Question 1

Grace is the HR manager of Trelsoft Inc. ,a software company located in Boston.She wants to establish the validity of a test designed for computer technicians using a predictive validation strategy.Accordingly,Grace must administer the test to _____.

Accepted Answer

A)   at least half the present computer technicians in Trelsoft
B)   people doing similar jobs in other companies
C)   people applying for computer technician jobs in Trelsoft
D)   only those computer technicians in Trelsoft who are performing at acceptable levels
E)   a random selection of computer technicians currently employed at Trelsoft C

Question 2

How can organizations avoid the pitfalls of using interviews as a selection method?

Accepted Answer

In order to avoid the pitfalls of using interviews as a selection method,human resource staff should keep the interviews narrow,structured,and standardized.The interview should focus on accomplishing a few goals,so that at the end of the interview,the organization has ratings on several observable measures,such as ability to express ideas.The interview should not try to measure abilities and skills-for example,intelligence-that tests can measure better.Situational interviews are especially effective for doing this.Organizations can prevent problems related to subjectivity by training interviewers and using more than one person to conduct interviews.Training typically includes focusing on the recording of observable facts,rather than on making subjective judgments,as well as developing interviewers' awareness of their biases.Using a structured system for taking notes or scoring responses may be helpful for limiting subjectivity and helping the interviewer remember and justify an evaluation later.Finally,to address costs of interviewing,many organizations videotape interviews and send the tapes (rather than the applicants)from department to department.

Question 3

Most organizations check references as soon as they receive a candidate's application form.

Accepted Answer

A) True 
 B)False  False

Question 4

BuildCo's human resource department is preparing a policy for the drug testing of job applicants.Nate makes a list of statements to include in the policy and shows the list to his supervisor,Monique.Which of the following statements should Monique direct Nate to change?

Accepted Answer

A)   Drug testing should be administered systematically to all applicants who have applied for the same job.
B)   Drug test reports should not be sent to applicants.
C)   Drug testing should be conducted for employees working in jobs that involve safety hazards.
D)   Drug testing should not be conducted in an intrusive environment.
E)   Drug-testing programs should allow for strict confidentiality of results.

Question 5

Buildtron Inc. ,a construction firm,is in need of a construction superintendent,whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.Buildtron administers a construction-error recognition test,where an applicant has to enter a shed that has 25 construction errors and has to record as many of these errors as can be detected.What type of validity is being established in this case?

Accepted Answer

A)   concurrent validity
B)   construct validity
C)   content validity
D)   representative validity
E)   predictive validity

Question 6

Jonas had a great résumé and a glowing recommendation from his previous employer.Impressed by his qualifications and expertise,Vizion Tech Inc.hired him for the position of quality analyst.However,he engaged in blatant sexual harassment at Vizion after a couple of weeks on the job.During its investigation of the harassment,Vizion Tech learned that Jonas had been fired for sexual harassment at his previous employer.If the management of Vizion Tech wanted to hold Jonas's previous employer accountable,they could sue the company for _____.

Accepted Answer

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

Question 7

Gina,a marketing manager,sets up a meeting with Xavier,a human resource manager,to ask for his help in improving her interviewing methods.Gina explains that she is a people person,and her department is built on teamwork,so when candidates interview for a job,she tries to get to know the candidates as people.She always begins by saying,"Tell me about yourself," and based on what the candidate says,she lets the conversation unfold for 30 to 60 minutes.How does this approach limit Gina's effectiveness as an interviewer?

Accepted Answer

A)   By always starting with the same question,she limits the creativity of the candidates.
B)   By using this structured approach,she avoids asking the wrong questions.
C)   This type of behavior description interview is too focused on behaviors,rather than teamwork.
D)   Her method is a panel interview,which has a low validity for a department built on teamwork.
E)   The wide latitude of these nondirective interviews can result in low reliability and often poor validity.

Question 8

Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

Accepted Answer

A) True 
 B)False

Question 9

If a person who is a reference gives negative information about a 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

Question 10

Summerton High School has three open positions for teachers.The school's HR personnel review résumés to identify the candidates who meet the school's minimum requirements.Next,potential candidates are then invited for interviews.After this,interviewers discuss the results with HR personnel and select a short list of candidates,who then appear before a panel of teachers and HR personnel for the final interview.Summerton's new teachers are then selected from among these finalists.Which of the following terms describes Summerton's method of selection?

Accepted Answer

A)   compensatory model
B)   multiple-hurdle model
C)   leadership model
D)   behavior description model
E)   nondirective model

Question 11

Marianna Baxter attends an interview for the position of a paralegal at one of the biggest law firms in the country.During the interview,she is asked a particular question which she refuses to answer.Frustrated by her behavior,the interviewer repeats the question.She refuses to answer it again and says that it violates her rights under equal employment opportunity law.Which of the following is most likely the question she was asked?

Accepted Answer

A)   What is your complete name?
B)   What is your ancestry?
C)   Can you meet the requirements of strict work schedules?
D)   Have you ever been convicted of a crime?
E)   What organizations or groups do you belong to that you consider relevant to being able to perform this job?

Question 12

What does a correlation of 0 mean?

Accepted Answer

A)   a negative correlation
B)   a positive correlation
C)   a correlation where one number goes up and the other goes down
D)   no correlation at all
E)   an error in the correlation coefficients

Question 13

Identify the traits that are found in a conscientious person.

Accepted Answer

A)   sociable,gregarious,assertive,and talkative
B)   dependable,organized,persevering,and achievement-oriented
C)   courteous,trusting,good-natured,and tolerant
D)   emotionally stable,nondepressed,secure,and content
E)   curious,imaginative,artistically sensitive,and broad-minded

Question 14

Reliability answers the important question if one is measuring something that matters.

Accepted Answer

A) True 
 B)False

Question 15

Donna Hernandez has applied for the position of data systems operator in one of the federal governmental agencies.As part of the selection process,she takes a civil services examination that measures her existing knowledge and skills.This scenario exemplifies a(n)_____.

Accepted Answer

A)   psychometric test
B)   critical thinking test
C)   judgment test
D)   aptitude test
E)   achievement test

Question 16

Identify the correct statement regarding predictive validation.

Accepted Answer

A)   It is the least effective method of measuring validity.
B)   It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C)   It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance.
D)   It is the quickest and easiest method compared to other ways of measuring validity.
E)   Its scores are influenced by applicants' job experiences.

Question 17

Francisco Holt had applied for the position of an emergency direct care worker at the City Medical Center.In the last round of the selection process,he had to take part in a testing procedure that simulated an emergency situation.He had to run a half-mile on the treadmill,followed by a step test,a posture test,a squat test,and a weight-lifting test.His performance was timed and his heart rate was monitored throughout the tests.Which of the following tests is exemplified in this case?

Accepted Answer

A)   cognitive ability test
B)   critical thinking test
C)   psychometric test
D)   physical ability test
E)   achievement test

Question 18

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 positive correlation between the two sets
E)   an indefinite relationship between the two sets

Question 19

During interviews for medical assistants at the Haleview Medical Center,all the candidates were asked to talk about a situation in the past when they had to empathize with an emotionally unstable person and help that person make rational decisions.This was to test whether the candidates would be able to assist a frantic patient and help him or her make informed decisions.This type of interview is known as a(n)_____ interview.

Accepted Answer

A)   unstructured
B)   nondirective
C)   behavior description
D)   physical ability
E)   exit

Question 20

Which of the following is an accurate feature of a job application form?

Accepted Answer

A)   It is an expensive way of gathering information from candidates.
B)   It ensures that certain standard categories of information are obtained.
C)   It prevents human resource personnel from ranking candidates.
D)   It has a customized format for every candidate.
E)   It is usually unsigned and undated.

Exam 6: Selecting Employees and Placing Them in Jobs