Question 1

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

Accepted Answer

A) True 
 B)False

Question 2

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Accepted Answer

A) True 
 B)False

Question 3

There is little controversy over the use of personality measures in personnel selection.

Accepted Answer

A) True 
 B)False

Question 4

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

Accepted Answer

A) True 
 B)False

Question 5

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

Accepted Answer

A) True 
 B)False

Question 6

A medical examination for employees is defined the same way as for job applicants.

Accepted Answer

A) True 
 B)False

Question 7

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater ________.

Accepted Answer

A)  job knowledge 
B)  presentation skills 
C)  social networking capacity 
D)  diligence 
A)  job knowledge 
B)  presentation skills 
C)  social networking capacity 
D)  diligence

Question 8

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Accepted Answer

A) True 
 B)False

Question 9

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

Accepted Answer

A) True 
 B)False

Question 10

Personality tests and ability tests are examples of substantive assessment methods.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following is true regarding drug testing?

Accepted Answer

A)  Applicants were twice as likely to be tested for alcohol use as drug use. 
B)  The rate of drug testing has declined slightly in recent years. 
C)  Upper-level employees are more likely to be tested than lower-level employees. 
D)  All of the above are true. 
A)  Applicants were twice as likely to be tested for alcohol use as drug use. 
B)  The rate of drug testing has declined slightly in recent years. 
C)  Upper-level employees are more likely to be tested than lower-level employees. 
D)  All of the above are true.

Question 12

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

Accepted Answer

A) True 
 B)False

Question 13

The UGESP requires employers to ________.

Accepted Answer

A)  keep records based on religion and marital status for all employees 
B)  perform a local validation study for every subgroup of employees 
C)  consider suitable alternative selection procedures if one of the selection techniques has adverse impact 
D)  assess employee history of drug abuse 
A)  keep records based on religion and marital status for all employees 
B)  perform a local validation study for every subgroup of employees 
C)  consider suitable alternative selection procedures if one of the selection techniques has adverse impact 
D)  assess employee history of drug abuse

Question 14

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

Accepted Answer

A)  Neuroticism 
B)  Extraversion 
C)  Agreeableness 
D)  Conscientiousness 
E)  Openness to experience 
A)  Neuroticism 
B)  Extraversion 
C)  Agreeableness 
D)  Conscientiousness 
E)  Openness to experience

Question 15

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

Accepted Answer

A)  Initial 
B)  Substantive 
C)  Discretionary 
D)  Contingent 
A)  Initial 
B)  Substantive 
C)  Discretionary 
D)  Contingent

Question 16

The most widely used test of general mental ability for selection decisions is the ________.

Accepted Answer

A)  MMPI 
B)  Myers-Briggs 
C)  Wonderlic Personnel Test 
D)  Job Characteristics Inventory 
A)  MMPI 
B)  Myers-Briggs 
C)  Wonderlic Personnel Test 
D)  Job Characteristics Inventory

Question 17

Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.

Accepted Answer

A) True 
 B)False

Question 18

When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.

Accepted Answer

A) True 
 B)False

Question 19

The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.

Accepted Answer

A) True 
 B)False

Question 20

Substantive assessment methods are used to reduce the applicant pool to candidates.

Accepted Answer

A) True 
 B)False

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

Organizations may make medical inquiries or require medical exams prior to making a job offer.

There is little controversy over the use of personality measures in personnel selection.

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

A medical examination for employees is defined the same way as for job applicants.

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater ________.

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

Personality tests and ability tests are examples of substantive assessment methods.

Which of the following is true regarding drug testing?

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

The UGESP requires employers to ________.

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

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

The most widely used test of general mental ability for selection decisions is the ________.

Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.

When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.

The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.

Substantive assessment methods are used to reduce the applicant pool to candidates.

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

Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.

Organizations may make medical inquiries or require medical exams prior to making a job offer.

There is little controversy over the use of personality measures in personnel selection.

Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.

The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.

A medical examination for employees is defined the same way as for job applicants.

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater ________.

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.

Personality tests and ability tests are examples of substantive assessment methods.

Which of the following is true regarding drug testing?

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

The UGESP requires employers to ________.

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts.

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

The most widely used test of general mental ability for selection decisions is the ________.

Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.

When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.

The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.

Substantive assessment methods are used to reduce the applicant pool to candidates.

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