Question 1

Applicants tend to react very negatively to the interview.

Accepted Answer

A) True 
 B)False  False

Question 2

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 these 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 these are true. B

Question 3

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  False

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

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

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

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

Accepted Answer

A) True 
 B)False

Question 8

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 9

Extraversion is associated with higher levels of creativity and adaptability.

Accepted Answer

A) True 
 B)False

Question 10

This personality trait is associated with better performance,higher job satisfaction,and lower adaptability on the job.

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 11

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

Question 12

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

Question 13

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 14

________ 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 15

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 16

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

Accepted Answer

A) True 
 B)False

Question 17

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 18

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

Accepted Answer

A) True 
 B)False

Question 19

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 20

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

Applicants tend to react very negatively to the interview.

Which of the following is true regarding drug testing?

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

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

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

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

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

Situational judgment tests _______.

Extraversion is associated with higher levels of creativity and adaptability.

This personality trait is associated with better performance,higher job satisfaction,and lower adaptability on the job.

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

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

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.

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

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

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

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.

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

Drug tests are not common for many jobs because ______.

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.

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

Applicants tend to react very negatively to the interview.

Which of the following is true regarding drug testing?

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

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

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

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

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

Situational judgment tests _______.

Extraversion is associated with higher levels of creativity and adaptability.

This personality trait is associated with better performance,higher job satisfaction,and lower adaptability on the job.

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

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

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.

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

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

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

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.

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

Drug tests are not common for many jobs because ______.

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.

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