Question 1

____ is determined by administering a test to present employees,and correlating the test scores with the present employees' performance on the job.

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 2

Generally,taking notes during a job interview should be avoided.

Accepted Answer

A) True 
 B)False

Question 3

The ____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

Accepted Answer

A)  2/3rds 
B)  50/20 
C)  4/5ths 
D)  70/30 
A)  2/3rds 
B)  50/20 
C)  4/5ths 
D)  70/30

Question 4

To determine the reliability of an employment test used by True Arc Inc.,the test was administered to a group of employees.The results of the test were randomly separated into two equal groups.The scores of the two groups were then correlated to assess the reliability of the test.Which of the following methods of determining a test's reliability did True Arc Inc.use?

Accepted Answer

A)  Test-retest 
B)  Polygraph test 
C)  Split-halves 
D)  Parallel forms 
A)  Test-retest 
B)  Polygraph test 
C)  Split-halves 
D)  Parallel forms

Question 5

____ measure how well an applicant can do a sample of the work to be performed.

Accepted Answer

A)  Interest tests 
B)  Proficiency tests 
C)  Perception speed tests 
D)  Polygraph tests 
A)  Interest tests 
B)  Proficiency tests 
C)  Perception speed tests 
D)  Polygraph tests

Question 6

One advantage of concurrent validation as a criterion predictor is that in situations in which either racial or sexual discrimination has been practiced in the past,minorities and women will be adequately represented.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is NOT a characteristic of a preliminary interview?

Accepted Answer

A)  It should include job-related questions. 
B)  It is generally a brief, exploratory interview. 
C)  It is normally conducted by a specialist from the human resource department. 
D)  It should be conducted before the employment application form is filled. 
A)  It should include job-related questions. 
B)  It is generally a brief, exploratory interview. 
C)  It is normally conducted by a specialist from the human resource department. 
D)  It should be conducted before the employment application form is filled.

Question 8

The split-halves method used to determine reliability of an employment test involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Accepted Answer

A) True 
 B)False

Question 9

Discuss adverse (or disparate)impact.

Accepted Answer

Adverse impact is a condition that occur

Question 10

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of ____.

Accepted Answer

A)  personality tests 
B)  psychomotor tests 
C)  job knowledge tests 
D)  proficiency tests 
A)  personality tests 
B)  psychomotor tests 
C)  job knowledge tests 
D)  proficiency tests

Question 11

Chemical testing employees for drugs or AIDS is not prohibited.

Accepted Answer

A) True 
 B)False

Question 12

Prior to the Equal Employment Opportunity Commission (EEOC)rendering it as irrelevant to actual job performance,the general intelligence test was among the most frequently used:

Accepted Answer

A)  polygraph tests. 
B)  psychomotor tests. 
C)  aptitude tests. 
D)  interest tests. 
A)  polygraph tests. 
B)  psychomotor tests. 
C)  aptitude tests. 
D)  interest tests.

Question 13

Which of the following is a prerequisite to the selection process?

Accepted Answer

A)  Employee orientation 
B)  Appraisal 
C)  Recruitment 
D)  Exit interview 
A)  Employee orientation 
B)  Appraisal 
C)  Recruitment 
D)  Exit interview

Question 14

Courts have ruled that an individual's arrest record is a lawful basis for refusal to hire.

Accepted Answer

A) True 
 B)False

Question 15

The objective of an employee selection process is to attract qualified candidates to apply for a job opening.

Accepted Answer

A) True 
 B)False

Question 16

Polygraph tests are widely used today to screen out undesirable job candidates.

Accepted Answer

A) True 
 B)False

Question 17

People with AIDS and people who test positive for HIV antibodies are protected in their jobs by the Vocational Rehabilitation Act.

Accepted Answer

A) True 
 B)False

Question 18

What are the various problems associated with conducting job interviews?

Accepted Answer

Although interviews have widespread use

Question 19

____ measure a person's capacity or potential ability to learn and perform a job.

Accepted Answer

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

Question 20

The first step in the employee selection process is:

Accepted Answer

A)  employment testing. 
B)  completing an employment application form. 
C)  reference checking. 
D)  conducting a preliminary interview. 
A)  employment testing. 
B)  completing an employment application form. 
C)  reference checking. 
D)  conducting a preliminary interview.

____ is determined by administering a test to present employees,and correlating the test scores with the present employees' performance on the job.

Generally,taking notes during a job interview should be avoided.

The ____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

____ measure how well an applicant can do a sample of the work to be performed.

One advantage of concurrent validation as a criterion predictor is that in situations in which either racial or sexual discrimination has been practiced in the past,minorities and women will be adequately represented.

Which of the following is NOT a characteristic of a preliminary interview?

The split-halves method used to determine reliability of an employment test involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Discuss adverse (or disparate)impact.

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of ____.

Chemical testing employees for drugs or AIDS is not prohibited.

Prior to the Equal Employment Opportunity Commission (EEOC)rendering it as irrelevant to actual job performance,the general intelligence test was among the most frequently used:

Which of the following is a prerequisite to the selection process?

Courts have ruled that an individual's arrest record is a lawful basis for refusal to hire.

The objective of an employee selection process is to attract qualified candidates to apply for a job opening.

Polygraph tests are widely used today to screen out undesirable job candidates.

People with AIDS and people who test positive for HIV antibodies are protected in their jobs by the Vocational Rehabilitation Act.

What are the various problems associated with conducting job interviews?

____ measure a person's capacity or potential ability to learn and perform a job.

The first step in the employee selection process is:

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

____ is determined by administering a test to present employees,and correlating the test scores with the present employees' performance on the job.

Generally,taking notes during a job interview should be avoided.

The ____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

____ measure how well an applicant can do a sample of the work to be performed.

One advantage of concurrent validation as a criterion predictor is that in situations in which either racial or sexual discrimination has been practiced in the past,minorities and women will be adequately represented.

Which of the following is NOT a characteristic of a preliminary interview?

The split-halves method used to determine reliability of an employment test involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Discuss adverse (or disparate)impact.

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of ____.

Chemical testing employees for drugs or AIDS is not prohibited.

Prior to the Equal Employment Opportunity Commission (EEOC)rendering it as irrelevant to actual job performance,the general intelligence test was among the most frequently used:

Which of the following is a prerequisite to the selection process?

Courts have ruled that an individual's arrest record is a lawful basis for refusal to hire.

The objective of an employee selection process is to attract qualified candidates to apply for a job opening.

Polygraph tests are widely used today to screen out undesirable job candidates.

People with AIDS and people who test positive for HIV antibodies are protected in their jobs by the Vocational Rehabilitation Act.

What are the various problems associated with conducting job interviews?

____ measure a person's capacity or potential ability to learn and perform a job.

The first step in the employee selection process is:

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