Question 1

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.

Question 2

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____.

Accepted Answer

A)  banding 
B)  generalizing 
C)  affirmative action 
D)  sensitizing 
A)  banding 
B)  generalizing 
C)  affirmative action 
D)  sensitizing

Question 3

A reliable measurement generates consistent results.

Accepted Answer

A) True 
 B)False

Question 4

Which of the following is a disadvantage of using résumés as a source of information about job applicants?

Accepted Answer

A)  It is a relatively expensive method of gathering information. 
B)  It does not allow applicants to highlight accomplishments. 
C)  Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. 
D)  It is biased in favor of the employer. 
E)  The content of the information is controlled by applicants. 
A)  It is a relatively expensive method of gathering information. 
B)  It does not allow applicants to highlight accomplishments. 
C)  Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description. 
D)  It is biased in favor of the employer. 
E)  The content of the information is controlled by applicants.

Question 5

Which of the following is a permissible question for job applications and interviews?

Accepted Answer

A)  How would you feel about working for someone younger than you? 
B)  Are you a citizen of the United States? 
C)  What religious holidays do you observe? 
D)  Where were you born? 
E)  Will you need any reasonable accommodation for this hiring process 
A)  How would you feel about working for someone younger than you? 
B)  Are you a citizen of the United States? 
C)  What religious holidays do you observe? 
D)  Where were you born? 
E)  Will you need any reasonable accommodation for this hiring process

Question 6

A correlation coefficient of -1.0 between two sets of numbers indicates _____.

Accepted Answer

A)  a complete lack of any correlation between the two sets 
B)  that when one set of numbers goes up, so does the other set 
C)  that when one set of numbers goes up, the other set goes down 
D)  a partial correlation between the two sets 
E)  an indefinite relationship between the two sets 
A)  a complete lack of any correlation between the two sets 
B)  that when one set of numbers goes up, so does the other set 
C)  that when one set of numbers goes up, the other set goes down 
D)  a partial correlation between the two sets 
E)  an indefinite relationship between the two sets

Question 7

In a behavior description interview,the interviewer asks the candidate how he or she handled a type of situation in the past.

Accepted Answer

A) True 
 B)False

Question 8

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 9

Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation?

Accepted Answer

A)  By giving as much information as possible 
B)  By exclusively giving out positive information about a candidate 
C)  By only giving information about observable, job-related behaviors 
D)  By giving only broad opinions 
E)  By excluding employment dates and the employee's final salary 
A)  By giving as much information as possible 
B)  By exclusively giving out positive information about a candidate 
C)  By only giving information about observable, job-related behaviors 
D)  By giving only broad opinions 
E)  By excluding employment dates and the employee's final salary

Question 10

A predictive criterion-related validation strategy correlates job incumbents' scores on a test with existing measures of their performance.

Accepted Answer

A) True 
 B)False

Question 11

If a person who is the reference gives negative information about the job candidate,there is a chance the candidate will claim _____,meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.

Accepted Answer

A)  defamation 
B)  misappropriation 
C)  fraud 
D)  misrepresentation 
E)  negligence 
A)  defamation 
B)  misappropriation 
C)  fraud 
D)  misrepresentation 
E)  negligence

Question 12

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 13

Which of the following information does NOT need to be included in a job offer?

Accepted Answer

A)  Employment history of the candidate 
B)  Job responsibilities 
C)  Work schedule 
D)  Rate of pay 
E)  Starting date 
A)  Employment history of the candidate 
B)  Job responsibilities 
C)  Work schedule 
D)  Rate of pay 
E)  Starting date

Question 14

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores.

Accepted Answer

A)  Criterion-related 
B)  Diagnostic 
C)  Content 
D)  Convergent 
E)  Construct 
A)  Criterion-related 
B)  Diagnostic 
C)  Content 
D)  Convergent 
E)  Construct

Question 15

In a nondirective interview,the interviewer asks questions from an established set of questions.

Accepted Answer

A) True 
 B)False

Question 16

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 17

For most companies,the first step in the personnel selection process is _____.

Accepted Answer

A)  verifying the applicants' qualifications through reference and background checks 
B)  negotiating with the employee regarding salary and benefits 
C)  screening the applications to see who meet the basic requirements for the job 
D)  administering tests and reviewing work samples to rate the candidates' abilities 
E)  inviting candidates with the best abilities to the organization for one or more interviews 
A)  verifying the applicants' qualifications through reference and background checks 
B)  negotiating with the employee regarding salary and benefits 
C)  screening the applications to see who meet the basic requirements for the job 
D)  administering tests and reviewing work samples to rate the candidates' abilities 
E)  inviting candidates with the best abilities to the organization for one or more interviews

Question 18

Which of the following details need to be asked in an application form to gather information about suitable candidates?

Accepted Answer

A)  Marital status 
B)  History of disabilities 
C)  Number of children 
D)  Educational background 
E)  Applicant's race 
A)  Marital status 
B)  History of disabilities 
C)  Number of children 
D)  Educational background 
E)  Applicant's race

Question 19

In-basket tests are an example of _____ tests.

Accepted Answer

A)  job performance 
B)  physical ability 
C)  honesty 
D)  personality 
E)  cognitive ability 
A)  job performance 
B)  physical ability 
C)  honesty 
D)  personality 
E)  cognitive ability

Question 20

A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

Accepted Answer

A)  situational 
B)  nondirective 
C)  structured 
D)  behavior description 
E)  work sample 
A)  situational 
B)  nondirective 
C)  structured 
D)  behavior description 
E)  work sample

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

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____.

A reliable measurement generates consistent results.

Which of the following is a disadvantage of using résumés as a source of information about job applicants?

Which of the following is a permissible question for job applications and interviews?

A correlation coefficient of -1.0 between two sets of numbers indicates _____.

In a behavior description interview,the interviewer asks the candidate how he or she handled a type of situation in the past.

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

Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation?

A predictive criterion-related validation strategy correlates job incumbents' scores on a test with existing measures of their performance.

If a person who is the reference gives negative information about the job candidate,there is a chance the candidate will claim _____,meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.

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

Which of the following information does NOT need to be included in a job offer?

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores.

In a nondirective interview,the interviewer asks questions from an established set of questions.

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

For most companies,the first step in the personnel selection process is _____.

Which of the following details need to be asked in an application form to gather information about suitable candidates?

In-basket tests are an example of _____ tests.

A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

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

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Exam 6: Selecting Employees and Placing Them in Jobs

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

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____.

A reliable measurement generates consistent results.

Which of the following is a disadvantage of using résumés as a source of information about job applicants?

Which of the following is a permissible question for job applications and interviews?

A correlation coefficient of -1.0 between two sets of numbers indicates _____.

In a behavior description interview,the interviewer asks the candidate how he or she handled a type of situation in the past.

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

Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation?

A predictive criterion-related validation strategy correlates job incumbents' scores on a test with existing measures of their performance.

If a person who is the reference gives negative information about the job candidate,there is a chance the candidate will claim _____,meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.

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

Which of the following information does NOT need to be included in a job offer?

_____ validity is a measure of validity based on showing a substantial correlation between test scores and job performance scores.

In a nondirective interview,the interviewer asks questions from an established set of questions.

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

For most companies,the first step in the personnel selection process is _____.

Which of the following details need to be asked in an application form to gather information about suitable candidates?

In-basket tests are an example of _____ tests.

A _____ interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

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