Question 1

Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?

Accepted Answer

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

Question 2

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. What protection does Bill have under human rights law in this situation?

Accepted Answer

A)  Bill is not being discriminated against as public safety requires a high standard of driving skills. 
B)  Bill is protected on the grounds of physical disability. 
C)  Bill is protected by employment equity legislation. 
D)  Bill is not being discriminated against as driving requires quick response of his hands and feet. 
A)  Bill is not being discriminated against as public safety requires a high standard of driving skills. 
B)  Bill is protected on the grounds of physical disability. 
C)  Bill is protected by employment equity legislation. 
D)  Bill is not being discriminated against as driving requires quick response of his hands and feet.

Question 3

What are physical fitness and medical examinations designed to do?

Accepted Answer

A)  screen out unhealthy or unfit employees who pose a liability to the employer 
B)  reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker's actions 
C)  ensure that an applicant meets minimum standards of health to cope with the physical demands of the job 
D)  determine how the physical fitness and medical status of an applicant relates to the job analysis 
A)  screen out unhealthy or unfit employees who pose a liability to the employer 
B)  reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker's actions 
C)  ensure that an applicant meets minimum standards of health to cope with the physical demands of the job 
D)  determine how the physical fitness and medical status of an applicant relates to the job analysis

Question 4

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. There are many actions the HRM can take. What would be an important step in dealing with this situation?

Accepted Answer

A)  establish policies and procedures to support whistle blowers 
B)  adopt discrimination prevention policies and practices 
C)  ensure valid and reliable drug and alcohol testing 
D)  educate management on drug and alcohol testing procedures 
A)  establish policies and procedures to support whistle blowers 
B)  adopt discrimination prevention policies and practices 
C)  ensure valid and reliable drug and alcohol testing 
D)  educate management on drug and alcohol testing procedures

Question 5

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 6

What type of test would you use to assess construction worker applicants for their strength to lift construction material and their balance to keep from falling off a roof?

Accepted Answer

A)  psychomotor ability 
B)  skill and ability 
C)  physical and sensory/perceptual ability 
D)  general cognitive ability 
A)  psychomotor ability 
B)  skill and ability 
C)  physical and sensory/perceptual ability 
D)  general cognitive ability

Question 7

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a Grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high, so the CEO of Quantum wants the company's testing process to ensure that Quantum hires the most qualified applicants for the positions.
-Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for telephone skills?

Accepted Answer

A)  integrity test 
B)  a telephone-based interview 
C)  a personality test 
D)  an emotional intelligence test 
A)  integrity test 
B)  a telephone-based interview 
C)  a personality test 
D)  an emotional intelligence test

Question 8

There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.

Accepted Answer

A) True 
 B)False

Question 9

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

Question 10

Physical requirements for occupational tasks usually fall into three categories: strength, endurance, and speed.

Accepted Answer

A) True 
 B)False

Question 11

The Human Rights Commission will not accept being free from HIV/AIDS as a bona fide occupation requirement, unless it can be proven that such a requirement is essential to the safe, efficient, and reliable performance of the essential functions of a job or is a justified requirement for receiving programs or services.

Accepted Answer

A) True 
 B)False

Question 12

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. According to the Canadian Human Rights Act, which of the following does NOT qualify as a prohibited ground for discrimination?

Accepted Answer

A)  physical or mental disability 
B)  an employer's perception that a disability makes an individual unfit to work 
C)  a previous drug or alcohol problem 
D)  excessive drinking of alcohol 
A)  physical or mental disability 
B)  an employer's perception that a disability makes an individual unfit to work 
C)  a previous drug or alcohol problem 
D)  excessive drinking of alcohol

Question 13

General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

Accepted Answer

A) True 
 B)False

Question 14

If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?

Accepted Answer

A)  a general cognitive ability test 
B)  a practical intelligence test 
C)  a multiple aptitude test 
D)  a tacit knowledge test 
A)  a general cognitive ability test 
B)  a practical intelligence test 
C)  a multiple aptitude test 
D)  a tacit knowledge test

Question 15

What did Outtz suggest to use in order to avoid the adverse impact of cognitive ability tests?

Accepted Answer

A)  common sense 
B)  structured interviews 
C)  aptitude tests 
D)  field investigation 
A)  common sense 
B)  structured interviews 
C)  aptitude tests 
D)  field investigation

Question 16

Which of the following refers to the ability to appropriately regulate and express emotion?

Accepted Answer

A)  emotional intelligence 
B)  practical intelligence 
C)  organizational citizenship 
D)  personality 
A)  emotional intelligence 
B)  practical intelligence 
C)  organizational citizenship 
D)  personality

Question 17

Why are distortion and faking important to consider when using self-report inventories for personnel selection?

Accepted Answer

•Distortion occurs in self-report invent

Question 18

Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

Accepted Answer

A) True 
 B)False

Question 19

Which of the commonly used predictors used in selection are best? Which should be considered for adoption as part of a selection system?

Accepted Answer

The answer is in the job analysis: the s

Question 20

Which of the following is NOT considered an aptitude test?

Accepted Answer

A)  Differential Aptitude Test (DAT) 
B)  General Aptitude Test Battery (GAT
B)  
C)  Multidimensional Aptitude Battery-II 
D)  Inwald Aptitude Test (IAT) 
A)  Differential Aptitude Test (DAT) 
B)  General Aptitude Test Battery (GAT
B)  
C)  Multidimensional Aptitude Battery-II 
D)  Inwald Aptitude Test (IAT)

Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?

What are physical fitness and medical examinations designed to do?

What is psychological testing NOT used for?

What type of test would you use to assess construction worker applicants for their strength to lift construction material and their balance to keep from falling off a roof?

There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.

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

Physical requirements for occupational tasks usually fall into three categories: strength, endurance, and speed.

General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?

What did Outtz suggest to use in order to avoid the adverse impact of cognitive ability tests?

Which of the following refers to the ability to appropriately regulate and express emotion?

Why are distortion and faking important to consider when using self-report inventories for personnel selection?

Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

Which of the commonly used predictors used in selection are best? Which should be considered for adoption as part of a selection system?

Which of the following is NOT considered an aptitude test?

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: Applicant Screening

Selection III: Interviewing

Decision Making

Filters

Exam 8: Selection II: Testing and Other Assessments

Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?

What are physical fitness and medical examinations designed to do?

What is psychological testing NOT used for?

What type of test would you use to assess construction worker applicants for their strength to lift construction material and their balance to keep from falling off a roof?

There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.

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

Physical requirements for occupational tasks usually fall into three categories: strength, endurance, and speed.

General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?

What did Outtz suggest to use in order to avoid the adverse impact of cognitive ability tests?

Which of the following refers to the ability to appropriately regulate and express emotion?

Why are distortion and faking important to consider when using self-report inventories for personnel selection?

Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

Which of the commonly used predictors used in selection are best? Which should be considered for adoption as part of a selection system?

Which of the following is NOT considered an aptitude test?

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: Applicant Screening

Selection III: Interviewing

Decision Making

Filters