Deck 6: Personnel Selection

Question 1

Using an "at work" frame of reference on test items has been shown to increase the validity of _____.

A) cognitive ability tests
B) personality tests
C) situational judgment tests
D) tests of specific cognitive abilities

Answer 1

B

Question 2

The Big Five personality dimension of _____ includes facets such as orderliness, dutifulness, and achievement striving.

A) conscientiousness
B) extraversion
C) openness to experience
D) proactivity

Answer 2

A

Question 3

Of the following selection tools, ____ tends to have the highest validity

A) Structured Interviews
B) Unstructured Interviews
C) Semi-structured interviews
D) Personality assessment interviews

Answer 3

A

Question 4

_______ refers to the tendency to recognize and act on opportunities in the environment.

A) conscientiousness
B) openness to experience
C) adaptability
D) proactive personality

Question 5

Core self-evaluations includes the following:

A) conscientiousness, adaptability, emotional intelligence
B) proactive personality, adaptability, emotional intelligence
C) self-esteem, locus of control, self-efficacy, neuroticism
D) self-efficacy, openness to experience, self-esteem, conscientiousness

Question 6

"I work quickly rather than paying attention to rules and details." This item would most likely be found on test of ______.

A) integrity
B) conscientiousness
C) adaptability
D) proactive personality

Question 7

____ tap into a person's preferences for certain types of work or work environments.

A) Vocational interests tests
B) Biodata measures
C) Assessment centers
D) Resumes

Question 8

Which of the following best exemplifies a psychomotor test?

A) test-taker makes a situationally-based judgment
B) test-taker completes an in-basket task
C) test-taker identifies parallel analogies
D) test-taker inserts pegs into boards

Question 9

Which of the following questions would be the most likely to be asked in a situational interview?

A) Think of a time when you were asked to find a bicycle that best fit a customer. What did you do?
B) If a customer asked you to find a bicycle that best fits him/her, what would you do?
C) How would you describe your relationship with your previous supervisor?
D) Do you work well under pressure?

Question 10

____ tests allow test-takers to go at their own pace, with no consideration for how quickly they can answer the questions.

A) Speed
B) Power
C) Group-administered
D) Cognitive

Question 11

_____ questions focus on an applicant's education and past work and life experiences to predict how well the applicant can perform the job.

A) Work sample
B) Situational judgment test
C) Biodata
D) Assessment center

Question 12

____ tests require test-takers to work as quickly as possible within a short period of time.

A) Speed
B) Power
C) Group-administered
D) Cognitive

Question 13

Of the Big Five, ____ was found to be a good predictor of sales and management jobs.

A) extraversion
B) positive affectivity
C) agreeableness
D) openness to experience

Question 14

"I pay attention to details." This item would most likely be found on a(n) _____.

A) neuroticism test
B) adaptability test
C) conscientiousness test
D) openness to experience test

Question 15

As part of a hiring process for computer technicians, a company asks job applicants to fix a malfunctioning computer. This type of selection procedure most likely represents a _____.

A) situational judgment test
B) personality test
C) work sample test
D) structured interview

Question 16

A hiring manager asks each job applicant different questions. Some of the questions are not necessarily job related. What type of selection procedure is the hiring manager most likely using?

A) structured interview
B) unstructured interview
C) personality test
D) biodata

Question 17

The Big Five personality dimensions are:

A) Extraversion, Agreeableness, Neuroticism, Conscientiousness, Openness to Experience
B) External Locus of Control, Internal Locus of Control, Positive Affectivity, Negative Affectivity, Self-Monitoring
C) Emotional Stability, Self-Efficacy, Self-Esteem, Internal Locus of Control, External Locus of Control
D) Verbal Ability, Quantitative Ability, Reasoning Ability, Spatial Ability, Perceptual Ability

Question 18

Which of the Big Five personality dimensions is the most consistent predictor of job performance across a variety of job types?

A) Extraversion
B) Agreeableness
C) Locus of Control
D) Conscientiousness

Question 19

Which of the following is a method rather than a construct?

A) integrity
B) assessment center
C) extraversion
D) proactive personality

Question 20

The term "g" stands for _____.

A) general cognitive ability
B) validity coefficient
C) general core self-evaluations
D) conscientiousness

Question 21

When considering the use of cognitive ability tests in selection, which of the following is true?

A) Cognitive ability tests have high validity and low adverse impact.
B) Cognitive ability tests have high validity and high adverse impact.
C) Cognitive ability tests have low validity and low adverse impact.
D) Cognitive ability tests have low validity and high adverse impact.

Question 22

One reason for the increased use of personality tests for selection is that these tests have _____.

A) high validity
B) low adverse impact
C) lead to decreased faking by applicants
D) strongly correlated with situational judgment

Question 23

Whereas ____ questions ask applicants about their past job-related experiences, _____ questions ask hypothetical job-related questions.

A) unstructured interview; behavioral interview
B) situational interview; unstructured interview
C) situational interview; behavioral interview
D) behavioral interview; situational interview

Question 24

Which of the following are ways to add structure to a job interview?

A) Use the same job related questions for all applicants.
B) Develop standardized rating scales.
C) Use multiple raters.
D) All of the above are true.

Question 25

A(n)____ is a type of work sample test for managers.

A) unstructured interview
B) proactive personality test
C) assessment center
D) extraversion test

Question 26

The idea that past and present behaviour are the best predictors of future behaviour is the basis for the use of _____ in selection.

A) cognitive ability
B) resumes
C) biodata
D) situational judgment tests (SJTs)

Question 27

Julio applies for a customer service job. As part of the selection process, he takes a multiple choice test that asks him how he would handle various interpersonal and customer service scenarios. In this case, Julio has completed a(n) _____.

A) situational judgment test (SJT)
B) biodata test
C) assessment center exercise
D) cognitive ability test

Question 28

State laws that prevent employers from asking about criminal history on a job application are called ____.

A) Ban the box laws
B) Equal hiring laws
C) Biodata control laws
D) Open resume laws

Question 29

Katrina is interviewing Ella for a management trainee job. As part of the interview, Katrina explains what the job is like, both good and bad. This is called a _____.

A) recruitment interview
B) realistic job preview
C) onboarding preview
D) quality control review

Question 30

Research has shown that integrity tests _____.

A) are good predictors counterproductive work behaviors
B) have high adverse impact against protected groups
C) are good for attracting people with high job satisfaction to the organization
D) have low utility

Question 31

Which of the following is correct about the research thus far on the use of artificial intelligence (AI) to score video interviews?

A) Job applicants tend to prefer this approach because it eliminates bias.
B) Job applicants tend to dislike this approach.
C) This approach has shown poor validity as a selection tool.
D) This approach to interviewing is costly.

Question 32

Which of the following is correct about the use of credit scores in selection?

A) Credit scores are good predictors of workplace deviance.
B) High credit scores are associated with high agreeableness.
C) High credit scores are associated with low agreeableness.
D) Credit scores should be included as part of most selection programs.

Question 33

Which of the following is correct about the use of resumes in selection?

A) They are commonly used because they are very good predictors of performance.
B) They are commonly used but there is little research that shows that they are valid.
C) They may be illegal as personnel selection tools.
D) They provide consistent information about each job applicant.

Question 34

Which of the following are true about the use of social networking sites for personnel selection?

A) Social networking sites may provide recruiters with demographic information about job candidates that recruiters are legally barred from using when making hiring decisions.
B) Recruiter ratings of candidates' social networking sites are predictive of future job performance.
C) Job candidates should not be concerned with what is on the social networking sites because it is illegal for recruiters to use this information.
D) All of the above are true.

Question 35

The Big Five personality dimension that best predicts job performance across all jobs is neuroticism.

Question 36

General cognitive ability is one of the best predictors of job performance across different types of jobs.

Question 37

The validity of cognitive ability tests can be improved by providing an "at work" frame of reference for test takers.

Question 38

Integrity tests are a weak predictor of counterproductive work behaviors.

Question 39

A situational interview asks job-related questions about an applicant's actual past work-related experiences.

Question 40

Unstructured interviews are better than structured interviews for predicting job performance.

Question 41

Cognitive ability tests have high adverse impact against some protected groups.

Question 42

A situational judgment test (SJT) puts the job applicant into a work-related situation and ask what they believe is the right action.

Question 43

Research has found that people with high credit scores are high on agreeableness.

Question 44

Biodata questions ask applicants about their past life history and experiences.

Question 45

The Big Five dimension that is the best predictor of performance across all jobs is _____.

Question 46

_____ is when tests are administered online so that a person might take the test at home or at some location away from a representative of the organization.

Question 47

The degree to which there are mean differences in the performance of different subgroups (e.g., ethnic groups, men vs. women) on a selection procedure is called _____.

Question 48

Tests which assess dexterity and/or coordination and which may require agility and dexterous movements of the fingers, hands, or body are called _____.

Question 49

_____ personality is the tendency to recognize and act on opportunities in the environment.

Question 50

The combination of self-esteem, locus of control, self-efficacy, and neuroticism is referred to as _____.

Question 51

____ are tests Tests developed to predict negative and counterproductive employee behaviors such as theft, malingering, drug use, and aggression.

Question 52

A type of structured interview where applicants are asked job-related questions about hypothetical situations is called a _____.

Question 53

____ tests are tests developed to assess dimensions like endurance or explosive strength for physically demanding jobs such as firefighter.

Question 54

A _____ is a selection procedure in which the applicant is asked to do a small portion of the job.

Question 55

Discuss the advantages and disadvantages of traditional paper-and-pencil tests and unproctored Internet testing.

Question 56

Why is it important to differentiate between methods and constructs in the selection context? What are they and how do they differ?

Question 57

What is a work sample test? What is one advantage and one disadvantage of using work sample tests?

Question 58

What is an assessment center? What is one advantage and one disadvantage of using assessment centers?

Question 59

What are some ways in which structure can be added to a selection interview?

Question 60

Accumulated evidence has demonstrated that general cognitive abiilty is one of the best predictors of job performance across a variety of jobs. Why is that some U.S. organizations refrain from using general cognitive ability tests or are very cautious when using them?

Question 61

What is at least one way to improve the validity of Big Five personality tests?

Question 62

What is the validity of different types of interviews for selection?

Question 63

What types of exercises are included in an assessment center?

Question 64

Discuss the use of integrity tests in selection.

Question 65

Discuss the value of work samples in selection.

Question 66

What are SJTs and why are they used?

Question 67

Discuss the use of resumes in selection.

Question 68

Discuss the use of credit history and scores for selection.

Question 69

Discuss the use of AI to score interviews.

Question 70

Discuss the use of social media in selection.