Question 1

The Americans with Disabilities Act stipulates that a physical exam cannot be conducted until after a job offer has been extended to a job candidate.

Accepted Answer

A) True 
 B)False

Question 2

One of the best ways to encourage employment application form accuracy is to:

Accepted Answer

A)  include a statement that termination could result due to falsification of any information. 
B)  include questions about applicants' race, color, national origin, or religion in the form. 
C)  consider an application for selection only after reference checking. 
D)  insist that all responses are transcribed directly from an applicant's resume. 
A)  include a statement that termination could result due to falsification of any information. 
B)  include questions about applicants' race, color, national origin, or religion in the form. 
C)  consider an application for selection only after reference checking. 
D)  insist that all responses are transcribed directly from an applicant's resume.

Question 3

The ____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

Accepted Answer

A)  Test Evaluation Book 
B)  Mental Measurements Yearbook 
C)  Knowledge Measurements Journal 
D)  Uniform Guidelines 
A)  Test Evaluation Book 
B)  Mental Measurements Yearbook 
C)  Knowledge Measurements Journal 
D)  Uniform Guidelines

Question 4

Psychomotor tests measure the job-related knowledge possessed by an applicant.

Accepted Answer

A) True 
 B)False

Question 5

Perception speed tests measure a person's ability to:

Accepted Answer

A)  deal with numbers. 
B)  use words in thinking, planning, and communicating. 
C)  visualize objects in space and determine their relationships. 
D)  recognize similarities and differences. 
A)  deal with numbers. 
B)  use words in thinking, planning, and communicating. 
C)  visualize objects in space and determine their relationships. 
D)  recognize similarities and differences.

Question 6

The type of validity in which a test is given to the entire pool of job applicants and correlated to their job performance scores some months later is called:

Accepted Answer

A)  predictive validity. 
B)  concurrent validity. 
C)  construct validity. 
D)  content validity. 
A)  predictive validity. 
B)  concurrent validity. 
C)  construct validity. 
D)  content validity.

Question 7

What is a polygraph test? In which employment areas is it prohibited?

Accepted Answer

The polygraph (lie detector)is a device

Question 8

What are the various methods used to demonstrate the reliability of a criterion predictor?

Accepted Answer

Three methods can be used to demonstrate

Question 9

An advantage of a structured interview is that it:

Accepted Answer

A)  provides a more relaxed atmosphere when compared to an unstructured interview. 
B)  allows systematic coverage of all questions deemed necessary by an organization. 
C)  helps eliminate an interviewer's personal biases completely. 
D)  allows an employer to eliminate all the other steps in the employee selection process. 
A)  provides a more relaxed atmosphere when compared to an unstructured interview. 
B)  allows systematic coverage of all questions deemed necessary by an organization. 
C)  helps eliminate an interviewer's personal biases completely. 
D)  allows an employer to eliminate all the other steps in the employee selection process.

Question 10

An employer can refuse to hire on the basis of an applicant's prior arrest and conviction record,if:

Accepted Answer

A)  a lower court granted probation to the applicant at some point. 
B)  a judicial appeal upheld a prior decision. 
C)  the employer can show that such a policy is job related. 
D)  the company prides itself on a perfect record by all employees. 
A)  a lower court granted probation to the applicant at some point. 
B)  a judicial appeal upheld a prior decision. 
C)  the employer can show that such a policy is job related. 
D)  the company prides itself on a perfect record by all employees.

Question 11

The validity of a criterion predictor refers to the extent to which the predictor produces consistent results.

Accepted Answer

A) True 
 B)False

Question 12

Explain content validity and construct validity.

Accepted Answer

Content validity refers to whether the c

Question 13

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

Accepted Answer

A)  Psychomotor tests 
B)  Interest tests 
C)  Spatial tests 
D)  Polygraph tests 
A)  Psychomotor tests 
B)  Interest tests 
C)  Spatial tests 
D)  Polygraph tests

Question 14

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

Accepted Answer

A) True 
 B)False

Question 15

An unstructured interview will not have a predetermined checklist of questions.

Accepted Answer

A) True 
 B)False

Question 16

Explain the terms validity and reliability with reference to the employee selection procedure.

Accepted Answer

Validity and reliability are extremely i

Question 17

Any procedure that is used to make employee selection decisions is construed to be a test.

Accepted Answer

A) True 
 B)False

Question 18

Questions about a person's race,color,national origin,or religion should be avoided in an application form because:

Accepted Answer

A)  such questions should be reserved for the interview time. 
B)  recording of such information can be proven as discriminatory. 
C)  addressing such matters is illegal in any circumstance. 
D)  recruitment ads specify that certain minorities need not apply. 
A)  such questions should be reserved for the interview time. 
B)  recording of such information can be proven as discriminatory. 
C)  addressing such matters is illegal in any circumstance. 
D)  recruitment ads specify that certain minorities need not apply.

Question 19

Which of the following steps of an employee selection process is required only for an individual who is offered a job and the job offer is contingent on the individual passing this test?

Accepted Answer

A)  Physical examination 
B)  Diagnostic interview 
C)  Preliminary interview 
D)  Reference checking 
A)  Physical examination 
B)  Diagnostic interview 
C)  Preliminary interview 
D)  Reference checking

Question 20

Discuss the various types of job interviews.

Accepted Answer

The various types of interviews used by

The Americans with Disabilities Act stipulates that a physical exam cannot be conducted until after a job offer has been extended to a job candidate.

One of the best ways to encourage employment application form accuracy is to:

The ____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

Psychomotor tests measure the job-related knowledge possessed by an applicant.

Perception speed tests measure a person's ability to:

The type of validity in which a test is given to the entire pool of job applicants and correlated to their job performance scores some months later is called:

What is a polygraph test? In which employment areas is it prohibited?

What are the various methods used to demonstrate the reliability of a criterion predictor?

An advantage of a structured interview is that it:

An employer can refuse to hire on the basis of an applicant's prior arrest and conviction record,if:

The validity of a criterion predictor refers to the extent to which the predictor produces consistent results.

Explain content validity and construct validity.

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

An unstructured interview will not have a predetermined checklist of questions.

Explain the terms validity and reliability with reference to the employee selection procedure.

Any procedure that is used to make employee selection decisions is construed to be a test.

Questions about a person's race,color,national origin,or religion should be avoided in an application form because:

Which of the following steps of an employee selection process is required only for an individual who is offered a job and the job offer is contingent on the individual passing this test?

Discuss the various types of job interviews.

Human Resource Management: a Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and Design

Human Resource Planning

Recruiting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

Performance Management Systems

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

Filters

Exam 7: Selecting Employees

The Americans with Disabilities Act stipulates that a physical exam cannot be conducted until after a job offer has been extended to a job candidate.

One of the best ways to encourage employment application form accuracy is to:

The ____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

Psychomotor tests measure the job-related knowledge possessed by an applicant.

Perception speed tests measure a person's ability to:

The type of validity in which a test is given to the entire pool of job applicants and correlated to their job performance scores some months later is called:

What is a polygraph test? In which employment areas is it prohibited?

What are the various methods used to demonstrate the reliability of a criterion predictor?

An advantage of a structured interview is that it:

An employer can refuse to hire on the basis of an applicant's prior arrest and conviction record,if:

The validity of a criterion predictor refers to the extent to which the predictor produces consistent results.

Explain content validity and construct validity.

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

An unstructured interview will not have a predetermined checklist of questions.

Explain the terms validity and reliability with reference to the employee selection procedure.

Any procedure that is used to make employee selection decisions is construed to be a test.

Questions about a person's race,color,national origin,or religion should be avoided in an application form because:

Which of the following steps of an employee selection process is required only for an individual who is offered a job and the job offer is contingent on the individual passing this test?

Discuss the various types of job interviews.

Human Resource Management: a Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and Design

Human Resource Planning

Recruiting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

Performance Management Systems

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

Filters