Question 1

Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.

Accepted Answer

A) True 
 B)False

Question 2

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?

Accepted Answer

A)  It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity 
B)  It is unlawful to screen out individuals with disabilities for any reason 
C)  It is unlawful for employers to require employees to physical agility tests in a selection context 
D)  The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff 
A)  It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity 
B)  It is unlawful to screen out individuals with disabilities for any reason 
C)  It is unlawful for employers to require employees to physical agility tests in a selection context 
D)  The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff

Question 4

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following statements is false?

Accepted Answer

A)  There is little evidence that people fake their scores on personality tests in the hiring contexts 
B)  When individuals believe their scores are being used for selection, their observed scores tend to increase 
C)  Faking has a negative impact on the validity of personality tests 
D)  None of the above statements is false 
A)  There is little evidence that people fake their scores on personality tests in the hiring contexts 
B)  When individuals believe their scores are being used for selection, their observed scores tend to increase 
C)  Faking has a negative impact on the validity of personality tests 
D)  None of the above statements is false

Question 6

Which of the following is a recommendation for the use of drug testing programs?

Accepted Answer

A)  Drug testing should be done with all jobs. 
B)  Do not inform applicants of the test results. 
C)  Provide rejected applicants with an opportunity to appeal. 
D)  All of the above 
A)  Drug testing should be done with all jobs. 
B)  Do not inform applicants of the test results. 
C)  Provide rejected applicants with an opportunity to appeal. 
D)  All of the above

Question 7

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

Accepted Answer

A) True 
 B)False

Question 8

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ________ interview.

Accepted Answer

A)  situational 
B)  experience-based 
C)  projective 
D)  KSAO-based 
A)  situational 
B)  experience-based 
C)  projective 
D)  KSAO-based

Question 9

The interview is the central means through which an applicant can learn about the job and organization.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is a source of error or bias in unstructured interviews?

Accepted Answer

A)  Low reliability between interviewers. 
B)  Nonverbal cues from interviewees influence interview ratings. 
C)  Primacy effects. 
D)  All of the above are true. 
A)  Low reliability between interviewers. 
B)  Nonverbal cues from interviewees influence interview ratings. 
C)  Primacy effects. 
D)  All of the above are true.

Question 11

Situational judgment tests ________.

Accepted Answer

A)  have very high adverse impact 
B)  involve applicants' descriptions of how they would behave in work scenarios 
C)  are based on applicants' evaluations of photographs 
D)  have very low validity 
A)  have very high adverse impact 
B)  involve applicants' descriptions of how they would behave in work scenarios 
C)  are based on applicants' evaluations of photographs 
D)  have very low validity

Question 12

Organizations may not ________ prior to making a job offer.

Accepted Answer

A)  make medical inquiries 
B)  conduct background checks 
C)  discuss job responsibilities 
D)  none of the above 
A)  make medical inquiries 
B)  conduct background checks 
C)  discuss job responsibilities 
D)  none of the above

Question 13

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called ________.

Accepted Answer

A)  situational judgment tests 
B)  behavioral implementation tests 
C)  work sample tests 
D)  Job simulation tests 
A)  situational judgment tests 
B)  behavioral implementation tests 
C)  work sample tests 
D)  Job simulation tests

Question 14

Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is true regarding the Big Five personality factors?

Accepted Answer

A)  They are reasonably valid in predicting job performance. 
B)  They represent emotional traits. 
C)  They represent cognitive abilities. 
D)  None of the above. 
A)  They are reasonably valid in predicting job performance. 
B)  They represent emotional traits. 
C)  They represent cognitive abilities. 
D)  None of the above.

Question 16

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

Accepted Answer

A) True 
 B)False

Question 17

There three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is(are) true based on research regarding interviews?

Accepted Answer

A)  The validity of structured interviews is low. 
B)  Situational interviews are less valid than job-related interviews. 
C)  Panel interviews were less valid than individual interviews. 
D)  All of the above are true. 
A)  The validity of structured interviews is low. 
B)  Situational interviews are less valid than job-related interviews. 
C)  Panel interviews were less valid than individual interviews. 
D)  All of the above are true.

Question 19

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

Accepted Answer

A) True 
 B)False

Question 20

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

Accepted Answer

A) True 
 B)False

Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Which of the following statements is false?

Which of the following is a recommendation for the use of drug testing programs?

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ________ interview.

The interview is the central means through which an applicant can learn about the job and organization.

Which of the following is a source of error or bias in unstructured interviews?

Situational judgment tests ________.

Organizations may not ________ prior to making a job offer.

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called ________.

Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.

Which of the following is true regarding the Big Five personality factors?

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

There three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Which of the following is(are) true based on research regarding interviews?

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

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

Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.

The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.

Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Which of the following statements is false?

Which of the following is a recommendation for the use of drug testing programs?

Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ________ interview.

The interview is the central means through which an applicant can learn about the job and organization.

Which of the following is a source of error or bias in unstructured interviews?

Situational judgment tests ________.

Organizations may not ________ prior to making a job offer.

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called ________.

Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.

Which of the following is true regarding the Big Five personality factors?

The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.

There three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.

Which of the following is(are) true based on research regarding interviews?

Most experts agree that cognitive ability cannot be measured accurately by standardized tests.

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

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