Question 1

Which of the following types of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

Accepted Answer

A)  a nondirective interview 
B)  a depth interview 
C)  a situational interview 
D)  a structured interview 
A)  a nondirective interview 
B)  a depth interview 
C)  a situational interview 
D)  a structured interview

Question 2

Validity refers to what a selection procedure measures and how well it measures it.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following types of interview provides the greatest consistency or standardization with respect to the questions asked?

Accepted Answer

A)  a nondirective interview 
B)  a situational interview 
C)  a structured interview 
D)  an unstructured interview 
A)  a nondirective interview 
B)  a situational interview 
C)  a structured interview 
D)  an unstructured interview

Question 4

Reliability refers to the extent to which two methods yield similar results, but not to the agreement between two or more raters.

Accepted Answer

A) True 
 B)False

Question 5

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Accepted Answer

A) True 
 B)False

Question 6

Which of the following best describes the use of reference checks?

Accepted Answer

A)  They are no longer used because organizations won't share information about previous employees for fear of litigation. 
B)  Their usefulness is limited because most managers will not share performance data. 
C)  Some organizations have detailed forms for previous employers to fill out in order to get the best information. 
D)  New human rights laws prohibit their use. 
A)  They are no longer used because organizations won't share information about previous employees for fear of litigation. 
B)  Their usefulness is limited because most managers will not share performance data. 
C)  Some organizations have detailed forms for previous employers to fill out in order to get the best information. 
D)  New human rights laws prohibit their use.

Question 7

Which of the following is appropriate to ask on an application form?

Accepted Answer

A)  asking if the applicant has prior arrests 
B)  asking if the applicant is eligible to be bonded 
C)  asking if the applicant has ever been in jail 
D)  asking if the applicant has ever been caught stealing 
A)  asking if the applicant has prior arrests 
B)  asking if the applicant is eligible to be bonded 
C)  asking if the applicant has ever been in jail 
D)  asking if the applicant has ever been caught stealing

Question 8

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?

Accepted Answer

A)  a statistical model 
B)  a multiple hurdle model 
C)  a compensatory model 
D)  a multiple cutoff model 
A)  a statistical model 
B)  a multiple hurdle model 
C)  a compensatory model 
D)  a multiple cutoff model

Question 9

Which of the following types of test measures dispositional characteristics such as extroversion, inquisitiveness, and dependability?

Accepted Answer

A)  personality tests 
B)  cognitive ability tests 
C)  physical ability tests 
D)  supervisory and managerial ability tests 
A)  personality tests 
B)  cognitive ability tests 
C)  physical ability tests 
D)  supervisory and managerial ability tests

Question 10

The federal government relies extensively on employment testing in the selection process.

Accepted Answer

A) True 
 B)False

Question 11

In large organizations, supervisors are usually responsible for making job offers and notifying applicants of selection decisions.

Accepted Answer

A) True 
 B)False

Question 12

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Accepted Answer

A) True 
 B)False

Question 13

Strategies for selecting managerial and technical people are relatively similar.

Accepted Answer

A) True 
 B)False

Question 14

The "can do" factors of an applicant include which of the following?

Accepted Answer

A)  knowledge, skills, and abilities 
B)  personality, values, and motivation 
C)  honesty and integrity 
D)  motivation 
A)  knowledge, skills, and abilities 
B)  personality, values, and motivation 
C)  honesty and integrity 
D)  motivation

Question 15

Which of the following is currently the most effective way to assess a person's honesty during the selection process?

Accepted Answer

A)  polygraph testing 
B)  graphology testing 
C)  background tests 
D)  integrity testing 
A)  polygraph testing 
B)  graphology testing 
C)  background tests 
D)  integrity testing

Question 16

Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible.

Accepted Answer

A) True 
 B)False

Question 17

Organization X applies validity data from another similar job situation to its own organization. What is this process called?

Accepted Answer

A)  validity generalization 
B)  content validation 
C)  predictive validation 
D)  criterion-related validation 
A)  validity generalization 
B)  content validation 
C)  predictive validation 
D)  criterion-related validation

Question 18

The closer the content of the selection instrument to actual work samples or behaviours, the higher the content validity.

Accepted Answer

A) True 
 B)False

Question 19

In most organizations, selection is an ongoing process.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following measures mental capabilities such as general intelligence, verbal fluency, numerical ability, or reasoning ability?

Accepted Answer

A)  a personality and interest inventory 
B)  a physical ability test 
C)  a cognitive ability test 
D)  a job sample 
A)  a personality and interest inventory 
B)  a physical ability test 
C)  a cognitive ability test 
D)  a job sample

Which of the following types of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

Validity refers to what a selection procedure measures and how well it measures it.

Which of the following types of interview provides the greatest consistency or standardization with respect to the questions asked?

Reliability refers to the extent to which two methods yield similar results, but not to the agreement between two or more raters.

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Which of the following best describes the use of reference checks?

Which of the following is appropriate to ask on an application form?

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?

Which of the following types of test measures dispositional characteristics such as extroversion, inquisitiveness, and dependability?

The federal government relies extensively on employment testing in the selection process.

In large organizations, supervisors are usually responsible for making job offers and notifying applicants of selection decisions.

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Strategies for selecting managerial and technical people are relatively similar.

The "can do" factors of an applicant include which of the following?

Which of the following is currently the most effective way to assess a person's honesty during the selection process?

Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible.

Organization X applies validity data from another similar job situation to its own organization. What is this process called?

The closer the content of the selection instrument to actual work samples or behaviours, the higher the content validity.

In most organizations, selection is an ongoing process.

Which of the following measures mental capabilities such as general intelligence, verbal fluency, numerical ability, or reasoning ability?

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Exam 6: Employee Selection

Which of the following types of interview allows the applicant the maximum amount of freedom in determining the course of discussion?

Validity refers to what a selection procedure measures and how well it measures it.

Which of the following types of interview provides the greatest consistency or standardization with respect to the questions asked?

Reliability refers to the extent to which two methods yield similar results, but not to the agreement between two or more raters.

Concurrent validity involves testing applicants and obtaining criterion data after they have been on the job for some indefinite period.

Which of the following best describes the use of reference checks?

Which of the following is appropriate to ask on an application form?

Organization T uses a decision-making model in which an applicant is allowed to score poorly in one area of the selection tests, as long as he or she scores very high in another area. What is this type of decision-making model called?

Which of the following types of test measures dispositional characteristics such as extroversion, inquisitiveness, and dependability?

The federal government relies extensively on employment testing in the selection process.

In large organizations, supervisors are usually responsible for making job offers and notifying applicants of selection decisions.

When trying to achieve person-organization fit, managers will pass up potential employees who don't embrace the values of the company even if they have excellent job skills.

Strategies for selecting managerial and technical people are relatively similar.

The "can do" factors of an applicant include which of the following?

Which of the following is currently the most effective way to assess a person's honesty during the selection process?

Conscientiousness refers to the degree to which someone is trusting, amiable, cooperative, and flexible.

Organization X applies validity data from another similar job situation to its own organization. What is this process called?

The closer the content of the selection instrument to actual work samples or behaviours, the higher the content validity.

In most organizations, selection is an ongoing process.

Which of the following measures mental capabilities such as general intelligence, verbal fluency, numerical ability, or reasoning ability?

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