Question 1

Measures which assess an individual's capacity to function in a certain way are called _______.

Accepted Answer

A)  interest inventories 
B)  ability tests 
C)  personality tests 
D)  knowledge tests 
A)  interest inventories 
B)  ability tests 
C)  personality tests 
D)  knowledge tests

Question 2

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 3

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments,and not by genetics.

Accepted Answer

A) True 
 B)False

Question 4

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.
Multiple Choice Questions

Accepted Answer

A) True 
 B)False

Question 5

Applicants' reactions to interviews tend to be __________.

Accepted Answer

A)  very favorable 
B)  somewhat favorable 
C)  neutral 
D)  somewhat unfavorable 
A)  very favorable 
B)  somewhat favorable 
C)  neutral 
D)  somewhat unfavorable

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 these 
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 these

Question 7

The true validity of measures of general cognitive ability is roughly .50.

Accepted Answer

A) True 
 B)False

Question 8

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 9

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 10

Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.

Accepted Answer

A) True 
 B)False

Question 11

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 12

Federal law prohibits drug testing for a majority of jobs.

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

A) True 
 B)False

Question 14

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 15

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Accepted Answer

A) True 
 B)False

Question 16

A typical unstructured interview often contains highly speculative questions.

Accepted Answer

A) True 
 B)False

Question 17

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Research suggests that these inventories _____.

Accepted Answer

A)  are about as predictive of job performance as ability tests 
B)  are more predictive of job performance than ability tests 
C)  are not strongly predictive of job performance 
D)  are prohibited by law 
A)  are about as predictive of job performance as ability tests 
B)  are more predictive of job performance than ability tests 
C)  are not strongly predictive of job performance 
D)  are prohibited by law

Question 18

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

Accepted Answer

A) True 
 B)False

Question 19

The starting point for the structured interview is the job rewards matrix.

Accepted Answer

A) True 
 B)False

Question 20

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 these 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 these statements is false

Measures which assess an individual's capacity to function in a certain way are called _______.

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

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments,and not by genetics.

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. Multiple Choice Questions

Applicants' reactions to interviews tend to be __________.

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

The true validity of measures of general cognitive ability is roughly .50.

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

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 ______________.

Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.

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

Federal law prohibits drug testing for a majority of jobs.

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

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

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

A typical unstructured interview often contains highly speculative questions.

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Research suggests that these inventories _____.

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

The starting point for the structured interview is the job rewards matrix.

Which of the following statements is false?

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

Measures which assess an individual's capacity to function in a certain way are called _______.

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

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments,and not by genetics.

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. Multiple Choice Questions

Applicants' reactions to interviews tend to be __________.

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

The true validity of measures of general cognitive ability is roughly .50.

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

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 ______________.

Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.

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

Federal law prohibits drug testing for a majority of jobs.

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

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

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

A typical unstructured interview often contains highly speculative questions.

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Research suggests that these inventories _____.

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

The starting point for the structured interview is the job rewards matrix.

Which of the following statements is false?

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