Question 1

MATCHING KEY TERMS AND DEFINITIONS
-The process of verifying information that is provided by job candidates.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias F

Question 2

Service International is using an aptitude test in its selection process. It appears that individuals who received high scores on the aptitude test ended up performing very poorly on the job after they were hired. What type of problem does this test seem to have?

Accepted Answer

A)  A predictive validity problem 
B)  A reliability problem 
C)  A content validity problem 
D)  A construct validity problem 
E)  A concurrent validity problem 
A)  A predictive validity problem 
B)  A reliability problem 
C)  A content validity problem 
D)  A construct validity problem 
E)  A concurrent validity problem A

Question 3

What is the main advantage of work sampling over traditional pencil-and-paper tests?

Accepted Answer

A)  Compared to pencil-and-paper tests, work sampling is applicable to all levels of the organization. 
B)  It is easier to develop good work samples. 
C)  Work sampling tends to be a better predictor of short-term performance. 
D)  Work sampling is easier to use for managerial positions. 
E)  None of the above. 
A)  Compared to pencil-and-paper tests, work sampling is applicable to all levels of the organization. 
B)  It is easier to develop good work samples. 
C)  Work sampling tends to be a better predictor of short-term performance. 
D)  Work sampling is easier to use for managerial positions. 
E)  None of the above. C

Question 4

All of the following would be likely to cause the HR person to remove an applicant from the pool during the initial screening of the selection process EXCEPT

Accepted Answer

A)  Lack of experience. 
B)  Performance test data. 
C)  Many brief jobs. 
D)  Gaps in the applicant's job history. 
E)  Seminars and courses, instead of appropriate education. 
A)  Lack of experience. 
B)  Performance test data. 
C)  Many brief jobs. 
D)  Gaps in the applicant's job history. 
E)  Seminars and courses, instead of appropriate education.

Question 5

MATCHING KEY TERMS AND DEFINITIONS
-An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 6

MATCHING KEY TERMS AND DEFINITIONS
-Refers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 7

Studies of realistic job previews show that they

Accepted Answer

A)  increase turnover and increase acceptance rates. 
B)  reduce turnover and reduce acceptance rates. 
C)  challenge even the best HR professionals to explain the discrepancies. 
D)  reduce turnover without lowering acceptance rates. 
E)  reduce participation rates among majority applicants. 
A)  increase turnover and increase acceptance rates. 
B)  reduce turnover and reduce acceptance rates. 
C)  challenge even the best HR professionals to explain the discrepancies. 
D)  reduce turnover without lowering acceptance rates. 
E)  reduce participation rates among majority applicants.

Question 8

Validation coefficients demonstrate the statistical relationships existing between an individual's test score and his or her job performance.

Accepted Answer

A) True 
 B)False

Question 9

In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

Accepted Answer

behavioral

Question 10

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

Accepted Answer

Performanc

Question 11

Yu Chen, one of your most valued employees, has decided to leave your organization after 20 years of exceptional service. His decision took you completely by surprise and you have to fill the position quickly. To make sure you do not make a mistake and hire the wrong person, you should do all of the following EXCEPT

Accepted Answer

A)  Conduct a reference checking without the applicant's knowledge. 
B)  Don't panic. Hire a temporary worker during the transition. 
C)  Update the list of job requirements, duties, and responsibilities so that you and the job candidate will understand the expectations of the position. 
D)  Before you extend an offer, check references. 
E)  During a job interview, ask appropriate questions, such as the long and short-term goals of the applicant. 
A)  Conduct a reference checking without the applicant's knowledge. 
B)  Don't panic. Hire a temporary worker during the transition. 
C)  Update the list of job requirements, duties, and responsibilities so that you and the job candidate will understand the expectations of the position. 
D)  Before you extend an offer, check references. 
E)  During a job interview, ask appropriate questions, such as the long and short-term goals of the applicant.

Question 12

Ahmad, a veteran manager in the fast-food business, applied for a manager position at a fast-food restaurant when he relocated because of health reasons. He was told he did not get the job because he did not have a high school diploma. Although that was not stated as a job requirement for manager positions, he learned that the application form he completed was the same one used for counter workers. That form is legally weighted to consider education level. He can use which of the following as a basis for legal challenge?

Accepted Answer

A)  None of these items should be weighted more heavily than any of the others. 
B)  Application items were not validated for the manager positions. 
C)  Prior job experience should be weighted more heavily than educational background. 
D)  Educational background should be weighted more heavily than prior job experience. 
E)  Application forms cannot be used in this way. 
A)  None of these items should be weighted more heavily than any of the others. 
B)  Application items were not validated for the manager positions. 
C)  Prior job experience should be weighted more heavily than educational background. 
D)  Educational background should be weighted more heavily than prior job experience. 
E)  Application forms cannot be used in this way.

Question 13

The selection process may include all of the following steps EXCEPT

Accepted Answer

A)  background investigation. 
B)  screening interview. 
C)  application form. 
D)  employment tests. 
E)  a history evaluation of hobbies. 
A)  background investigation. 
B)  screening interview. 
C)  application form. 
D)  employment tests. 
E)  a history evaluation of hobbies.

Question 14

MATCHING KEY TERMS AND DEFINITIONS
-The proven relationship of a selection device to relevant criterion.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 15

All of the following are performed during the initial screening and help minimize selection costs EXCEPT

Accepted Answer

A)  Discussing details of the job description. 
B)  Revealing low salary range data. 
C)  Describing benefits, especially medical care. 
D)  Holding telephone call interviews. 
E)  All of the above. 
A)  Discussing details of the job description. 
B)  Revealing low salary range data. 
C)  Describing benefits, especially medical care. 
D)  Holding telephone call interviews. 
E)  All of the above.

Question 16

MATCHING KEY TERMS AND DEFINITIONS
-Validating tests by using current employees as the study group.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 17

The most effective technique to excel in an interview for a candidate is to arrive at the interview site a few minutes early and for the first time look through any company literature lying about to get an idea of what the company does.

Accepted Answer

A) True 
 B)False

Question 18

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers. This job, like most in his organization, requires an employment test. What should he do?

Accepted Answer

A)  Stop using the employment test. 
B)  Lower the cut score on the employment test. 
C)  Raise the cut score on the employment test. 
D)  Increase the concurrent validity of the employment test. 
E)  Increase the reliability of the employment test. 
A)  Stop using the employment test. 
B)  Lower the cut score on the employment test. 
C)  Raise the cut score on the employment test. 
D)  Increase the concurrent validity of the employment test. 
E)  Increase the reliability of the employment test.

Question 19

MATCHING KEY TERMS AND DEFINITIONS
-A selection device's consistency of measurement.

Accepted Answer

A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias 
A) Performance simulation test 
B) Weighted application forms 
C) Application 
D) Reliability 
E) Criterion-related validity
F)Background investigation
G)Concurrent validity
H)Qualified privilege
I)Work sampling
J)Behavioral interview
K)Validity generalization
L)Predictive validity
M)Cut score
N)Validity
O)Interviewer bias

Question 20

Connie hires cash register operators for a large grocery chain. She gives basic mathematics tests to applicants six months after they are hired and compares the scores to their performance evaluations. What is Connie doing?

Accepted Answer

A)  Establishing predictive validity. 
B)  Confirming reliability. 
C)  Monitoring reliable validity. 
D)  Establishing concurrent validity. 
E)  Evaluating concept inferences. 
A)  Establishing predictive validity. 
B)  Confirming reliability. 
C)  Monitoring reliable validity. 
D)  Establishing concurrent validity. 
E)  Evaluating concept inferences.

MATCHING KEY TERMS AND DEFINITIONS -The process of verifying information that is provided by job candidates.

Service International is using an aptitude test in its selection process. It appears that individuals who received high scores on the aptitude test ended up performing very poorly on the job after they were hired. What type of problem does this test seem to have?

What is the main advantage of work sampling over traditional pencil-and-paper tests?

All of the following would be likely to cause the HR person to remove an applicant from the pool during the initial screening of the selection process EXCEPT

MATCHING KEY TERMS AND DEFINITIONS -An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

MATCHING KEY TERMS AND DEFINITIONS -Refers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.

Studies of realistic job previews show that they

Validation coefficients demonstrate the statistical relationships existing between an individual's test score and his or her job performance.

In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

The selection process may include all of the following steps EXCEPT

MATCHING KEY TERMS AND DEFINITIONS -The proven relationship of a selection device to relevant criterion.

All of the following are performed during the initial screening and help minimize selection costs EXCEPT

MATCHING KEY TERMS AND DEFINITIONS -Validating tests by using current employees as the study group.

The most effective technique to excel in an interview for a candidate is to arrive at the interview site a few minutes early and for the first time look through any company literature lying about to get an idea of what the company does.

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers. This job, like most in his organization, requires an employment test. What should he do?

MATCHING KEY TERMS AND DEFINITIONS -A selection device's consistency of measurement.

Connie hires cash register operators for a large grocery chain. She gives basic mathematics tests to applicants six months after they are hired and compares the scores to their performance evaluations. What is Connie doing?

Hrm in a Changing Environment

Introduction to HR Functions

Employment Laws

Employer and Employee Rights

Effective Job Analysis

Employee Recruitment

Training and Developing Employees

Career Development

Performance Management

Compensation

Employee Benefits

Health and Safety

Labor Relations and Collective Bargaining

Filters

Exam 7: Selecting Employees

MATCHING KEY TERMS AND DEFINITIONS -The process of verifying information that is provided by job candidates.

Service International is using an aptitude test in its selection process. It appears that individuals who received high scores on the aptitude test ended up performing very poorly on the job after they were hired. What type of problem does this test seem to have?

What is the main advantage of work sampling over traditional pencil-and-paper tests?

All of the following would be likely to cause the HR person to remove an applicant from the pool during the initial screening of the selection process EXCEPT

MATCHING KEY TERMS AND DEFINITIONS -An image created by reviewing materials, such as, the résumé, application, or test scores prior to the actual interview.

MATCHING KEY TERMS AND DEFINITIONS -Refers to a test valid for screening applicants for a variety of jobs and performance factors across occupations.

Studies of realistic job previews show that they

Validation coefficients demonstrate the statistical relationships existing between an individual's test score and his or her job performance.

In a ________ candidates are observed not only for what they say but also for how they fit the identified dimensions or competencies of the position.

_______ are increasingly used as selection devices to avoid criticism and potential liability from using psychological and aptitude tests in the selection process.

The selection process may include all of the following steps EXCEPT

MATCHING KEY TERMS AND DEFINITIONS -The proven relationship of a selection device to relevant criterion.

All of the following are performed during the initial screening and help minimize selection costs EXCEPT

MATCHING KEY TERMS AND DEFINITIONS -Validating tests by using current employees as the study group.

The most effective technique to excel in an interview for a candidate is to arrive at the interview site a few minutes early and for the first time look through any company literature lying about to get an idea of what the company does.

Ian, in charge of selection, wants to decrease the size of his applicant pool for entry level electrical workers. This job, like most in his organization, requires an employment test. What should he do?

MATCHING KEY TERMS AND DEFINITIONS -A selection device's consistency of measurement.

Connie hires cash register operators for a large grocery chain. She gives basic mathematics tests to applicants six months after they are hired and compares the scores to their performance evaluations. What is Connie doing?

Hrm in a Changing Environment

Introduction to HR Functions

Employment Laws

Employer and Employee Rights

Effective Job Analysis

Employee Recruitment

Training and Developing Employees

Career Development

Performance Management

Compensation

Employee Benefits

Health and Safety

Labor Relations and Collective Bargaining

Filters