Question 1

According to researchers Sackett, Borneman, and Connelly, which of the following was NOT one of their conclusions?

Accepted Answer

A)  Coaching is a major determinant of test performance. 
B)  Test-taking motivation is not a major determinant of test performance in most high-stakes settings. 
C)  The validity of these tests is not an artifact of socioeconomic status. 
D)  Ability tests are valid for their intended uses in predicting a wide variety of aspects of short-term and long-term academic and job performance. 
A)  Coaching is a major determinant of test performance. 
B)  Test-taking motivation is not a major determinant of test performance in most high-stakes settings. 
C)  The validity of these tests is not an artifact of socioeconomic status. 
D)  Ability tests are valid for their intended uses in predicting a wide variety of aspects of short-term and long-term academic and job performance.

Question 2

According to the textbook, which of the following is NOT considered a cognitive ability test?

Accepted Answer

A)  California Cognitive Inventory 
B)  Wonderlic Personnel Test 
C)  Otis-Lennon Mental Ability Test 
D)  Wechsler Adult Intelligence Scale 
A)  California Cognitive Inventory 
B)  Wonderlic Personnel Test 
C)  Otis-Lennon Mental Ability Test 
D)  Wechsler Adult Intelligence Scale

Question 3

Which of the following is NOT a psychological test used to select employees?

Accepted Answer

A)  an emotional intelligence test 
B)  a cognitive ability test 
C)  a psychomotor test 
D)  a genetic test 
A)  an emotional intelligence test 
B)  a cognitive ability test 
C)  a psychomotor test 
D)  a genetic test

Question 4

Applicants react most favourably when employers use which of the following selection methods?

Accepted Answer

A)  work samples and personality tests 
B)  references and résumés 
C)  interviews and work samples 
D)  skill tests and informal interviews 
A)  work samples and personality tests 
B)  references and résumés 
C)  interviews and work samples 
D)  skill tests and informal interviews

Question 5

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 two types of legislation are particularly important in this situation?

Accepted Answer

A)  the Employment Equity Act and the Canadian Charter of Rights and Freedoms 
B)  provincial human rights laws and workers compensation acts 
C)  the Canada Labour Code and the Canadian Human Rights Act 
D)  provincial human rights law and public transportation legislation 
A)  the Employment Equity Act and the Canadian Charter of Rights and Freedoms 
B)  provincial human rights laws and workers compensation acts 
C)  the Canada Labour Code and the Canadian Human Rights Act 
D)  provincial human rights law and public transportation legislation

Question 6

Which psychological test administered by the Southeastern Connecticut Law Enforcement Consortium for police force applicants rejected numerous high-scoring applicants?

Accepted Answer

A)  Otis-Lennon Mental Ability Test 
B)  Wechsler Adult Intelligence Scale 
C)  Wonderlic Personnel Test 
D)  California Cognitive Inventory 
A)  Otis-Lennon Mental Ability Test 
B)  Wechsler Adult Intelligence Scale 
C)  Wonderlic Personnel Test 
D)  California Cognitive Inventory

Question 7

Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?

Accepted Answer

A)  Personnel Decisions Incorporated Employment Inventory 
B)  Hogan Personality Inventory, Revised 
C)  Stanton Survey New Edition 
D)  London House Personnel Selection Inventory 
A)  Personnel Decisions Incorporated Employment Inventory 
B)  Hogan Personality Inventory, Revised 
C)  Stanton Survey New Edition 
D)  London House Personnel Selection Inventory

Question 8

Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions and that approximate those found on the job?

Accepted Answer

A)  proficiency 
B)  aptitude test 
C)  realistic job preview 
D)  work sample 
A)  proficiency 
B)  aptitude test 
C)  realistic job preview 
D)  work sample

Question 9

Which of the following abilities correspond to 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 10

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 11

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

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. Which ethical issue is particularly relevant to drug-testing methods?

Accepted Answer

A)  privacy 
B)  discrimination 
C)  addiction 
D)  costs 
A)  privacy 
B)  discrimination 
C)  addiction 
D)  costs

Question 13

The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.

Accepted Answer

A) True 
 B)False

Question 14

Which test has good predictive validity for measuring motor coordination in many industrial jobs?

Accepted Answer

A)  a general aptitude test 
B)  a physical ability test 
C)  a psychomotor ability test 
D)  a general ability test 
A)  a general aptitude test 
B)  a physical ability test 
C)  a psychomotor ability test 
D)  a general ability test

Question 15

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

Question 16

Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

Accepted Answer

A) True 
 B)False

Question 17

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)  that the absence of arthritis was a bona fide occupational requirement for a private bus driver 
B)  that the medical exam was valid 
C)  that the medical exam was reliable 
D)  that physical ability was a bona fide occupational requirement for a private bus driver 
A)  that the absence of arthritis was a bona fide occupational requirement for a private bus driver 
B)  that the medical exam was valid 
C)  that the medical exam was reliable 
D)  that physical ability was a bona fide occupational requirement for a private bus driver

Question 18

Which concept refers to an individual's degree of proficiency or competency on a given task that develops through performing the task?

Accepted Answer

A)  performance 
B)  skill 
C)  proficiency 
D)  aptitude 
A)  performance 
B)  skill 
C)  proficiency 
D)  aptitude

Question 19

Which of the following terms refers to knowledge that is derived from experience when learning is not the primary objective?

Accepted Answer

A)  job knowledge 
B)  explicit knowledge 
C)  implicit knowledge 
D)  tacit knowledge 
A)  job knowledge 
B)  explicit knowledge 
C)  implicit knowledge 
D)  tacit knowledge

Question 20

Positive drug test results always lead to dismissal of the tested employee from the job.

Accepted Answer

A) True 
 B)False

According to researchers Sackett, Borneman, and Connelly, which of the following was NOT one of their conclusions?

According to the textbook, which of the following is NOT considered a cognitive ability test?

Which of the following is NOT a psychological test used to select employees?

Applicants react most favourably when employers use which of the following selection methods?

Which psychological test administered by the Southeastern Connecticut Law Enforcement Consortium for police force applicants rejected numerous high-scoring applicants?

Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?

Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions and that approximate those found on the job?

Which of the following abilities correspond to near and far vision, speech recognition, and colour discrimination?

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.

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

The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.

Which test has good predictive validity for measuring motor coordination in many industrial jobs?

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

Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

Which concept refers to an individual's degree of proficiency or competency on a given task that develops through performing the task?

Which of the following terms refers to knowledge that is derived from experience when learning is not the primary objective?

Positive drug test results always lead to dismissal of the tested employee from the job.

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

According to researchers Sackett, Borneman, and Connelly, which of the following was NOT one of their conclusions?

According to the textbook, which of the following is NOT considered a cognitive ability test?

Which of the following is NOT a psychological test used to select employees?

Applicants react most favourably when employers use which of the following selection methods?

Which psychological test administered by the Southeastern Connecticut Law Enforcement Consortium for police force applicants rejected numerous high-scoring applicants?

Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?

Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions and that approximate those found on the job?

Which of the following abilities correspond to near and far vision, speech recognition, and colour discrimination?

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.

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

The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.

Which test has good predictive validity for measuring motor coordination in many industrial jobs?

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

Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

Which concept refers to an individual's degree of proficiency or competency on a given task that develops through performing the task?

Which of the following terms refers to knowledge that is derived from experience when learning is not the primary objective?

Positive drug test results always lead to dismissal of the tested employee from the job.

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