They require detailed answers. 
B)  They rarely have obviously right or wrong answers. 
C)  They are administered by extremely knowledgeable interviewers. 
D)  They require applicants to respond quickly. 
A)  They require detailed answers. 
B)  They rarely have obviously right or wrong answers. 
C)  They are administered by extremely knowledgeable interviewers. 
D)  They require applicants to respond quickly.

Question 13

How can you obtain a higher validity coefficient?

Accepted Answer

A)  by ensuring that the selection tests are valid 
B)  by ensuring that the selections tests are reliable 
C)  by combining two or more tests or other predictors 
D)  by relying on validity generalization 
A)  by ensuring that the selection tests are valid 
B)  by ensuring that the selections tests are reliable 
C)  by combining two or more tests or other predictors 
D)  by relying on validity generalization

Question 14

Human rights legislation severely limits the types of medical inquiries and examinations that employers may use.

Accepted Answer

A) True 
 B)False

Question 15

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Accepted Answer

A) True 
 B)False

Question 16

A comprehensive analysis of honesty tests reveals that they are valid for predicting theft, disciplinary problems, absenteeism, and job performance.

Accepted Answer

A) True 
 B)False

Question 17

Studies have shown that an objective scoring of biographical information blanks and application forms is one of the most potentially valid methods that can be used to predict job success.

Accepted Answer

A) True 
 B)False

Question 18

Correlation (validity) coefficients range from 0.00 to 1.00.

Accepted Answer

A) True 
 B)False

Question 19

A scatter plot that represents the relationship between test scores and performance on the job with a test that is NOT valid would look like which of the following descriptions?

Accepted Answer

A)  The dots form a pattern that resembles a line going from high to low 
B)  The dots form a pattern that resembles a line going from low to high 
C)  There is very little or no pattern in the dots. 
D)  The dots form a box pattern. 
A)  The dots form a pattern that resembles a line going from high to low 
B)  The dots form a pattern that resembles a line going from low to high 
C)  There is very little or no pattern in the dots. 
D)  The dots form a box pattern.

Question 20

Personality tests measure such things as agreeableness, extroversion, and openness to experience.

Accepted Answer

A) True 
 B)False

Behavioural description interviews appear to be more effective than situational interviews, especially for higher-level positions.

Which of the following conditions represents a test that could be described as "construct valid"?

Which of the following best describes credit reports?

Define the concepts of reliability and validity.

Which of the following most accurately represents the typical steps in the selection process?

Employers are required by law to provide references for former employees.

Which of the following refers to an interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it?

Which of the following refers to the use of selection tests to measure applicant KSAOs against competencies for the job?

Which of the following terms refers to the extent to which good performance on a test correlates with high marks on a performance review?

Why has interest in person-organization fit been increasing?

Compare and contrast the following four interview approaches: (1) nondirective interview, (2) structured interview, (3) situational interview, and (3) behavioural description interview.

Why are biographical information blanks difficult for applicants to fake?

How can you obtain a higher validity coefficient?

Human rights legislation severely limits the types of medical inquiries and examinations that employers may use.

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

A comprehensive analysis of honesty tests reveals that they are valid for predicting theft, disciplinary problems, absenteeism, and job performance.

Studies have shown that an objective scoring of biographical information blanks and application forms is one of the most potentially valid methods that can be used to predict job success.

Correlation (validity) coefficients range from 0.00 to 1.00.

A scatter plot that represents the relationship between test scores and performance on the job with a test that is NOT valid would look like which of the following descriptions?

Personality tests measure such things as agreeableness, extroversion, and openness to experience.

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

Behavioural description interviews appear to be more effective than situational interviews, especially for higher-level positions.

Which of the following conditions represents a test that could be described as "construct valid"?

Which of the following best describes credit reports?

Define the concepts of reliability and validity.

Which of the following most accurately represents the typical steps in the selection process?

Employers are required by law to provide references for former employees.

Which of the following refers to an interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it?

Which of the following refers to the use of selection tests to measure applicant KSAOs against competencies for the job?

Which of the following terms refers to the extent to which good performance on a test correlates with high marks on a performance review?

Why has interest in person-organization fit been increasing?

Compare and contrast the following four interview approaches: (1) nondirective interview, (2) structured interview, (3) situational interview, and (3) behavioural description interview.

Why are biographical information blanks difficult for applicants to fake?

How can you obtain a higher validity coefficient?

Human rights legislation severely limits the types of medical inquiries and examinations that employers may use.

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

A comprehensive analysis of honesty tests reveals that they are valid for predicting theft, disciplinary problems, absenteeism, and job performance.

Studies have shown that an objective scoring of biographical information blanks and application forms is one of the most potentially valid methods that can be used to predict job success.

Correlation (validity) coefficients range from 0.00 to 1.00.

A scatter plot that represents the relationship between test scores and performance on the job with a test that is NOT valid would look like which of the following descriptions?

Personality tests measure such things as agreeableness, extroversion, and openness to experience.

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