Question 1

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.

Accepted Answer

A) True 
 B)False  True

Question 2

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Accepted Answer

A) True 
 B)False  True

Question 3

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Accepted Answer

A) True 
 B)False  True

Question 4

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is not one of the five-factor model personality traits?

Accepted Answer

A)  Conscientiousness 
B)  Extroversion 
C)  General mental ability 
D)  Neuroticism 
A)  Conscientiousness 
B)  Extroversion 
C)  General mental ability 
D)  Neuroticism

Question 6

Extraversion is associated with higher levels of creativity and adaptability.

Accepted Answer

A) True 
 B)False

Question 7

Surveys are the most common means of assessing personality.

Accepted Answer

A) True 
 B)False

Question 8

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Accepted Answer

A) True 
 B)False

Question 9

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

Accepted Answer

A) True 
 B)False

Question 10

The best description of UGESP is that they are ________.

Accepted Answer

A)  regulations for drug testing in the workplace 
B)  a set of federal regulations related to selection systems as covered by the Civil Rights Act 
C)  a set of regulations relating only to disabled individuals 
D)  regulations that deal only with gender equity and job selection 
A)  regulations for drug testing in the workplace 
B)  a set of federal regulations related to selection systems as covered by the Civil Rights Act 
C)  a set of regulations relating only to disabled individuals 
D)  regulations that deal only with gender equity and job selection

Question 11

Applicant appearance may be a source of error or bias in an unstructured interview.

Accepted Answer

A) True 
 B)False

Question 12

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.

Accepted Answer

A) True 
 B)False

Question 13

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

Accepted Answer

A) True 
 B)False

Question 14

Measures which assess an individual's capacity to function in a certain way are called ________.

Accepted Answer

A)  interest inventories 
B)  ability tests 
C)  personality tests 
D)  knowledge tests 
A)  interest inventories 
B)  ability tests 
C)  personality tests 
D)  knowledge tests

Question 15

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Accepted Answer

A) True 
 B)False

Question 16

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Accepted Answer

A) True 
 B)False

Question 17

Measures of specific cognitive abilities do not reflect general intelligence.

Accepted Answer

A) True 
 B)False

Question 18

The true validity of measures of general cognitive ability is roughly .50.

Accepted Answer

A) True 
 B)False

Question 19

Federal law prohibits drug testing for a majority of jobs.

Accepted Answer

A) True 
 B)False

Question 20

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Research suggests that these inventories ________.

Accepted Answer

A)  are about as predictive of job performance as ability tests 
B)  are more predictive of job performance than ability tests 
C)  are not strongly predictive of job performance 
D)  are prohibited by law 
A)  are about as predictive of job performance as ability tests 
B)  are more predictive of job performance than ability tests 
C)  are not strongly predictive of job performance 
D)  are prohibited by law

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Which of the following is not one of the five-factor model personality traits?

Extraversion is associated with higher levels of creativity and adaptability.

Surveys are the most common means of assessing personality.

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

The best description of UGESP is that they are ________.

Applicant appearance may be a source of error or bias in an unstructured interview.

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

Measures which assess an individual's capacity to function in a certain way are called ________.

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Measures of specific cognitive abilities do not reflect general intelligence.

The true validity of measures of general cognitive ability is roughly .50.

Federal law prohibits drug testing for a majority of jobs.

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Research suggests that these inventories ________.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 9: External Selection II

Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Which of the following is not one of the five-factor model personality traits?

Extraversion is associated with higher levels of creativity and adaptability.

Surveys are the most common means of assessing personality.

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.

The best description of UGESP is that they are ________.

Applicant appearance may be a source of error or bias in an unstructured interview.

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.

Interest inventories tend to be more tied to the occupation, rather than the organization or the job.

Measures which assess an individual's capacity to function in a certain way are called ________.

An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam.

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Measures of specific cognitive abilities do not reflect general intelligence.

The true validity of measures of general cognitive ability is roughly .50.

Federal law prohibits drug testing for a majority of jobs.

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Research suggests that these inventories ________.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection I

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters