Question 1

A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

Accepted Answer

A) True 
 B)False

Question 2

Which of the following is NOT a guideline for balancing validity and diversity in selection?

Accepted Answer

A)  Use job analysis to define carefully the nature of performance on the job. 
B)  Enhance applicant reactions. 
C)  Use well-established predictor measurement methods when feasible. 
D)  Decrease the cognitive loading of predictors and minimize verbal ability and reading requirements. 
A)  Use job analysis to define carefully the nature of performance on the job. 
B)  Enhance applicant reactions. 
C)  Use well-established predictor measurement methods when feasible. 
D)  Decrease the cognitive loading of predictors and minimize verbal ability and reading requirements.

Question 3

What is psychological testing NOT used for?

Accepted Answer

A)  to hire applicants 
B)  to classify applicants selected into the most appropriate positions 
C)  to assist in screening applicants 
D)  to identify applicant needs for training 
A)  to hire applicants 
B)  to classify applicants selected into the most appropriate positions 
C)  to assist in screening applicants 
D)  to identify applicant needs for training

Question 4

Which defines near and far vision, speech recognition, and colour discrimination?

Accepted Answer

A)  cognitive abilities 
B)  psychomotor abilities 
C)  physical abilities 
D)  sensory or perceptual abilities 
A)  cognitive abilities 
B)  psychomotor abilities 
C)  physical abilities 
D)  sensory or perceptual abilities

Question 5

Psychological testing is a standardized procedure used to obtain a sample of a person's behaviour and to describe the behaviour with the aid of some measurement scale.

Accepted Answer

A) True 
 B)False

Question 6

Testing as a stand-alone program doesn't provide employers with the best results.

Accepted Answer

A) True 
 B)False

Question 7

Which concept is referred to as enduring, general traits, or characteristics on which people differ and that they bring to a work situation?

Accepted Answer

A)  aptitudes 
B)  attributes 
C)  abilities 
D)  attitudes 
A)  aptitudes 
B)  attributes 
C)  abilities 
D)  attitudes

Question 8

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. What type of drug and alcohol testing is acceptable?

Accepted Answer

A)  pre-employment drug and/or alcohol testing 
B)  random drug testing 
C)  random alcohol testing of employees in non-safety-sensitive positions 
D)  random alcohol testing of employees in safety-sensitive positions 
A)  pre-employment drug and/or alcohol testing 
B)  random drug testing 
C)  random alcohol testing of employees in non-safety-sensitive positions 
D)  random alcohol testing of employees in safety-sensitive positions

Question 9

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
-Refer to Scenario 8-3. Before requiring the medical exam, which of the following did the employer need to establish?

Accepted Answer

A)  The absence of arthritis was a bona fide occupational requirement for a private bus driver. 
B)  The medical exam was valid. 
C)  The medical exam was reliable. 
D)  Physical ability was a bona fide occupational requirement for a private bus driver. 
A)  The absence of arthritis was a bona fide occupational requirement for a private bus driver. 
B)  The medical exam was valid. 
C)  The medical exam was reliable. 
D)  Physical ability was a bona fide occupational requirement for a private bus driver.

Question 10

A school teacher has HIV/AIDS and the parents of many of the children have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with children. What legally protected ground may be violated in this situation?

Accepted Answer

A)  There is no discrimination because there is a safety concern for employees and students. 
B)  There is no discrimination because the teacher would not be able to do his job. 
C)  This is a violation of human rights legislation, based on physical disability. 
D)  This is a violation of human rights legislation, based on sex. 
A)  There is no discrimination because there is a safety concern for employees and students. 
B)  There is no discrimination because the teacher would not be able to do his job. 
C)  This is a violation of human rights legislation, based on physical disability. 
D)  This is a violation of human rights legislation, based on sex.

Question 11

The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.

Accepted Answer

The development of reliable an

Question 12

What do aptitude or ability tests measure? Explain the difference between an ability, skill, and aptitude, providing an example of each. Describe one test and its relationship to employment testing for selection decisions.

Accepted Answer

Selection programs seek to predict the d

Question 13

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
-Refer to Scenario 8-1. Which of the following legal and ethical best practices are NOT permissible in dealing with substance abuse in the workplace?

Accepted Answer

A)  drug and alcohol policies 
B)  training and education for managers and employees 
C)  confidential channels to access assistance 
D)  drug and alcohol testing 
A)  drug and alcohol policies 
B)  training and education for managers and employees 
C)  confidential channels to access assistance 
D)  drug and alcohol testing

Question 14

Employers have an obligation to accommodate all workers with medical or physical conditions.

Accepted Answer

A) True 
 B)False

Question 15

The central requirement for any selection tests or assessment procedures is that they accurately assess the individual's performance or capacity to perform the essential components of the job in question safely, efficiently, and reliably.

Accepted Answer

A) True 
 B)False

Question 16

What is the goal of employment testing?

Accepted Answer

The employer's goal is to select those c

Question 17

Which of the following does NOT need to be met to be accepted as a professional testing standard?

Accepted Answer

A)  Tests must be reliable and valid. 
B)  Tests must be fair and unbiased. 
C)  Tests must have utility. 
D)  Tests must be cost effective. 
A)  Tests must be reliable and valid. 
B)  Tests must be fair and unbiased. 
C)  Tests must have utility. 
D)  Tests must be cost effective.

Question 18

Being very intelligent is actually a disadvantage at a low-skilled job.

Accepted Answer

A) True 
 B)False

Question 19

What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?

Accepted Answer

A)  skill 
B)  personality 
C)  ability 
D)  attributes 
A)  skill 
B)  personality 
C)  ability 
D)  attributes

Question 20

What type of test would you use to assess for motor coordination of firefighter applicants?

Accepted Answer

A)  psychomotor ability test 
B)  skill test 
C)  physical abilities test 
D)  sensory and perceptual test 
A)  psychomotor ability test 
B)  skill test 
C)  physical abilities test 
D)  sensory and perceptual test

A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

Which of the following is NOT a guideline for balancing validity and diversity in selection?

What is psychological testing NOT used for?

Which defines near and far vision, speech recognition, and colour discrimination?

Psychological testing is a standardized procedure used to obtain a sample of a person's behaviour and to describe the behaviour with the aid of some measurement scale.

Testing as a stand-alone program doesn't provide employers with the best results.

Which concept is referred to as enduring, general traits, or characteristics on which people differ and that they bring to a work situation?

The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.

What do aptitude or ability tests measure? Explain the difference between an ability, skill, and aptitude, providing an example of each. Describe one test and its relationship to employment testing for selection decisions.

Employers have an obligation to accommodate all workers with medical or physical conditions.

The central requirement for any selection tests or assessment procedures is that they accurately assess the individual's performance or capacity to perform the essential components of the job in question safely, efficiently, and reliably.

What is the goal of employment testing?

Which of the following does NOT need to be met to be accepted as a professional testing standard?

Being very intelligent is actually a disadvantage at a low-skilled job.

What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?

What type of test would you use to assess for motor coordination of firefighter applicants?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Foundations of Recruitment and Selection II

Job Analysis and Competency Models

Recruitment, Selection, and Job Performance

Recruitment

Selection I

Selection III

Decision Making

Filters

Exam 8: Selection II

A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

Which of the following is NOT a guideline for balancing validity and diversity in selection?

What is psychological testing NOT used for?

Which defines near and far vision, speech recognition, and colour discrimination?

Psychological testing is a standardized procedure used to obtain a sample of a person's behaviour and to describe the behaviour with the aid of some measurement scale.

Testing as a stand-alone program doesn't provide employers with the best results.

Which concept is referred to as enduring, general traits, or characteristics on which people differ and that they bring to a work situation?

The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.

What do aptitude or ability tests measure? Explain the difference between an ability, skill, and aptitude, providing an example of each. Describe one test and its relationship to employment testing for selection decisions.

Employers have an obligation to accommodate all workers with medical or physical conditions.

The central requirement for any selection tests or assessment procedures is that they accurately assess the individual's performance or capacity to perform the essential components of the job in question safely, efficiently, and reliably.

What is the goal of employment testing?

Which of the following does NOT need to be met to be accepted as a professional testing standard?

Being very intelligent is actually a disadvantage at a low-skilled job.

What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?

What type of test would you use to assess for motor coordination of firefighter applicants?

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I

Foundations of Recruitment and Selection II

Job Analysis and Competency Models

Recruitment, Selection, and Job Performance

Recruitment

Selection I

Selection III

Decision Making

Filters