Question 1

According to state and federal laws,which of the following actions is NOT required of employers who check background information on applicants?

Accepted Answer

A)  disclosing to the applicant that a credit report will be requested 
B)  certifying to the reporting agency of the employer's legal compliance 
C)  providing copies of reports to the applicant if adverse action is considered 
D)  providing a detailed rationale explaining the reason for any adverse action 
A)  disclosing to the applicant that a credit report will be requested 
B)  certifying to the reporting agency of the employer's legal compliance 
C)  providing copies of reports to the applicant if adverse action is considered 
D)  providing a detailed rationale explaining the reason for any adverse action

Question 2

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

Accepted Answer

A)  reliability 
B)  validity 
C)  expectancy 
D)  consistency 
A)  reliability 
B)  validity 
C)  expectancy 
D)  consistency

Question 3

Elliot,a manager at Harwood Publishing,gave a bad reference to a former employee.Elliot could most likely be accused of ________ if the information is both false and harmful.

Accepted Answer

A)  discrimination 
B)  adverse impact 
C)  arbitration 
D)  defamation 
A)  discrimination 
B)  adverse impact 
C)  arbitration 
D)  defamation

Question 4

According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.

Accepted Answer

A)  informed consent regarding the use of test results 
B)  scores to be interpreted by qualified individuals 
C)  tests to be the only selection tools for a job 
D)  fairness of the test for all who take it 
A)  informed consent regarding the use of test results 
B)  scores to be interpreted by qualified individuals 
C)  tests to be the only selection tools for a job 
D)  fairness of the test for all who take it

Question 5

What is the primary disadvantage of using concurrent validation?

Accepted Answer

A)  Current employees may not be representative of new applicants. 
B)  New applicants are recent college graduates with limited experience. 
C)  Limited correlation exists between high test scores and job performance. 
D)  Test batteries have not been administered by professional industrial psychologists. 
A)  Current employees may not be representative of new applicants. 
B)  New applicants are recent college graduates with limited experience. 
C)  Limited correlation exists between high test scores and job performance. 
D)  Test batteries have not been administered by professional industrial psychologists.

Question 6

According to a survey conducted by the American Management Association,most employers who administer tests to applicants are measuring ________.

Accepted Answer

A)  job skills 
B)  psychological behaviors 
C)  interpersonal behaviors 
D)  ethical opinions 
A)  job skills 
B)  psychological behaviors 
C)  interpersonal behaviors 
D)  ethical opinions

Question 7

Which of the following is the primary reason that firms conduct background investigations of job applicants?

Accepted Answer

A)  adhere to legal hiring practices 
B)  limit the number of applicants 
C)  uncover false information 
D)  report criminals to police 
A)  adhere to legal hiring practices 
B)  limit the number of applicants 
C)  uncover false information 
D)  report criminals to police

Question 8

What are three arguments against the use of personality tests as predictors of job performance?

Accepted Answer

First,projective tests are hard to inter

Question 9

In which of the following situations is it NOT legal to require an applicant to take a polygraph test as part of the selection process?

Accepted Answer

A)  electrical engineer at the Department of Energy 
B)  pharmacist's assistant at Walgreen's 
C)  security guard at Wells Fargo Bank 
D)  cashier at J.C. Penney's 
A)  electrical engineer at the Department of Energy 
B)  pharmacist's assistant at Walgreen's 
C)  security guard at Wells Fargo Bank 
D)  cashier at J.C. Penney's

Question 10

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

Accepted Answer

Criterion validity means demonstrating t

Question 11

The Big Five personality dimensions include all of the following EXCEPT ________.

Accepted Answer

A)  neuroticism 
B)  optimism 
C)  extroversion 
D)  conscientiousness 
A)  neuroticism 
B)  optimism 
C)  extroversion 
D)  conscientiousness

Question 12

Applicant tracking systems are mostly used by employers to ________.

Accepted Answer

A)  develop work samples 
B)  develop specific job descriptions 
C)  verify a candidate's U.S. citizenship 
D)  screen and rank candidates based on skills 
A)  develop work samples 
B)  develop specific job descriptions 
C)  verify a candidate's U.S. citizenship 
D)  screen and rank candidates based on skills

Question 13

The tendency for one to be trusting,compliant,caring,and gentle is the personality dimension known as ________.

Accepted Answer

A)  extroversion 
B)  conscientiousness 
C)  agreeableness 
D)  openness to experience 
A)  extroversion 
B)  conscientiousness 
C)  agreeableness 
D)  openness to experience

Question 14

An internal comparison estimate measures a test's internal consistency.

Accepted Answer

A) True 
 B)False

Question 15

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

Accepted Answer

A) True 
 B)False

Question 16

A test battery is based on a combination of several tests that can then measure an array of predictors.

Accepted Answer

A) True 
 B)False

Question 17

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety,insecurity,and hostility?

Accepted Answer

A)  neuroticism 
B)  extroversion 
C)  conscientiousness 
D)  openness to experience 
A)  neuroticism 
B)  extroversion 
C)  conscientiousness 
D)  openness to experience

Question 18

As the HR manager at Johnson Manufacturing,Derek is responsible for deciding which selection tools are most appropriate.When deciding on a specific selection tool,Derek should most likely consider all of the following factors EXCEPT the tool's ________.

Accepted Answer

A)  return on investment 
B)  adverse impact 
C)  persistence 
D)  usability 
A)  return on investment 
B)  adverse impact 
C)  persistence 
D)  usability

Question 19

For over 40 years,Golden Creamery has been mixing up fresh,gourmet ice cream for customers.The company originated in Dallas and now boasts stores in 35 states.The business has primarily expanded by selling franchises to qualified candidates.Golden Creamery executives realize that the firm's success depends upon the success of each franchise.In the past,each individual franchise owner determined the best method for screening applicants.However,as the firm grows,Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following,if true,supports the argument that Golden Creamery should require franchise owners to use the firm's preemployment tests?

Accepted Answer

A)  Hourly employees at Golden Creamery stores typically remain with the company long enough to be promoted to management positions. 
B)  Golden Creamery franchise owners pay an initial franchise fee and receive a percentage of sales royalties in return. 
C)  Annual turnover rates for hourly employees of Golden Creamery stores are three times the rate of comparable businesses. 
D)  Individuals interested in working at a Golden Creamery store can complete online applications on the firm's Web site. 
A)  Hourly employees at Golden Creamery stores typically remain with the company long enough to be promoted to management positions. 
B)  Golden Creamery franchise owners pay an initial franchise fee and receive a percentage of sales royalties in return. 
C)  Annual turnover rates for hourly employees of Golden Creamery stores are three times the rate of comparable businesses. 
D)  Individuals interested in working at a Golden Creamery store can complete online applications on the firm's Web site.

Question 20

Work sampling,miniature job training,and video-based tests are examples of ________.

Accepted Answer

A)  intelligence tests 
B)  personality tests 
C)  situational tests 
D)  interests inventories 
A)  intelligence tests 
B)  personality tests 
C)  situational tests 
D)  interests inventories

According to state and federal laws,which of the following actions is NOT required of employers who check background information on applicants?

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

Elliot,a manager at Harwood Publishing,gave a bad reference to a former employee.Elliot could most likely be accused of ________ if the information is both false and harmful.

According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.

What is the primary disadvantage of using concurrent validation?

According to a survey conducted by the American Management Association,most employers who administer tests to applicants are measuring ________.

Which of the following is the primary reason that firms conduct background investigations of job applicants?

What are three arguments against the use of personality tests as predictors of job performance?

In which of the following situations is it NOT legal to require an applicant to take a polygraph test as part of the selection process?

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

The Big Five personality dimensions include all of the following EXCEPT ________.

Applicant tracking systems are mostly used by employers to ________.

The tendency for one to be trusting,compliant,caring,and gentle is the personality dimension known as ________.

An internal comparison estimate measures a test's internal consistency.

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

A test battery is based on a combination of several tests that can then measure an array of predictors.

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety,insecurity,and hostility?

As the HR manager at Johnson Manufacturing,Derek is responsible for deciding which selection tools are most appropriate.When deciding on a specific selection tool,Derek should most likely consider all of the following factors EXCEPT the tool's ________.

Work sampling,miniature job training,and video-based tests are examples of ________.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters

Exam 6: Employee Testing and Selection

According to state and federal laws,which of the following actions is NOT required of employers who check background information on applicants?

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

Elliot,a manager at Harwood Publishing,gave a bad reference to a former employee.Elliot could most likely be accused of ________ if the information is both false and harmful.

According to the American Psychological Association,all of the following are rights of test takers EXCEPT the right to expect ________.

What is the primary disadvantage of using concurrent validation?

According to a survey conducted by the American Management Association,most employers who administer tests to applicants are measuring ________.

Which of the following is the primary reason that firms conduct background investigations of job applicants?

What are three arguments against the use of personality tests as predictors of job performance?

In which of the following situations is it NOT legal to require an applicant to take a polygraph test as part of the selection process?

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

The Big Five personality dimensions include all of the following EXCEPT ________.

Applicant tracking systems are mostly used by employers to ________.

The tendency for one to be trusting,compliant,caring,and gentle is the personality dimension known as ________.

An internal comparison estimate measures a test's internal consistency.

The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.

A test battery is based on a combination of several tests that can then measure an array of predictors.

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety,insecurity,and hostility?

As the HR manager at Johnson Manufacturing,Derek is responsible for deciding which selection tools are most appropriate.When deciding on a specific selection tool,Derek should most likely consider all of the following factors EXCEPT the tool's ________.

Work sampling,miniature job training,and video-based tests are examples of ________.

Introduction to Human Resource Management

Equal Opportunity and the Law

Human Resource Management Strategy and Analysis

Job Analysis and the Talent Management Process

Personnel Planning and Recruiting

Interviewing Candidates

Training and Developing Employees

Performance Management and Appraisal

Employee Retention, Engagement, and Careers

Establishing Strategic Pay Plans

Pay for Performance and Financial Incentives

Benefits and Services

Ethics and Employee Rights and Discipline

Labor Relations and Collective Bargaining

Employee Safety and Health

Managing Global Human Resources

Managing Human Resources in Entrepreneurial Firms

Filters