Question 1

Applicant appearance may be a source of error or bias in an unstructured interview.

Accepted Answer

A) True 
 B)False

Question 2

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 these. 
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 these.

Question 3

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Accepted Answer

A) True 
 B)False

Question 4

Some critics argue that because emotional intelligence (EI)is so closely related to intelligence and personality,once you control for these factors,EI has nothing unique to offer.

Accepted Answer

A) True 
 B)False

Question 5

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 6

Organizations may not ______ prior to making a job offer.

Accepted Answer

A)  make medical inquiries 
B)  conduct background checks 
C)  discuss job responsibilities 
D)  none of these 
A)  make medical inquiries 
B)  conduct background checks 
C)  discuss job responsibilities 
D)  none of these

Question 7

The correlation between structured interviews and cognitive ability tests is _____________.

Accepted Answer

A)  positive 
B)  zero 
C)  moderately negative 
D)  very negative 
A)  positive 
B)  zero 
C)  moderately negative 
D)  very negative

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

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 10

Interest inventories play a key role in organizational selection decisions.

Accepted Answer

A) True 
 B)False

Question 11

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

Accepted Answer

A) True 
 B)False

Question 12

There are some jobs for which drug and alcohol testing is mandated by law.

Accepted Answer

A) True 
 B)False

Question 13

Which of the following cognitive abilities appear to reflect general intelligence?

Accepted Answer

A)  verbal abilities 
B)  quantitative abilities 
C)  reasoning abilities 
D)  All of these are correct 
A)  verbal abilities 
B)  quantitative abilities 
C)  reasoning abilities 
D)  All of these are correct

Question 14

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 these 
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 these

Question 15

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

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 18

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

Accepted Answer

A) True 
 B)False

Question 19

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 20

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

Applicant appearance may be a source of error or bias in an unstructured interview.

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

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Some critics argue that because emotional intelligence (EI)is so closely related to intelligence and personality,once you control for these factors,EI has nothing unique to offer.

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

Organizations may not ______ prior to making a job offer.

The correlation between structured interviews and cognitive ability tests is _____________.

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

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.

Interest inventories play a key role in organizational selection decisions.

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

There are some jobs for which drug and alcohol testing is mandated by law.

Which of the following cognitive abilities appear to reflect general intelligence?

Selection for team contexts _____.

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

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

Which of the following is true regarding integrity tests?

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

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

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

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

Applicant appearance may be a source of error or bias in an unstructured interview.

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

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Some critics argue that because emotional intelligence (EI)is so closely related to intelligence and personality,once you control for these factors,EI has nothing unique to offer.

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

Organizations may not ______ prior to making a job offer.

The correlation between structured interviews and cognitive ability tests is _____________.

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

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.

Interest inventories play a key role in organizational selection decisions.

A concern regarding the use of cognitive ability tests is adverse impact against African Americans.

There are some jobs for which drug and alcohol testing is mandated by law.

Which of the following cognitive abilities appear to reflect general intelligence?

Selection for team contexts _____.

Research suggests that job knowledge tests have relatively poor validity in predicting job performance.

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

Which of the following is true regarding integrity tests?

Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.

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

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

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