Question 1

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

Accepted Answer

A)  criterion-related 
B)  content 
C)  concurrent 
D)  construct 
E)  predictive 
A)  criterion-related 
B)  content 
C)  concurrent 
D)  construct 
E)  predictive

Question 2

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Accepted Answer

A) True 
 B)False

Question 3

Along with 50 other candidates,Rita applied for the position of analyst at Mechalium Inc.Because Rita's profile stood out from other candidates' profiles,she was called for an interview in which she performed well.In the context of the steps involved in the selection process for recruitment,which of the following would most likely be the next step taken by the recruiter?

Accepted Answer

A)  reviewing Rita's work samples 
B)  negotiating salary and benefits with Rita 
C)  verifying Rita's qualifications through background checks 
D)  sending Rita a job offer letter 
E)  getting Rita to sign the job offer 
A)  reviewing Rita's work samples 
B)  negotiating salary and benefits with Rita 
C)  verifying Rita's qualifications through background checks 
D)  sending Rita a job offer letter 
E)  getting Rita to sign the job offer

Question 4

Which of the following is a permissible question to ask in 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 5

Harley wants to build a start-up company with a small number of people working for him.He decides to do all the hiring himself.Antonio,a friend of Harley's who is also a lawyer,wants to warn Harley about the risk of discrimination complaints other companies have received by applicants who were not hired.Which of the following statements would best express the basis of Antonio's concern about avoiding discrimination?

Accepted Answer

A)  Interviews are narrow and standardized,so they do not allow interviewers to test the integrity of interviewees with ease. 
B)  Interviews are subjective,so they have the potential of assessing candidates based on questions not related to the job. 
C)  Interviews are situational,so they provide a means to check the accuracy of information provided by the candidate. 
D)  Interviews are expensive,so their validity and reliability are always in question. 
E)  Interviews require polygraph tests,which give the interviewer an opportunity to ask questions that can violate the privacy rights of the interviewee. 
A)  Interviews are narrow and standardized,so they do not allow interviewers to test the integrity of interviewees with ease. 
B)  Interviews are subjective,so they have the potential of assessing candidates based on questions not related to the job. 
C)  Interviews are situational,so they provide a means to check the accuracy of information provided by the candidate. 
D)  Interviews are expensive,so their validity and reliability are always in question. 
E)  Interviews require polygraph tests,which give the interviewer an opportunity to ask questions that can violate the privacy rights of the interviewee.

Question 6

Which of the following is true about medical examinations of job candidates?

Accepted Answer

A)  Medical examinations may not be related to job requirements. 
B)  Medical examinations are conducted upon the receipt of a candidate's résumé. 
C)  Medical examinations are conducted specifically for individuals with disabilities. 
D)  Medical examinations that measure size and strength can never be used for a job. 
E)  Medical examinations are conducted after a candidate has been given a job offer. 
A)  Medical examinations may not be related to job requirements. 
B)  Medical examinations are conducted upon the receipt of a candidate's résumé. 
C)  Medical examinations are conducted specifically for individuals with disabilities. 
D)  Medical examinations that measure size and strength can never be used for a job. 
E)  Medical examinations are conducted after a candidate has been given a job offer.

Question 7

How can individuals acting as references for job applicants 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 8

A(n)_____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.

Accepted Answer

A)  paper-and-pencil honesty test 
B)  in-basket test 
C)  cognitive ability test 
D)  exit test 
E)  work sample test 
A)  paper-and-pencil honesty test 
B)  in-basket test 
C)  cognitive ability test 
D)  exit test 
E)  work sample test

Question 9

Race norming refers to establishing different norms for hiring members of different racial groups.

Accepted Answer

A) True 
 B)False

Question 10

Melissa Jetton,a manufacturing supervisor,is popular with her employees and other colleagues.She is sociable,gregarious,and easy to talk to.However,she is not very organized or achievement-oriented.In this context,which of the "Big Five" personality traits does she demonstrate?

Accepted Answer

A)  conscientiousness 
B)  extroversion 
C)  aggression 
D)  depression 
E)  inquisitiveness 
A)  conscientiousness 
B)  extroversion 
C)  aggression 
D)  depression 
E)  inquisitiveness

Question 11

To test the validity of a selection test for advanced widget designers,Techspark Inc.administers the test to its current widget designers.The test results are then compared with existing measures of job performance.In this instance,what type of validation is being used by Techspark?

Accepted Answer

A)  predictive validation 
B)  concurrent validation 
C)  content validation 
D)  construct validation 
E)  diagnostic validation 
A)  predictive validation 
B)  concurrent validation 
C)  content validation 
D)  construct validation 
E)  diagnostic validation

Question 12

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

Accepted Answer

A)  banding 
B)  generalizing 
C)  affirmative action 
D)  sensitizing 
E)  race norming 
A)  banding 
B)  generalizing 
C)  affirmative action 
D)  sensitizing 
E)  race norming

Question 13

For what purpose do organizations typically review applicant résumés?

Accepted Answer

A)  as a substitute for interviews 
B)  as a basis for deciding which candidates to investigate further 
C)  as a way to avoid the cost of administering tests related to job performance 
D)  as a way to control the content of the information and the way it is presented 
E)  as a way to obtain an objective source of information 
A)  as a substitute for interviews 
B)  as a basis for deciding which candidates to investigate further 
C)  as a way to avoid the cost of administering tests related to job performance 
D)  as a way to control the content of the information and the way it is presented 
E)  as a way to obtain an objective source of information

Question 14

What 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)  A résumé is biased in favor of the employer. 
E)  The content of the résumé is controlled by the applicant. 
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)  A résumé is biased in favor of the employer. 
E)  The content of the résumé is controlled by the applicant.

Question 15

Which of the following is true about cognitive ability tests?

Accepted Answer

A)  They are especially valid for jobs requiring adaptability. 
B)  They are relatively expensive compared to the other tests. 
C)  They measure strength,endurance,psychomotor abilities,and other physical abilities. 
D)  They are free from legal complications. 
E)  They are especially valid for simple jobs. 
A)  They are especially valid for jobs requiring adaptability. 
B)  They are relatively expensive compared to the other tests. 
C)  They measure strength,endurance,psychomotor abilities,and other physical abilities. 
D)  They are free from legal complications. 
E)  They are especially valid for simple jobs.

Question 16

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Accepted Answer

A) True 
 B)False

Question 17

The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.

Accepted Answer

A) True 
 B)False

Question 18

Identify the correct statement regarding job performance tests.

Accepted Answer

A)  They provide fair evaluations for applicants. 
B)  They have the lowest level of validity compared to other tests. 
C)  These tests are highly generalizable. 
D)  Customization of these tests for various jobs is inexpensive. 
E)  They are best suited for identifying the particular skills or traits the individual possesses. 
A)  They provide fair evaluations for applicants. 
B)  They have the lowest level of validity compared to other tests. 
C)  These tests are highly generalizable. 
D)  Customization of these tests for various jobs is inexpensive. 
E)  They are best suited for identifying the particular skills or traits the individual possesses.

Question 19

In-basket tests are examples 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

Discuss the multiple-hurdle model and the compensatory models of arriving at a personnel selection decision.

Accepted Answer

The multiple-hurdle model is the process

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Which of the following is a permissible question to ask in job applications and interviews?

Which of the following is true about medical examinations of job candidates?

How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation?

A(n)_____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.

Race norming refers to establishing different norms for hiring members of different racial groups.

Melissa Jetton,a manufacturing supervisor,is popular with her employees and other colleagues.She is sociable,gregarious,and easy to talk to.However,she is not very organized or achievement-oriented.In this context,which of the "Big Five" personality traits does she demonstrate?

To test the validity of a selection test for advanced widget designers,Techspark Inc.administers the test to its current widget designers.The test results are then compared with existing measures of job performance.In this instance,what type of validation is being used by Techspark?

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

For what purpose do organizations typically review applicant résumés?

What is a disadvantage of using résumés as a source of information about job applicants?

Which of the following is true about cognitive ability tests?

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.

Identify the correct statement regarding job performance tests.

In-basket tests are examples of _____ tests.

Discuss the multiple-hurdle model and the compensatory models of arriving at a personnel selection decision.

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

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

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

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Exam 6: Selecting Employees and Placing Them in Jobs

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Which of the following is a permissible question to ask in job applications and interviews?

Which of the following is true about medical examinations of job candidates?

How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation?

A(n)_____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.

Race norming refers to establishing different norms for hiring members of different racial groups.

Melissa Jetton,a manufacturing supervisor,is popular with her employees and other colleagues.She is sociable,gregarious,and easy to talk to.However,she is not very organized or achievement-oriented.In this context,which of the "Big Five" personality traits does she demonstrate?

To test the validity of a selection test for advanced widget designers,Techspark Inc.administers the test to its current widget designers.The test results are then compared with existing measures of job performance.In this instance,what type of validation is being used by Techspark?

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

For what purpose do organizations typically review applicant résumés?

What is a disadvantage of using résumés as a source of information about job applicants?

Which of the following is true about cognitive ability tests?

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.

Identify the correct statement regarding job performance tests.

In-basket tests are examples of _____ tests.

Discuss the multiple-hurdle model and the compensatory models of arriving at a personnel selection decision.

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

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

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

Filters