Question 1

Usually a supervisor makes the final employee selection decision.

Accepted Answer

A) True 
 B)False

Question 2

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Accepted Answer

A) True 
 B)False

Question 3

Briefly describe how concurrent and predictive criterion-related researches are conducted and identify at least two potential advantages of predictive validation.

Accepted Answer

Concurrent criterion-related validation

Question 4

Discuss the steps of the selection process.

Accepted Answer

The process of selecting employees varie

Question 5

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Accepted Answer

A)  contacts many references 
B)  relies exclusively on the list provided by the applicant 
C)  avoids direct contact with the reference 
D)  restricts contact with the references through e-mails 
E)  receives positive opinions about the employee from the reference 
A)  contacts many references 
B)  relies exclusively on the list provided by the applicant 
C)  avoids direct contact with the reference 
D)  restricts contact with the references through e-mails 
E)  receives positive opinions about the employee from the reference

Question 6

Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

Accepted Answer

A) True 
 B)False

Question 7

A reliable test would be one for which scores by people with similar attributes have a correlation close to _____.

Accepted Answer

A)  1.0 
B)  0 
C)  -1.0. 
D)  -10.0 
E)  ∞ 
A)  1.0 
B)  0 
C)  -1.0. 
D)  -10.0 
E)  ∞

Question 8

A reliable measurement generates consistent results.

Accepted Answer

A) True 
 B)False

Question 9

The "Big Five" traits that include extroversion,adjustment,agreeableness,conscientiousness,and inquisitiveness,are all _____ dimensions.

Accepted Answer

A)  physical ability 
B)  cognitive ability 
C)  aptitude 
D)  personality 
E)  skills 
A)  physical ability 
B)  cognitive ability 
C)  aptitude 
D)  personality 
E)  skills

Question 10

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Accepted Answer

A)  job performance 
B)  cognitive ability 
C)  physical ability 
D)  personality inventories 
E)  emotional intelligence 
A)  job performance 
B)  cognitive ability 
C)  physical ability 
D)  personality inventories 
E)  emotional intelligence

Question 11

Predictive validation is more accurate than concurrent validation because _____.

Accepted Answer

A)  the research administers tests to people who currently hold the job 
B)  test performance is influenced by firsthand experience with the job 
C)  the group is more likely to include people who perform poorly on the test 
D)  it is less time-consuming and relatively simple 
E)  test takers tend to be less motivated to do well on the tests 
A)  the research administers tests to people who currently hold the job 
B)  test performance is influenced by firsthand experience with the job 
C)  the group is more likely to include people who perform poorly on the test 
D)  it is less time-consuming and relatively simple 
E)  test takers tend to be less motivated to do well on the tests

Question 12

Sean Mathers,a recruiter for a retail firm,is looking for candidates to fill a sales position.Since the job requires the salesperson to interact with customers,Sean is looking for candidates who are expressive and convincing with customers.He also wants the candidates to be friendly and social.Which one of the "Big Five" traits is Sean looking for in particular?

Accepted Answer

A)  Extroversion 
B)  Adjustment 
C)  Agreeableness 
D)  Conscientiousness 
E)  Inquisitiveness 
A)  Extroversion 
B)  Adjustment 
C)  Agreeableness 
D)  Conscientiousness 
E)  Inquisitiveness

Question 13

Which of the following tests assess how well a person can learn or acquire skills and abilities?

Accepted Answer

A)  Personality inventories tests 
B)  Work sample tests 
C)  Achievement tests 
D)  Aptitude tests 
E)  Physical ability tests 
A)  Personality inventories tests 
B)  Work sample tests 
C)  Achievement tests 
D)  Aptitude tests 
E)  Physical ability tests

Question 14

Which of the following is an advantage of using interviews as part of a personnel selection process?

Accepted Answer

A)  They are by far the most accurate method for making selection decisions. 
B)  They have high validity and reliability. 
C)  They are the most inexpensive means of making selection decisions. 
D)  They generally facilitate selection decisions that are free from bias against particular groups. 
E)  None of these. 
A)  They are by far the most accurate method for making selection decisions. 
B)  They have high validity and reliability. 
C)  They are the most inexpensive means of making selection decisions. 
D)  They generally facilitate selection decisions that are free from bias against particular groups. 
E)  None of these.

Question 15

Which of the following is true according to the Americans with Disabilities Act (ADA)of 1991?

Accepted Answer

A)  The employer can ask preemployment questions to investigate disabilities. 
B)  The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. 
C)  The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. 
D)  The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. 
E)  Employers are required to make "reasonable accommodation" to disabled individuals. 
A)  The employer can ask preemployment questions to investigate disabilities. 
B)  The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job. 
C)  The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job. 
D)  The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability. 
E)  Employers are required to make "reasonable accommodation" to disabled individuals.

Question 16

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.

Accepted Answer

A)  reliable. 
B)  generalizable. 
C)  practical. 
D)  utilitarian. 
E)  dependable. 
A)  reliable. 
B)  generalizable. 
C)  practical. 
D)  utilitarian. 
E)  dependable.

Question 17

Which of the following is true about content validity?

Accepted Answer

A)  It is usually measured on the basis of expert judgment. 
B)  It indicates how free a measurement is from random errors. 
C)  It is most suitable for tests that measure abstract qualities. 
D)  A test that scores high on content validity tends to score low on generalizability. 
E)  It is useful for tests that measure intelligence and leadership quality. 
A)  It is usually measured on the basis of expert judgment. 
B)  It indicates how free a measurement is from random errors. 
C)  It is most suitable for tests that measure abstract qualities. 
D)  A test that scores high on content validity tends to score low on generalizability. 
E)  It is useful for tests that measure intelligence and leadership quality.

Question 18

Interviewing effectiveness may be enhanced by _____.

Accepted Answer

A)  emphasizing on making subjective judgments 
B)  keeping the interviews narrow, structured, and standardized 
C)  limiting the use of panel interviews 
D)  focusing on questions that measure abilities and skills 
E)  focusing on accomplishing a wide range of goals 
A)  emphasizing on making subjective judgments 
B)  keeping the interviews narrow, structured, and standardized 
C)  limiting the use of panel interviews 
D)  focusing on questions that measure abilities and skills 
E)  focusing on accomplishing a wide range of goals

Question 19

A(n)_____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

Accepted Answer

A)  in-basket 
B)  fitness-for-duty 
C)  behavior description 
D)  nondirective 
E)  unstructured 
A)  in-basket 
B)  fitness-for-duty 
C)  behavior description 
D)  nondirective 
E)  unstructured

Question 20

Which of the following best describes multiple-hurdle model of personnel selection?

Accepted Answer

A)  It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. 
B)  It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. 
C)  It is a selection process in which several members of the organization form a panel and interview each candidate. 
D)  It is a testing program that establishes different norms for hiring members of different racial groups. 
E)  It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall. 
A)  It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another. 
B)  It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process. 
C)  It is a selection process in which several members of the organization form a panel and interview each candidate. 
D)  It is a testing program that establishes different norms for hiring members of different racial groups. 
E)  It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

Usually a supervisor makes the final employee selection decision.

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Briefly describe how concurrent and predictive criterion-related researches are conducted and identify at least two potential advantages of predictive validation.

Discuss the steps of the selection process.

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

A reliable test would be one for which scores by people with similar attributes have a correlation close to _____.

A reliable measurement generates consistent results.

The "Big Five" traits that include extroversion,adjustment,agreeableness,conscientiousness,and inquisitiveness,are all _____ dimensions.

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Predictive validation is more accurate than concurrent validation because _____.

Which of the following tests assess how well a person can learn or acquire skills and abilities?

Which of the following is an advantage of using interviews as part of a personnel selection process?

Which of the following is true according to the Americans with Disabilities Act (ADA)of 1991?

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.

Which of the following is true about content validity?

Interviewing effectiveness may be enhanced by _____.

A(n)_____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

Which of the following best describes multiple-hurdle model of personnel selection?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters

Exam 6: Selecting Employees and Placing Them in Jobs

Usually a supervisor makes the final employee selection decision.

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Briefly describe how concurrent and predictive criterion-related researches are conducted and identify at least two potential advantages of predictive validation.

Discuss the steps of the selection process.

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

A reliable test would be one for which scores by people with similar attributes have a correlation close to _____.

A reliable measurement generates consistent results.

The "Big Five" traits that include extroversion,adjustment,agreeableness,conscientiousness,and inquisitiveness,are all _____ dimensions.

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Predictive validation is more accurate than concurrent validation because _____.

Which of the following tests assess how well a person can learn or acquire skills and abilities?

Which of the following is an advantage of using interviews as part of a personnel selection process?

Which of the following is true according to the Americans with Disabilities Act (ADA)of 1991?

A selection method that is valid in other contexts beyond the context in which it was developed is said to be _____.

Which of the following is true about content validity?

Interviewing effectiveness may be enhanced by _____.

A(n)_____ interview is a situational interview in which the interviewer asks the candidate to describe how he or she handled a type of situation in the past.

Which of the following best describes multiple-hurdle model of personnel selection?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Managing Employees Performance

Developing Employees for Future Success

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Creating and Maintaining High-Performance Organizations

Filters