Deck 9: External Selection II

Question 1

Measures of specific cognitive abilities do not reflect general intelligence.

Answer 1

False

Question 2

Substantive assessment methods are used to weed out obviously unqualified candidates.

Answer 2

False

Question 3

The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.

Answer 3

False

Question 4

A concern regarding the use of cognitive ability tests is negative applicant reactions.

Question 5

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Question 6

The Wonderlic Personnel test has been decreasing in popularity as a test of general mental ability for selection decisions.

Question 7

Surveys are the most common means of assessing personality.

Question 8

Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.

Question 9

The Big Five personality test has lower validity as a selection test than the MMPI.

Question 10

The Big Five personality test is used to describe emotional and cognitive traits that capture 90% of an individual's personality.

Question 11

The two major types of ability tests are aptitude and achievement.

Question 12

The practice of correcting scores based on applicant scores on social desirability is not generally effective in enhancing the validity of selection decisions.

Question 13

The true validity of measures of general cognitive ability is roughly .50.

Question 14

One limitation of personality testing is that applicants may distort their responses.

Question 15

80% of organizations use some sort of ability test in selection decisions.

Question 16

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Question 17

The reliability and validity of projective tests as methods of personality assessment is moderately high.

Question 18

Personality tests and integrity tests are examples of substantive assessment methods.

Question 19

Currently,personality tests are viewed as having no validity whatsoever as selection methods.

Question 20

The NEO Personality Inventory (NEO)is a commonly used personality test.

Question 21

The use of integrity tests has increased dramatically in the past decade.

Question 22

The interview is the central means through which an applicant can learn about the job and organization.

Question 23

Performance tests and work samples assess applicants' underlying capacities and dispositions.

Question 24

Benchmark responses represent qualitative examples of the types of candidate response the interviewer may hear.

Question 25

Criteria which should be used to evaluate substantive assessment methods are significantly different than those used to evaluate initial assessment methods.

Question 26

The Myers-Briggs Type Inventory (MBTI)is an example of an interest inventory.

Question 27

Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.

Question 28

Job knowledge is best measured with the use of a structured interview.

Question 29

Interest inventories play a key role in organizational selection decisions.

Question 30

A typical unstructured interview often contains highly speculative questions.

Question 31

One method of discretionary assessment is the selection of people based on "organizational citizenship behavior."

Question 32

A clinical assessment is a mechanism whereby a trained HR professional makes a judgment about the suitability of a candidate for a job.

Question 33

Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.

Question 34

The construct of "integrity" is well understood.

Question 35

Applicant appearance may be a source of error or bias in an unstructured interview.

Question 36

A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.

Question 37

The starting point for the structured interview is the job rewards matrix.

Question 38

Applicants tend to react very negatively to the interview.

Question 39

Contingent assessment methods are always used in the selection process.

Question 40

Recent research has found relatively strong support for the validity of job knowledge tests.

Question 41

In constructing interview question scenarios Supervisors are the only source used.

Question 42

________ assessment methods are used to reduce the candidate pool to finalists for a job.

A)Initial
B)Substantive
C)Discretionary
D)Contingent

Question 43

Integrity tests have been found to be valid predictors of counterproductive behaviours (e.g. ,theft,violence,absenteeism).

Question 44

Each of the 5 traits in the Big 5 personality taxonomy is probably predictive of performance in different jobs.

Question 45

Integrity tests find people who have stolen but were not caught.

Question 46

Drug dependency is an example of a disability under human rights legislation.

Question 47

Research shows that intelligence and job satisfaction are strongly related to each other.

Question 48

The common characteristic among situational and behavioral questions is the sampling of the candidate's behavior.

Question 49

The complex nature of job performance means that cognitive ability tests need to be supplemented with other selection measures.

Question 50

Situational judgment tests place applicants in hypothetical,job-related situations and ask them to choose a course of action among several alternatives.

Question 51

Historically,the validity of personality tests was found to be ______.

A)00
B)10-.15
C)40-.50
D)70-.80

Question 52

Drug and alcohol testing is legal in most industries.

Question 53

Cognitive ability tests are valid for testing jobs of medium and low complexity but not high complexity.

Question 54

Organizations may make medical inquiries or require medical exams prior to making a job offer.

Question 55

Cognitive ability tests are valid for testing jobs of high,medium and low complexity.

Question 56

A recent survey of employers suggests that they place a heavy weight on candidate grooming in forming first impressions of interviewees.

Question 57

Random drug testing is not permitted because it does not indicate that as person is impaired,only that drugs were used at some time.

Question 58

Emotional stability is a more valid predictor of job performance when it is assessed broadly.

Question 59

Research suggests that situational judgment tests are highly valid predictors of job performance.

Question 60

It is unlawful to screen out individuals with disabilities,unless the selection procedure is job-related and consistent with business necessity.

Question 61

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n)________ test.

A)job knowledge
B)psychomotor
C)high fidelity
D)low fidelity

Question 62

Which of the following is a source of error or bias in unstructured interviews?

A)Low reliability between interviewers.
B)Nonverbal cues from interviewees influence interview ratings.
C)Primacy effects.
D)All of the above are true.

Question 63

Which of the following is true regarding the use of personality tests in the selection process?

A)Emotional stability is a much more valid predictor of job performance when it is measured narrowly.
B)The aspect of emotional stability that is more relevant to job performance is stress proneness.
C)The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance.
D)None of the above.

Question 64

Which of the following is not one of the Big Five personality factors?

A)emotional intelligence
B)extraversion
C)agreeableness
D)conscientiousness

Question 65

Which of the following is(are)true based on research regarding interviews?

A)The validity of structured interviews is low.
B)Situational interviews are less valid than job-related interviews.
C)Panel interviews were less valid than individual interviews.
D)All of the above are true.

Question 66

Which of the following cognitive abilities appear to reflect general intelligence?

A)verbal abilities
B)quantitative abilities
C)reasoning abilities
D)All of the above are correct

Question 67

Which of the following is a characteristic of a typical unstructured interview?

A)It is usually carefully planned.
B)The interviewer makes a quick and final evaluation of the candidate
C)It consists of formal,objective questioning.
D)The interviewer is highly prepareD.

Question 68

Applicant's reactions to interviews tend to be ________.

A)very favorable
B)somewhat favorable
C)neutral
D)somewhat unfavorable

Question 69

The first step of the structured interview process is _________.

A)selecting and training interviewers
B)developing the selection plan
C)consulting the job requirements matrix
D)developing selection goals

Question 70

Measures which assess an individual's capacity to function in a certain way are called _____.

A)erest inventories
B)ability tests
C)personality tests
D)knowledge tests

Question 71

The biggest reason why cognitive ability tests are not more widely used is ______________.

A)they are too expensive.
B)they are too time-consuming.
C)they are difficult to administer.
D)they have an adverse impact on minorities.

Question 72

Which of the following is true regarding integrity tests?

A)Their use has declined in the past decade.
B)They are used to reduce employee accidents.
C)They are usually paper-and-pencil measures.
D)The construct of integrity is well understooD.

Question 73

__________________ asks candidates what they did when they encountered situations critical to job performance

A)experienced based interviews
B)situational interviews
C)unstructured interviews
D)in depth interviews

Question 74

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.

A)situational
B)experience-based
C)projective
D)KSAO-based

Question 75

Which of the following is true regarding research on the validity of personality tests?

A)Conscientiousness predicted performance across all occupational groups studies.
B)Openness to experience failed to predict training performance.
C)Extraversion predicted job performance.
D)All of the above are true.

Question 76

The correlation between structured interviews and cognitive ability tests is _____________.

A)highly positive
B)moderately positive
C)zero
D)moderately negative

Question 77

Which of the following is true regarding cognitive ability tests?

A)Cognitive ability tests are among the least valid methods of selection.
B)Cognitive ability tests do not generalize to a wide range of organizations and jobs.
C)Organizations that use cognitive ability tests reap economic gains as a result.
D)All of the above are true.

Question 78

A recent research study found ___________ support for the validity of job knowledge tests?

A)relatively strong
B)no support
C)very weak
D)some

Question 79

Which of the following is true regarding the Big Five personality factors?

A)They are reasonably valid in predicting job performance.
B)They represent emotional traits.
C)They represent emotional attributes.
D)None of the above.

Question 80

The most widely used test of general mental ability for selection decisions is the ____.

A)MMPI
B)Myers-Briggs
C)Wonderlic Personnel Test
D)Job Characteristics Inventory