Question 1

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

Accepted Answer

A) True 
 B)False

Question 2

What are the most useful personality traits,in order,for selection contexts?

Accepted Answer

A)  Conscientiousness,emotional stability,extraversion 
B)  Emotional stability,conscientiousness,openness to experience 
C)  Agreeableness,openness to experience,extraversion 
D)  Extraversion,conscientiousness,emotional stability 
A)  Conscientiousness,emotional stability,extraversion 
B)  Emotional stability,conscientiousness,openness to experience 
C)  Agreeableness,openness to experience,extraversion 
D)  Extraversion,conscientiousness,emotional stability

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

The two major types of ability tests are aptitude and achievement.
17.80% of organizations use some sort of ability test in selection decisions.

Accepted Answer

A) True 
 B)False

Question 5

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

A) True 
 B)False

Question 7

Contingent assessment methods are always used in the selection process.

Accepted Answer

A) True 
 B)False

Question 8

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 9

Which of the following is true regarding research on the validity of personality tests?

Accepted Answer

A)  Conscientiousness predicts performance across occupational groups. 
B)  Openness to experience does not predict training performance. 
C)  Extraversion predicts job performance for most jobs. 
D)  All of these are true. 
A)  Conscientiousness predicts performance across occupational groups. 
B)  Openness to experience does not predict training performance. 
C)  Extraversion predicts job performance for most jobs. 
D)  All of these are true.

Question 10

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 11

Work samples and performance tests are useful for a broad range of jobs,although they are difficult to use in __________ jobs.

Accepted Answer

A)  customer service 
B)  assembly 
C)  bank teller 
D)  none of these 
A)  customer service 
B)  assembly 
C)  bank teller 
D)  none of these

Question 12

Performance tests and work samples assess applicants' underlying capacities and dispositions.

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

The construct of "integrity" is well understood.

Accepted Answer

A) True 
 B)False

Question 15

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 16

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Accepted Answer

A) True 
 B)False

Question 17

Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions),other aware (good at recognizing others' emotions),and good at making use of or managing this awareness.

Accepted Answer

A) True 
 B)False

Question 18

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 19

Which of the following is true regarding cognitive ability tests?

Accepted Answer

A)  Cognitive ability tests are among the least valid methods of selection. 
B)  Cognitive ability tests do not generalize to a wide range of organizations and jobs. 
C)  There is reason to believe cognitive ability tests will be associated with positive financial returns. 
D)  All of these are true. 
A)  Cognitive ability tests are among the least valid methods of selection. 
B)  Cognitive ability tests do not generalize to a wide range of organizations and jobs. 
C)  There is reason to believe cognitive ability tests will be associated with positive financial returns. 
D)  All of these are true.

Question 20

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

Accepted Answer

A) True 
 B)False

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

What are the most useful personality traits,in order,for selection contexts?

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

The two major types of ability tests are aptitude and achievement. 17.80% of organizations use some sort of ability test in selection decisions.

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

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

Contingent assessment methods are always used in the selection process.

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

Which of the following is true regarding research on the validity of personality tests?

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

Work samples and performance tests are useful for a broad range of jobs,although they are difficult to use in __________ jobs.

Performance tests and work samples assess applicants' underlying capacities and dispositions.

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

The construct of "integrity" is well understood.

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

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions),other aware (good at recognizing others' emotions),and good at making use of or managing this awareness.

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 cognitive ability tests?

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

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

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

What are the most useful personality traits,in order,for selection contexts?

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

The two major types of ability tests are aptitude and achievement. 17.80% of organizations use some sort of ability test in selection decisions.

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

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

Contingent assessment methods are always used in the selection process.

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

Which of the following is true regarding research on the validity of personality tests?

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

Work samples and performance tests are useful for a broad range of jobs,although they are difficult to use in __________ jobs.

Performance tests and work samples assess applicants' underlying capacities and dispositions.

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

The construct of "integrity" is well understood.

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

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions),other aware (good at recognizing others' emotions),and good at making use of or managing this awareness.

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 cognitive ability tests?

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

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