Question 1

Which of the following is true regarding integrity tests?

Accepted Answer

A)  Their use has declined in the past decade. 
B)  They are used to reduce employee accidents. 
C)  They are usually paper-and-pencil or computerized measures. 
D)  The construct of integrity is well understood. 
A)  Their use has declined in the past decade. 
B)  They are used to reduce employee accidents. 
C)  They are usually paper-and-pencil or computerized measures. 
D)  The construct of integrity is well understood.

Question 2

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

Accepted Answer

A) True 
 B)False

Question 3

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

Accepted Answer

A) True 
 B)False

Question 4

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Accepted Answer

A) True 
 B)False

Question 5

Selection for team contexts ________.

Accepted Answer

A)  is not much different than for selection in general 
B)  should emphasize both interpersonal and self-management KSAOs 
C)  should not involve members of the team, because that only leads to resentment 
D)  all of the above 
A)  is not much different than for selection in general 
B)  should emphasize both interpersonal and self-management KSAOs 
C)  should not involve members of the team, because that only leads to resentment 
D)  all of the above

Question 6

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

Accepted Answer

A) True 
 B)False

Question 7

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a ________ test.

Accepted Answer

A)  job knowledge 
B)  psychomotor 
C)  high fidelity 
D)  low fidelity 
A)  job knowledge 
B)  psychomotor 
C)  high fidelity 
D)  low fidelity

Question 8

Interest inventories play a key role in organizational selection decisions.

Accepted Answer

A) True 
 B)False

Question 9

Performance tests and work samples are readily accepted by applicants as job relevant.

Accepted Answer

A) True 
 B)False

Question 10

A typical unstructured interview often contains highly speculative questions.

Accepted Answer

A) True 
 B)False

Question 11

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

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 12

Some organizations have begun to screen out those who smoke tobacco.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following inquiries can be made prior to giving a job offer?

Accepted Answer

A)  Questions about history of illegal drug use 
B)  Psychological exams designed to detect mental illness 
C)  Oral or written questions about the existence of a disability 
D)  None of the above 
A)  Questions about history of illegal drug use 
B)  Psychological exams designed to detect mental illness 
C)  Oral or written questions about the existence of a disability 
D)  None of the above

Question 14

Which of the following is a characteristic of a typical unstructured interview?

Accepted Answer

A)  It is usually carefully planned. 
B)  The interviewer makes a quick and final evaluation of the candidate. 
C)  It consists of formal, objective questioning. 
D)  The interviewer is highly prepared. 
A)  It is usually carefully planned. 
B)  The interviewer makes a quick and final evaluation of the candidate. 
C)  It consists of formal, objective questioning. 
D)  The interviewer is highly prepared.

Question 15

Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.

Accepted Answer

A) True 
 B)False

Question 16

The first step of the structured interview process is ________.

Accepted Answer

A)  selecting and training interviewers 
B)  developing the selection plan 
C)  consulting the job requirements matrix 
D)  developing selection goals 
A)  selecting and training interviewers 
B)  developing the selection plan 
C)  consulting the job requirements matrix 
D)  developing selection goals

Question 17

Drug tests are not common for many jobs because ________.

Accepted Answer

A)  drug tests do not "catch" many people 
B)  the law essentially bans drug tests for all jobs not involving operating a vehicle 
C)  drug tests are extremely expensive 
D)  the tests produce a massive number of false positive results 
A)  drug tests do not "catch" many people 
B)  the law essentially bans drug tests for all jobs not involving operating a vehicle 
C)  drug tests are extremely expensive 
D)  the tests produce a massive number of false positive results

Question 18

Which of the following is true regarding the use of personality tests in the selection process?

Accepted Answer

A)  Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 
B)  The aspect of emotional stability that is more relevant to job performance is stress proneness. 
C)  The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 
D)  None of the above. 
A)  Emotional stability is a much more valid predictor of job performance when it is measured narrowly. 
B)  The aspect of emotional stability that is more relevant to job performance is stress proneness. 
C)  The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. 
D)  None of the above.

Question 19

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

Accepted Answer

A) True 
 B)False

Question 20

The biggest reason why cognitive ability tests are not more widely used is ________.

Accepted Answer

A)  they are too expensive 
B)  they are too time-consuming 
C)  they are difficult to administer 
D)  they have an adverse impact on minorities 
A)  they are too expensive 
B)  they are too time-consuming 
C)  they are difficult to administer 
D)  they have an adverse impact on minorities

Which of the following is true regarding integrity tests?

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Selection for team contexts ________.

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a ________ test.

Interest inventories play a key role in organizational selection decisions.

Performance tests and work samples are readily accepted by applicants as job relevant.

A typical unstructured interview often contains highly speculative questions.

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

Some organizations have begun to screen out those who smoke tobacco.

Which of the following inquiries can be made prior to giving a job offer?

Which of the following is a characteristic of a typical unstructured interview?

Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.

The first step of the structured interview process is ________.

Drug tests are not common for many jobs because ________.

Which of the following is true regarding the use of personality tests in the selection process?

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

The biggest reason why cognitive ability tests are not more widely used is ________.

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

Which of the following is true regarding integrity tests?

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.

Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.

Selection for team contexts ________.

Drug test results can be very accurate with low error rates, if the proper procedures are followed.

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a ________ test.

Interest inventories play a key role in organizational selection decisions.

Performance tests and work samples are readily accepted by applicants as job relevant.

A typical unstructured interview often contains highly speculative questions.

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

Some organizations have begun to screen out those who smoke tobacco.

Which of the following inquiries can be made prior to giving a job offer?

Which of the following is a characteristic of a typical unstructured interview?

Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.

The first step of the structured interview process is ________.

Drug tests are not common for many jobs because ________.

Which of the following is true regarding the use of personality tests in the selection process?

Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.

The biggest reason why cognitive ability tests are not more widely used is ________.

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