Question 1

To meet the legal requirements on drug testing,which of the following conditions have to be met?

Accepted Answer

A) Where safety is not a concern,universal drug testing is not allowed. 
B) Pre-employment testing should be undertaken only after job interviews. 
C) If an employee tests positive,the employer should make reasonable accommodation and refer the employee to EAP. 
D) A and B have to be met. 
E) A and C have to be met. 
A) Where safety is not a concern,universal drug testing is not allowed. 
B) Pre-employment testing should be undertaken only after job interviews. 
C) If an employee tests positive,the employer should make reasonable accommodation and refer the employee to EAP. 
D) A and B have to be met. 
E) A and C have to be met. E

Question 2

Tests have often been used for purposes for which they were not meant.

Accepted Answer

A) True 
 B)False  True

Question 3

Purdue Peg Board Test is best thought of as a:

Accepted Answer

A) knowledge test 
B) ability test 
C) vocational interest test 
D) personality test 
E) honesty test 
A) knowledge test 
B) ability test 
C) vocational interest test 
D) personality test 
E) honesty test B

Question 4

Medical examinations are good substitutes for tests of physical ability and ability to perform a task safely.

Accepted Answer

A) True 
 B)False

Question 5

In which of the following situations would a medical evaluation be appropriate?

Accepted Answer

A) stressful job 
B) dangerous job 
C) job in which unhealthy employees create a safety hazard 
D) B and C 
E) all of the above 
A) stressful job 
B) dangerous job 
C) job in which unhealthy employees create a safety hazard 
D) B and C 
E) all of the above

Question 6

Many vocational interest inventories are better at predicting job success than job stability.

Accepted Answer

A) True 
 B)False

Question 7

What type of test seeks information about job applicants in ways that cannot be distorted easily,such as their physiological changes when they respond to questions?

Accepted Answer

A) Projective 
B) Graphic response 
C) Personality 
D) Vocational interest 
E) Knowledge 
A) Projective 
B) Graphic response 
C) Personality 
D) Vocational interest 
E) Knowledge

Question 8

Physical abilities tests can validly measure individuals':

Accepted Answer

A) movement quality 
B) cardiovascular endurance 
C) figural classification 
D) A and B 
E) A,B,and C 
A) movement quality 
B) cardiovascular endurance 
C) figural classification 
D) A and B 
E) A,B,and C

Question 9

Available research indicates high predictive validity for emotional intelligence especially for technical jobs.

Accepted Answer

A) True 
 B)False

Question 10

Many applicants consider honesty tests to be an invasion of their privacy.

Accepted Answer

A) True 
 B)False

Question 11

London house personnel selection inventory is best used for assessing a job applicant's:

Accepted Answer

A) psychomotor ability 
B) vocational interest 
C) honesty 
D) leadership skills 
E) extroversion 
A) psychomotor ability 
B) vocational interest 
C) honesty 
D) leadership skills 
E) extroversion

Question 12

General mental ability tests are among the most valid tests.

Accepted Answer

A) True 
 B)False

Question 13

Employment tests are particularly helpful for making differential job assignments.

Accepted Answer

A) True 
 B)False

Question 14

The relationship between general mental ability and job performance has been found to be the highest for jobs that require:

Accepted Answer

A) manual skills (e.g. ,construction worker) 
B) interpersonal interaction (e.g. ,customer service representative) 
C) technical skills (e.g. ,software programmer) 
D) reasoning skills (e.g. ,manager) 
E) artistic skills (e.g. ,painter) 
A) manual skills (e.g. ,construction worker) 
B) interpersonal interaction (e.g. ,customer service representative) 
C) technical skills (e.g. ,software programmer) 
D) reasoning skills (e.g. ,manager) 
E) artistic skills (e.g. ,painter)

Question 15

Knowledge tests are generally found to be highly reliable.

Accepted Answer

A) True 
 B)False

Question 16

Available research indicates that the predictive validity of polygraph tests is at best questionable.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following is/are true about "practical intelligence"?

Accepted Answer

A) It is akin to "organizational smarts." 
B) It is a good predictor of job success,especially for technical jobs. 
C) It has been well-defined operationally. 
D) A and B above are true. 
E) A,B,and C are true. 
A) It is akin to "organizational smarts." 
B) It is a good predictor of job success,especially for technical jobs. 
C) It has been well-defined operationally. 
D) A and B above are true. 
E) A,B,and C are true.

Question 18

A life insurance company that uses a computer-based test that presents fact-based scenarios to job applicants can test the applicants':

Accepted Answer

A) comprehension 
B) ability to code or decode 
C) accuracy 
D) A and C 
E) all of the above 
A) comprehension 
B) ability to code or decode 
C) accuracy 
D) A and C 
E) all of the above

Question 19

A personality test such as Myers-Briggs Type Indicator is best suited for:

Accepted Answer

A) preliminary screening of applicants 
B) selection of final candidates from the pool of screened recruits 
C) developing existing staff 
D) A and B 
E) A,B,and C 
A) preliminary screening of applicants 
B) selection of final candidates from the pool of screened recruits 
C) developing existing staff 
D) A and B 
E) A,B,and C

Question 20

It can be said that employment tests:

Accepted Answer

A) make objective assessment of an applicant's potential 
B) are versatile 
C) can assess applicant's hidden values 
D) A and B 
E) all of the above 
A) make objective assessment of an applicant's potential 
B) are versatile 
C) can assess applicant's hidden values 
D) A and B 
E) all of the above

To meet the legal requirements on drug testing,which of the following conditions have to be met?

Tests have often been used for purposes for which they were not meant.

Purdue Peg Board Test is best thought of as a:

Medical examinations are good substitutes for tests of physical ability and ability to perform a task safely.

In which of the following situations would a medical evaluation be appropriate?

Many vocational interest inventories are better at predicting job success than job stability.

What type of test seeks information about job applicants in ways that cannot be distorted easily,such as their physiological changes when they respond to questions?

Physical abilities tests can validly measure individuals':

Available research indicates high predictive validity for emotional intelligence especially for technical jobs.

Many applicants consider honesty tests to be an invasion of their privacy.

London house personnel selection inventory is best used for assessing a job applicant's:

General mental ability tests are among the most valid tests.

Employment tests are particularly helpful for making differential job assignments.

The relationship between general mental ability and job performance has been found to be the highest for jobs that require:

Knowledge tests are generally found to be highly reliable.

Available research indicates that the predictive validity of polygraph tests is at best questionable.

Which of the following is/are true about "practical intelligence"?

A life insurance company that uses a computer-based test that presents fact-based scenarios to job applicants can test the applicants':

A personality test such as Myers-Briggs Type Indicator is best suited for:

It can be said that employment tests:

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Applicant Screening

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters

Exam 7: Use of Tests in Selection

To meet the legal requirements on drug testing,which of the following conditions have to be met?

Tests have often been used for purposes for which they were not meant.

Purdue Peg Board Test is best thought of as a:

Medical examinations are good substitutes for tests of physical ability and ability to perform a task safely.

In which of the following situations would a medical evaluation be appropriate?

Many vocational interest inventories are better at predicting job success than job stability.

What type of test seeks information about job applicants in ways that cannot be distorted easily,such as their physiological changes when they respond to questions?

Physical abilities tests can validly measure individuals':

Available research indicates high predictive validity for emotional intelligence especially for technical jobs.

Many applicants consider honesty tests to be an invasion of their privacy.

London house personnel selection inventory is best used for assessing a job applicant's:

General mental ability tests are among the most valid tests.

Employment tests are particularly helpful for making differential job assignments.

The relationship between general mental ability and job performance has been found to be the highest for jobs that require:

Knowledge tests are generally found to be highly reliable.

Available research indicates that the predictive validity of polygraph tests is at best questionable.

Which of the following is/are true about "practical intelligence"?

A life insurance company that uses a computer-based test that presents fact-based scenarios to job applicants can test the applicants':

A personality test such as Myers-Briggs Type Indicator is best suited for:

It can be said that employment tests:

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Applicant Screening

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters