Question 1

The higher the fidelity of a job simulation test,the higher is the ________.

Accepted Answer

A) number of candidates taking the test 
B) cognitive ability required to pass the test 
C) similarity between the real job and the test 
D) cost required to maintain and administer the test 
A) number of candidates taking the test 
B) cognitive ability required to pass the test 
C) similarity between the real job and the test 
D) cost required to maintain and administer the test

Question 2

Involving customers and external stakeholders in the interview process can increase the job fit with candidates.

Accepted Answer

A) True 
 B)False

Question 3

Both true positive and true negative assessment outcomes are desirable.

Accepted Answer

A) True 
 B)False

Question 4

What is a stereotype threat?

Accepted Answer

A) Comparison of the hired pool of candidates against the applicant pool to avoid discrimination. 
B) Evaluation of the job performance of hired candidates to avoid supplementary fit. 
C) Admission of the fact that certain hiring practices have adverse impact on performance. 
D) Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores. 
A) Comparison of the hired pool of candidates against the applicant pool to avoid discrimination. 
B) Evaluation of the job performance of hired candidates to avoid supplementary fit. 
C) Admission of the fact that certain hiring practices have adverse impact on performance. 
D) Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

Question 5

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.

Accepted Answer

A) True 
 B)False

Question 6

Asking applicants what sports they like to play is an example of which external assessment method?

Accepted Answer

A) reference checks 
B) biodata 
C) job simulation 
D) personality inventories 
A) reference checks 
B) biodata 
C) job simulation 
D) personality inventories

Question 7

Effective staffing enhances the degree to which a(n)________.

Accepted Answer

A) hiring manager ensures job performance 
B) employee meets a job's requirements 
C) individual candidate has a chance to be selected 
D) employee realizes his or her own potential 
A) hiring manager ensures job performance 
B) employee meets a job's requirements 
C) individual candidate has a chance to be selected 
D) employee realizes his or her own potential

Question 8

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

Accepted Answer

A) personality test 
B) background check 
C) job simulation 
D) cognitive ability test 
A) personality test 
B) background check 
C) job simulation 
D) cognitive ability test

Question 9

How does a biodata differ from a résumé and cover letter?

Accepted Answer

Applicants volunteer information about t

Question 10

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

Accepted Answer

A) personality assessment 
B) behavioral interview 
C) unstructured interview 
D) situational interview 
A) personality assessment 
B) behavioral interview 
C) unstructured interview 
D) situational interview

Question 11

What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.

Accepted Answer

An assessment plan describes which asses

Question 12

According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to measure the work situation,the lesser the need for other validity evidence for that selection method.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following is true of person-organization fit?

Accepted Answer

A) It is not related to the intent to stay with the company. 
B) It is the same as person-job fit. 
C) It is positively related to job satisfaction. 
D) It is unrelated to organizational commitment. 
A) It is not related to the intent to stay with the company. 
B) It is the same as person-job fit. 
C) It is positively related to job satisfaction. 
D) It is unrelated to organizational commitment.

Question 14

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.

Accepted Answer

A) person-job fit 
B) person-group fit 
C) person-organization fit 
D) supplementary fit 
A) person-job fit 
B) person-group fit 
C) person-organization fit 
D) supplementary fit

Question 15

When a restaurant hires a server who has similar competencies to the existing servers,this is an example of ________.

Accepted Answer

A) person-organization fit 
B) supplementary fit 
C) complementary fit 
D) person-supervisor fit 
A) person-organization fit 
B) supplementary fit 
C) complementary fit 
D) person-supervisor fit

Question 16

Observation of recruits by current employees can give companies like Southwest an accurate picture of appropriate employee behavior in a nontraditional workplace.

Accepted Answer

A) True 
 B)False

Question 17

When a company hired Marcus who turned out to be a poor performer,which assessment outcome occurred?

Accepted Answer

A) true positive 
B) true negative 
C) false positive 
D) false negative 
A) true positive 
B) true negative 
C) false positive 
D) false negative

Question 18

Job seekers often rate ________ as the most job-related selection procedure.

Accepted Answer

A) interviews 
B) aptitude tests 
C) job simulation 
D) personality inventories 
A) interviews 
B) aptitude tests 
C) job simulation 
D) personality inventories

Question 19

Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following statements is a UGESP guideline that pertains to candidate assessment?

Accepted Answer

A) No selection procedure measuring ability should closely approximate an observable work behavior. 
B) The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity. 
C) Abilities must be defined in terms of observable aspects of job behavior. 
D) Knowledge must be defined in general terms not necessarily directly linked to the job. 
A) No selection procedure measuring ability should closely approximate an observable work behavior. 
B) The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity. 
C) Abilities must be defined in terms of observable aspects of job behavior. 
D) Knowledge must be defined in general terms not necessarily directly linked to the job.

The higher the fidelity of a job simulation test,the higher is the ________.

Involving customers and external stakeholders in the interview process can increase the job fit with candidates.

Both true positive and true negative assessment outcomes are desirable.

What is a stereotype threat?

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.

Asking applicants what sports they like to play is an example of which external assessment method?

Effective staffing enhances the degree to which a(n)________.

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

How does a biodata differ from a résumé and cover letter?

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.

According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to measure the work situation,the lesser the need for other validity evidence for that selection method.

Which of the following is true of person-organization fit?

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.

When a restaurant hires a server who has similar competencies to the existing servers,this is an example of ________.

Observation of recruits by current employees can give companies like Southwest an accurate picture of appropriate employee behavior in a nontraditional workplace.

When a company hired Marcus who turned out to be a poor performer,which assessment outcome occurred?

Job seekers often rate ________ as the most job-related selection procedure.

Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.

Which of the following statements is a UGESP guideline that pertains to candidate assessment?

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Forecasting and Planning

Sourcing: Identifying Recruits

Recruiting

Measurement

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters

Exam 9: Assessing External Candidates

The higher the fidelity of a job simulation test,the higher is the ________.

Involving customers and external stakeholders in the interview process can increase the job fit with candidates.

Both true positive and true negative assessment outcomes are desirable.

What is a stereotype threat?

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.

Asking applicants what sports they like to play is an example of which external assessment method?

Effective staffing enhances the degree to which a(n)________.

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

How does a biodata differ from a résumé and cover letter?

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.

According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to measure the work situation,the lesser the need for other validity evidence for that selection method.

Which of the following is true of person-organization fit?

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.

When a restaurant hires a server who has similar competencies to the existing servers,this is an example of ________.

Observation of recruits by current employees can give companies like Southwest an accurate picture of appropriate employee behavior in a nontraditional workplace.

When a company hired Marcus who turned out to be a poor performer,which assessment outcome occurred?

Job seekers often rate ________ as the most job-related selection procedure.

Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.

Which of the following statements is a UGESP guideline that pertains to candidate assessment?

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Forecasting and Planning

Sourcing: Identifying Recruits

Recruiting

Measurement

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters