Question 1

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 2

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 the 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 where employees operate heavy equipment 
B) random drug testing where included in the company policy manual 
C) random alcohol testing of employees in non-safety-sensitive positions if testing is also carried out for ALL employees of the company 
D) random alcohol testing of employees in safety-sensitive positions where drugs or alcohol are established as a problem 
A) pre-employment drug and/or alcohol testing where employees operate heavy equipment 
B) random drug testing where included in the company policy manual 
C) random alcohol testing of employees in non-safety-sensitive positions if testing is also carried out for ALL employees of the company 
D) random alcohol testing of employees in safety-sensitive positions where drugs or alcohol are established as a problem

Question 3

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.How would Quantum Inc.determine an applicant's minimum educational qualifications

Accepted Answer

A) It would screen for school transcripts or certificates. 
B) It would use an aptitude test. 
C) It would perform a reference check. 
D) It would use an employment interview. 
A) It would screen for school transcripts or certificates. 
B) It would use an aptitude test. 
C) It would perform a reference check. 
D) It would use an employment interview.

Question 4

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 5

Applicants react most favourably to tests that allow them to demonstrate their creativity.

Accepted Answer

A) True 
 B)False

Question 6

Refer to an organization and job position you are familiar with.Describe a selection test you would use as part of your hiring process and your rationale for using the test.Describe the critical points you would consider in selecting the test.

Accepted Answer

Ability and Aptitude Tests
Selection pro

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 the ability to learn new skills and adapt to new situations

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 8

Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position.In which of the following categories would dexterity be classified

Accepted Answer

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

Question 9

Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

Accepted Answer

A) True 
 B)False

Question 10

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 11

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 protected by employment standards legislation. 
B) Bill is protected on the grounds of physical disability. 
C) Bill is protected by employment equity legislation. 
D) Bill is protected on the grounds of undue hardship. 
A) Bill is protected by employment standards legislation. 
B) Bill is protected on the grounds of physical disability. 
C) Bill is protected by employment equity legislation. 
D) Bill is protected on the grounds of undue hardship.

Question 12

The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.

Accepted Answer

A) True 
 B)False

Question 13

What is the term for an individual's degree of proficiency or competency on a given task that develops through performing the task

Accepted Answer

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

Question 14

Employers have an obligation to accommodate all workers who have a medical or physical condition.

Accepted Answer

A) True 
 B)False

Question 15

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 16

According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills

Accepted Answer

A) an organization-wide simulation 
B) a leaderless group discussion 
C) a Markov analysis 
D) a situational exercise 
A) an organization-wide simulation 
B) a leaderless group discussion 
C) a Markov analysis 
D) a situational exercise

Question 17

Which of the following is NOT considered a cognitive ability

Accepted Answer

A) reasoning 
B) finger dexterity 
C) problem solving 
D) numerical ability 
A) reasoning 
B) finger dexterity 
C) problem solving 
D) numerical ability

Question 18

Selection programs seek to predict the degree to which job applicants possess the knowledge, skills, abilities, and other attributes related to the job.Define, describe, and give an example of two work samples and/or simulation tests and how they predict particular job-relevant knowledge, skills, abilities and other attributes.

Accepted Answer

Work samples and/or simulation tests are

Question 19

When should a fitness test or medical exam be given to applicants

Accepted Answer

A) after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam 
B) prior to the applicant being given an offer of employment 
C) as part of a structured assessment centre 
D) after reference checks have been completed 
A) after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam 
B) prior to the applicant being given an offer of employment 
C) as part of a structured assessment centre 
D) after reference checks have been completed

Question 20

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

What is psychological testing NOT used for

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

Applicants react most favourably to tests that allow them to demonstrate their creativity.

Refer to an organization and job position you are familiar with.Describe a selection test you would use as part of your hiring process and your rationale for using the test.Describe the critical points you would consider in selecting the test.

Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position.In which of the following categories would dexterity be classified

Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

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

The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.

What is the term for an individual's degree of proficiency or competency on a given task that develops through performing the task

Employers have an obligation to accommodate all workers who have a medical or physical condition.

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

According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills

Which of the following is NOT considered a cognitive ability

When should a fitness test or medical exam be given to applicants

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.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 3: Interviewing

Decision Making

Filters

Exam 8: Selection 2: Testing

What is psychological testing NOT used for

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

Applicants react most favourably to tests that allow them to demonstrate their creativity.

Refer to an organization and job position you are familiar with.Describe a selection test you would use as part of your hiring process and your rationale for using the test.Describe the critical points you would consider in selecting the test.

Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position.In which of the following categories would dexterity be classified

Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

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

The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.

What is the term for an individual's degree of proficiency or competency on a given task that develops through performing the task

Employers have an obligation to accommodate all workers who have a medical or physical condition.

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

According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills

Which of the following is NOT considered a cognitive ability

When should a fitness test or medical exam be given to applicants

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.

An Introduction to Recruitment and Selection

Foundations of Recruitment and Selection I: Reliability and Validity

Foundations of Recruitment and Selection 2: Legal Issues

Job Analysis and Competency Models

Job Performance

Recruitment: the First Step in the Selection Process

Selection I: Applicant Screening

Selection 3: Interviewing

Decision Making

Filters