Deck 5: Assessment Methods for Selection and Placement

Question 1

The reliability and validity of a single-item test is similar to that of a multiple-item test.

Answer 1

False

Question 2

As a test administrator it is important to you that the test is easy to score and can be efficiently administered to a large number of people.Which of the following tests would be your best choice?

A)An open-ended group test
B)A group performance test
C)An individual performance test
D)A group pencil-and-paper test

Answer 2

A group pencil-and-paper test

Question 3

Assume your next exam in this class contains two essay questions and that you have three hours to complete it.What type of test is this?

A)an individual ability test
B)an open-ended performance test
C)an open-ended power test
D)a power performance test

Answer 3

an open-ended power test

Question 4

Which of the following tests is a valid predictor of performance across a large number of different kinds of jobs?

A)Cognitive ability tests
B)Psychomotor ability tests
C)Emotional intelligence tests
D)Vocational interest tests

Question 5

Assume your next exam in this class contains 300 multiple choice questions,and that you have only 30 minutes to complete it.What type of test is this?

A)a performance test
B)an open-ended test
C)a paper-and-pencil power test
D)a group speed test

Question 6

The four distinguishing characteristics of tests do NOT include which of the following?

A)Group vs.individually administered tests
B)Objective vs.open-ended tests
C)Power vs.speed tests
D)In-basket test versus leaderless group discussion

Question 7

A test designed to measure both knowledge and skill is known as a(n)

A)vocational interest test.
B)achievement test.
C)cognitive ability test.
D)integrity test.

Question 8

Assessment methods of potential candidates for a specific job do NOT include the use of:

A)Interviews
B)Psychological tests
C)work samples
D)Family information

Question 9

Psychological tests usually contain multiple items rather than a single item.Why?

A)To improve reliability.
B)To improve utility.
C)To conceal the purpose of the test.
D)To enhance emotional intelligence

Question 10

Daiymo car company has 100,000 applicants for 3,000 jobs.What types of tests can it use to cut down the number of applicants quickly and inexpensively?

A)a group test
B)an individual test
C)an open-ended test
D)a performance test

Question 11

A standardized series of problems or questions that assesses a particular individual characteristic is a

A)psychological test.
B)validation study.
C)job analysis.
D)performance appraisal.

Question 12

Students who apply to graduate school must take the GRE,which is designed to indicate how much potential the student has to learn new information.The GRE is designed to measure

A)knowledge.
B)skill.
C)ability.
D)other personal characteristics.

Question 13

You are given a test that measures your mathematical ability.This is one type of

A)cognitive ability test.
B)personality test.
C)biographical inventory.
D)skill test.

Question 14

The test you are currently taking is designed to measure your present level of proficiency in this course.This test would be considered a(n)

A)EI test.
B)intelligence test.
C)achievement test.
D)personality test.

Question 15

Which of the following CANNOT be assessed with a psychological test?

A)Cognitive ability
B)Hand-eye coordination
C)Honesty
D)All of the above can be assessed by a psychological test.

Question 16

Jobs require individuals with specific knowledge,skills,abilities and other personal characteristics.These KSAOs are identified by a detailed study called a

A)job assessment study.
B)job analysis.
C)job evaluation.
D)tailored job assessment.

Question 17

Applicants for secretarial positions at ABC Publishing Co.must take a typing test.This typing test measures the applicant's

A)knowledge.
B)skill.
C)ability.
D)other personal characteristics.

Question 18

You are hiring assembly workers for your new factory.To discover whether they can use small tools to do detailed work you give them a __________ test.

A)cognitive ability
B)in-basket
C)personality
D)psychomotor ability

Question 19

A test that measures how well a person can type is best described as a(n)_________ test.

A)subjective
B)performance
C)power
D)integrity

Question 20

Which type of test will most likely have the largest problem with applicants faking responses?

A)Ability tests
B)EI tests
C)Personality tests
D)Biographical inventory

Question 21

Integrity tests predict theft better than they do general counterproductive behavior and job performance.

Question 22

You are a counselor at a large university who helps students select careers that match their interests.What kind of test are you likely to use:

A)An assessment inventory
B)A biographical inventory
C)An occupational ability test
D)A vocational interest test

Question 23

The ________ type assesses emotional intelligence as a personality characteristic that is accessible to a person's awareness.

A)information processing
B)trait
C)personality integrity
D)overt

Question 24

Personality integrity tests are obvious assessments of honesty and integrity.

Question 25

The biggest criticism of biographical inventories is that they:

A)include items that are not linked to job-relevant KSAOs.
B)do a poor job of predicating performance.
C)are easy for applicants to fake.
D)take too long to complete.

Question 26

Some researchers suggest that emotional intelligence is partly a blend of cognitive ability and a personality trait.

Question 27

How do biographical inventories differ from application forms?

A)The application form is more detailed and directly related to the specific position.
B)The biographical inventory asks about specific experiences at school or work.
C)Application forms focus more on past experiences and reactions.
D)Application forms are more likely to ask "Did you attend your high school prom" than biographical inventories

Question 28

Individuals low on emotional intelligence are socially skilled,enabling them to work smoothly with their colleagues at work.

Question 29

You are responsible for hiring police officers for your city.You want to make sure they are honest,so you ask them if they have ever broken each of 20 laws.This is an example of a(n)_____ test.

A)organizational delinquency
B)overt integrity
C)work sample
D)personality integrity

Question 30

Which of the following is FALSE about drug testing?

A)Drug testing is a means of controlling drug use at work.
B)Drug testing is decreasing in popularity because it is controversial.
C)Drug tests are criticized on the basis of invasion of privacy.
D)Drug testing is considered more acceptable for safety-sensitive jobs.

Question 31

As the Human Resources director of New Millennium Enterprises you are asked to justify your use of integrity tests.What can you tell your boss?

A)They predict both counterproductive behavior and job performance.
B)Integrity tests have been shown to predict theft in white-collar employees,but not blue-collar employees.
C)Organizational delinquency can detract from job performance.
D)Integrity tests are excellent predictors of theft

Question 32

You are given the Self-Directed Search test.What is this test assessing?

A)Your integrity
B)The match between your personality type and particular occupations
C)Your personality
D)Your emotional intelligence

Question 33

Which of the following statements about emotional intelligence (EI)tests is correct?

A)EI is one of the most important characteristics of job success.
B)Researchers agree on the definition of EI.
C)EI tests can predict job performance.
D)EI ability tests correlate more strongly with performance compared to EI trait tests.

Question 34

"During high school,what grades did you get in your chemistry class?" This question is most likely to appear on what kind of assessment device?

A)personality test
B)integrity test
C)biographical inventory
D)vocational interest test

Question 35

One concern with using personality tests is that they might lack job relevance.The concept of "job relevance" is most similar to

A)test-retest reliability.
B)face validity.
C)inter-rater reliability.
D)criterion-related validity.

Question 36

You have applied for a job as Public Relations spokesperson for New Millennium Enterprises.As part of the hiring process you are required to take a test designed to measure your tendency to behave in an extroverted way.What type of test is this?

A)An ability test
B)A personality test
C)A biographical inventory
D)An EI test

Question 37

Jamal is high in intelligence and self-control and low in extroversion and need for stimulation.Because many successful engineers have this same pattern,I recommend that Jamal become a computer engineer.This is the approach taken by

A)Vocational interest tests.
B)Occupational ability tests.
C)Biographical inventories.
D)Emotional intelligence tests.

Question 38

The _______ biographical inventory is developed by writing items that assess the KSAOs required for a particular job.

A)empirical
B)rational
C)KSAO-based
D)person-oriented

Question 39

What type of test matches the personality of the test taker to those of people in a variety of different occupations and occupational categories?

A)An assessment inventory
B)A biographical inventory
C)An occupational ability test
D)A vocational interest test

Question 40

One strength of biographical inventories is that

A)They predict performance.
B)They are less likely to invade the respondent's privacy.
C)They are quite generalizable.
D)All items are closely related to KSAOs.

Question 41

The use of computers in assessment has been limited to the

A)Development of personality profiles.
B)Minimization of the extent to which applicants present themselves in a more favorable fashion.
C)Scoring and administration of tests.
D)administration of structured interviews.

Question 42

Bias is less of a concern in a(n)_________ then in a(n)____________.

A)Unstructured interview;structured interview
B)Biographical inventory;structured interview
C)Structured interview;biographical inventory
D)Structured interview;unstructured interview

Question 43

You are taking a test prior to your hiring at New Millennium Enterprises.The computer selects the specific items based on how well you perform on the previous items.This type of test is called

A)Objective testing.
B)Tailored testing.
C)Standardized testing.
D)Adaptive testing.

Question 44

Which of the following is NOT an example of a work sample test?

A)The applicant for a faculty position is asked to give a talk.
B)The applicant for a secretarial position is asked to type a letter.
C)The applicant for a sales position is asked what products he or she has sold before.
D)The applicant for a chauffeur's position is asked to drive to the limo.

Question 45

For which of the following positions is an organization most likely to use an assessment center when determining whom to hire?

A)Secretary
B)Clerk
C)Carpenter
D)Manager

Question 46

Structured telephone interviews yield the same ratings as face-to-face- structured interviews.

Question 47

In which of the following assessment methods is the person who administers the test most likely to affect the responses?

A)Cognitive ability test
B)Biographical inventory
C)Integrity test
D)Interview

Question 48

Before being hired by New Millennium Enterprises,you are asked to participate in an exercise in which you are told to pretend that it is your first day on the job and you are faced with numerous items on your desk,including memos,letters,e-mails,and phone messages.You must deal with each of them appropriately and efficiently.This is called a(n)____________ exercise

A)leaderless group.
B)role play.
C)in-basket.
D)inferential.

Question 49

Work samples have been found to be _______ predictors of future job performance.

A)poor
B)mediocre
C)good
D)perfect

Question 50

As the Human Resource manager for New Millennium Enterprises,you hold a face to face meeting with all potential employees in which you ask the applicant a series of preplanned questions.What type of selection method is this?

A)An unstructured interview
B)A biographical interview
C)A structured interview
D)A situational interview

Question 51

The interviewer cannot affect the answers of an interviewee in a structured interview.

Question 52

Although interviews are meant to measure job-related content (such as experience and job knowledge),interview evaluations are biased by other factors.What recommendations do you have for managers who want to avoid bias?

A)Use unstructured interviews to avoid making applicants feel too uncomfortable
B)Use structured interviews that focus on job knowledge and skills
C)Telephone interviews put attractive people at a disadvantage,so you should avoid those
D)Applicants prefer telephone interviews so you should use those

Question 53

Which of the following is NOT a weakness of assessment devices?

A)They have been shown to be invalid for selection purposes.
B)Poor correlations among dimension scores across exercises.
C)Dimensions score within an exercise are too highly correlated.
D)They are expensive relative to psychological tests.

Question 54

An advantage of assessment centers is that:

A)they have a high level of realism.
B)researchers have a firm understanding of the dimensions assessment centers measure.
C)scores given to assesses within an exercise are highly correlated.
D)research indicates that each exercise measures multiple dimensions rather than single traits.

Question 55

The text listed three factors that affect structured interview judgments.Which of the following is NOT one of these factors?

A)Drug testing and previous criminal record.
B)Job-related personality.
C)Interviewing skills,such as interpersonal presentation.
D)Personal characteristics such as attractiveness,gender,and race.

Question 56

You have applied for a position as a proofreader at PDQ Publishing.Before being hired you are given a manuscript and asked to indicate any errors.This type of assessment is an example of

A)An in-basket exercise.
B)A work sample.
C)A personality test.
D)An assessment center.

Question 57

When the interviewer asks whatever questions come to mind,we say s/he is using a(n)_______ interview.

A)unstructured
B)panel
C)behavior-based
D)inferential

Question 58

In the United States the assessment center is used primarily for

A)hiring and promoting decisions.
B)assessing training needs.
C)downsizing decisions.
D)salary decisions.

Question 59

Candidates who are given a __________ interview are likely to have an advantage during a job search.

A)face-to-face
B)telephone
C)structured
D)unstructured

Question 60

Which assessment center exercise would provide the most information about an applicant's ability to cooperate with others?

A)the in-basket exercise
B)the leaderless group exercise
C)the problem-solving simulation
D)the role-play exercise

Question 61

Due to the lack of construct validity plaguing assessment center dimension scores

A)Employees should be given specific feedback on dimension scores.
B)Hiring decisions should be based on dimension scores.
C)Hiring decisions should not be based on an overall assessment center score.
D)Employees should not be given specific feedback on dimension scores.

Question 62

Scores from computerized tests are equivalent to those from paper and pencil tests.

Question 63

An advantage of administering tests electronically (e.g. ,via computer)is that:

A)Computerized tests are equivalent to printed tests.
B)Computerized tests can be scored automatically.
C)The strategies that people use when taking computerized tests are similar to those used for paper-and-pencil tests.
D)They are cheap and easy to develop.

Question 64

Which of the following is FALSE about using credit checks as a selection measure?

A)Many studies have shown credit checks are not valid predictors of performance.
B)Credit checks disadvantage minority group members,thus credit checks are vulnerable to legal challenges
C)Applicants view credit checks as unfair so highly qualified candidates are more likely to turn down an offer from a company that uses credit checks
D)Applicants view credit checks as unfair so rejected candidates are more likely to file a legal challenge