Deck 6: Employee Testing and Selection

Question 1

The process of cross-validating a test involves all of the following EXCEPT ________.

A)using a new sample of employees
B)administering additional tests
C)evaluating the relationship between scores and performance
D)developing and analyzing a scatter plot of scores versus performance

Answer 1

D
Explanation: D)Cross-validating involves administering additional tests to a new sample of employees. This final step also requires an assessment of predictive validation and an evaluation of the relationship between scores and job performance. An expectancy chart might be developed but not a scatter plot.

Question 2

Which of the following is a graph that shows the relationship between test scores and job performance for a group of people?

A)performance standard
B)digital dashboard
C)competency model
D)expectancy chart

Answer 2

D
Explanation: D)If there is a correlation between test and job performance, you can develop an expectancy chart during the process of validating an employment test. An expectancy chart presents the relationship between test scores and job performance graphically.

Question 3

Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test?

A)equivalency
B)reliability
C)expectancy
D)validity

Answer 3

B
Explanation: B)Reliability is a test's first requirement and refers to its consistency: A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.

Question 4

If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you would most likely conclude that this test is ________.

A)valid
B)invalid
C)reliable
D)unreliable

Question 5

Demonstrating the content validity of a test can be best accomplished by showing that ________.

A)tasks performed on the test are general enough to apply to any type of job
B)higher test scores are statistically equivalent to proven, long-term job success
C)the test is representative of important aspects of performance on the job
D)scores on the test are both internally and externally reliable

Question 6

Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

A)reliability
B)validity
C)expectancy
D)consistency

Question 7

A reliable employment test will most likely yield ________.

A)consistent scores when a person takes two alternate forms of the test
B)improved scores when a person takes the same test more than once in a single day
C)high scores when a person takes two alternate forms of the test on different occasions
D)similar scores when two different people are administered the test at different times

Question 8

If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day, you would most likely conclude that this test is ________.

A)valid
B)invalid
C)reliable
D)unreliable

Question 9

According to a survey, most employers who administer tests to applicants are measuring ________.

A)job skills
B)psychological behaviors
C)interpersonal behaviors
D)ethical opinions

Question 10

What is the primary disadvantage of using concurrent validation?

A)Current employees may not be representative of new applicants.
B)New applicants are recent college graduates with limited experience.
C)Limited correlation exists between high test scores and job performance.
D)Test batteries have not been administered by professional industrial psychologists.

Question 11

Which of the following measures reliability by administering two different yet comparable tests and then comparing the two test scores?

A)retest estimate
B)equivalent form estimate
C)internal comparison estimate
D)criterion validity measurement

Question 12

According to the American Psychological Association, all of the following are rights of test takers EXCEPT the right to expect ________.

A)informed consent regarding the use of test results
B)scores to be interpreted by qualified individuals
C)tests to be the only selection tools for a job
D)fairness of the test for all who take it

Question 13

Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards?

A)employment malpractice
B)negligent hiring
C)improper hiring
D)invalid screening

Question 14

The unreliability of a test is best explained by all of the following EXCEPT ________.

A)poor sampling of question material
B)lack of equivalence between tests
C)inconsistent testing conditions
D)failure to predict job performance

Question 15

Which of the following best describes how to use a test-retest reliability estimate to assess reliability?

A)administer a test with content based on what a person actually needs to know to effectively perform the job in question
B)administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1
C)administer different tests to a group of people and compare the range of collected test scores
D)administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1

Question 16

________ validation is considered the most dependable method of validating an employment test.

A)Applicable
B)Predictive
C)Concurrent
D)Statistical

Question 17

When repetitive questions appear on a questionnaire, which of the following is most likely being measured?

A)test validity
B)retest estimate
C)internal consistency
D)criterion validity

Question 18

All of the following are used for estimating reliability of a test EXCEPT ________.

A)test-retest estimate
B)internal comparison estimate
C)equivalent form estimate
D)content validity measurement

Question 19

The first step in the test validation process is ________.

A)creating a test battery
B)administering tests
C)analyzing the job
D)cross-validating

Question 20

________ is used as an estimate of reliability and involves administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses to the items vary together.

A)Retest estimate
B)Equivalent form estimate
C)Content validity estimate
D)Internal comparison estimate

Question 21

For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following, if true, supports the argument that Golden Creamery should require franchise owners to use the firm's preemployment tests?

A)Hourly employees at Golden Creamery stores typically remain with the company long enough to be promoted to management positions.
B)Golden Creamery franchise owners pay an initial franchise fee and receive a percentage of sales royalties in return.
C)Annual turnover rates for hourly employees of Golden Creamery stores are three times the rate of comparable businesses.
D)Individuals interested in working at a Golden Creamery store can complete online applications on the firm's Web site.

Question 22

Concurrent validation is the most dependable way to validate a selection test.

Question 23

Organization-person fit is the primary concern of most employers during the selection process.

Question 24

An internal comparison estimate measures a test's internal consistency.

Question 25

Employers concerned about ethical and EEO violations may purchase employment tests that have been validated.

Question 26

Tests administered for hiring purposes should be both valid and reasonable if used by a firm that adheres to evidence-based human resources.

Question 27

Selection tests should be used as supplements to other tools like interviews and background checks.

Question 28

Content validity is based on showing that the scores on the test are related to job performance.

Question 29

Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.

Question 30

For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following best supports the argument that Golden Creamery should use a certified psychologist to develop preemployment tests?

A)Golden Creamery needs to comply with all federal and state laws.
B)Golden Creamery competitors use psychologists for test development.
C)Golden Creamery strives to create a conscientious organizational culture.
D)Golden Creamery needs to ensure that tests are legally and ethically appropriate.

Question 31

A test battery is based on a combination of several tests that can then measure an array of predictors.

Question 32

If there is a correlation between test and job performance, one can develop an expectancy chart to illustrate the relationship between test scores and job performance graphically.

Question 33

To use predictive validation, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.

Question 34

There are five steps in the validation process beginning with analyzing the job and concluding with administering the test.

Question 35

A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.

Question 36

EEO laws require nondiscriminatory selection procedures for protected groups.

Question 37

Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.

Question 38

The strong correlation between test results and job performance has led to numerous expert recommendations that tests be used as the only selection tool in the hiring process.

Question 39

Test validity in employment testing is demonstrated through criterion validity and content validity.

Question 40

The American Psychological Association's standards for educational and psychological tests are legally enforceable.

Question 41

According to the Uniform Guidelines, employers are required to prove the validity of selection procedures for all assessments.

Question 42

The Federal Privacy Act allows federal employees to view their personnel files.

Question 43

All of the following are measured by aptitude tests EXCEPT ________.

A)deductive reasoning
B)numerical ability
C)temperament
D)memory

Question 44

Carl recently participated in a selection test for a position at Northern Aeronautics. The test measured Carl's finger dexterity and reaction time, so it was most likely a(n)________ test.

A)motor ability
B)personality
C)cognitive
D)interest

Question 45

Mike Simmons recently applied for a position with Pfizer Pharmaceuticals. Which personality trait most likely has the strongest correlation to Mike's success as a pharmaceutical sales representative?

A)extroversion
B)agreeableness
C)conscientiousness
D)openness to experience

Question 46

According to experts, most people are hired for their qualifications and fired because of attitude, motivation, and ________.

A)physical limitations
B)lack of aptitude
C)temperament
D)psychological issues

Question 47

As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which of the following is most likely being measured by UPS?

A)interpersonal skills
B)cognitive skills
C)physical abilities
D)achievements

Question 48

Make a Picture Story and the Forer Structured Sentence Completion Test are examples of ________ tests.

A)intelligence
B)apperception
C)self-reported
D)projective

Question 49

What is the difference between criterion validity and content validity? Which one is more difficult to demonstrate?

Question 50

Criterion validity shows a relationship between how well a person performs on a selection test and how well a person performs on the job.

Question 51

Which if the following is a projective personality test?

A)MMPI
B)California Psychological Inventory
C)Make a Picture Story
D)Myers Briggs Test

Question 52

________ represents a tendency to be sociable, assertive, and active.

A)Extroversion
B)Conscientiousness
C)Agreeableness
D)Openness to experience

Question 53

What is test validity? How are selection tests validated?

Question 54

________ tests include assessments of general reasoning ability and of specific mental abilities like memory and inductive reasoning.

A)Motor ability
B)Personality
C)Achievement
D)Cognitive

Question 55

Why are tests and other screening tools an important aspect of employee selection? What rights do test takers have during the testing process?

Question 56

For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following questions is most relevant to Golden Creamery's decision to implement preemployment testing for all franchises?

A)Should Golden Creamery use internal or external sources for job candidates?
B)How will Golden Creamery ensure the confidentiality of an applicant's test results?
C)How does testing correlate with Golden Creamery's mission and vision statements?
D)What is the role of testing in Golden Creamery's strategic performance management system?

Question 57

All of the following are most likely assessed on personality tests EXCEPT ________.

A)extraversion
B)reasoning
C)sensitivity
D)emotional stability

Question 58

Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility?

A)neuroticism
B)extroversion
C)conscientiousness
D)openness to experience

Question 59

Grafton Industries administers selection tests to job candidates. The tests measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability, so they are most likely ________ tests.

A)standardized
B)intelligence
C)achievement
D)personality

Question 60

The Big Five personality dimensions include all of the following EXCEPT ________.

A)neuroticism
B)optimism
C)extroversion
D)conscientiousness

Question 61

Although inexpensive to develop, assessment centers are infrequently used by employers because such tests have a weak correlation with future job performance.

Question 62

Which of the following is used to measure job knowledge?

A)aptitude tests
B)interest inventories
C)achievement tests
D)projective tests

Question 63

With the work sampling technique, applicants are ________.

A)asked to submit examples of projects they have completed for other employers
B)tested on their ability to perform several tasks crucial to performing the job of interest
C)tested on their ability to perform a range of tasks related to several positions in a firm
D)given video-based situational interviews to assess their critical thinking skills

Question 64

Industrial psychologists often emphasize the "big five" personality dimensions in personnel testing. List and explain the meaning of the big five dimensions. How do personality traits correlate with job performance?

Question 65

An interest inventory compares an applicant's current interests with the interests of ________.

A)retired workers
B)other people in the same industry
C)other people in various occupations
D)managers and executives in the firm

Question 66

What is a management assessment center? What are some of the most common tasks conducted in management assessment centers?

Question 67

What are three arguments against the use of personality tests as predictors of job performance?

Question 68

A(n)________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance.

A)work sampling event
B)situational judgment test
C)management assessment center
D)applicant personality test

Question 69

In a brief essay, discuss the use and effectiveness of cognitive tests versus work sampling techniques for employee selection.

Question 70

How would an employer benefit from using both personality tests and situational tests when screening job applicants?

Question 71

Which personality characteristic is comprised of both achievement and dependability?

A)neuroticism
B)extroversion
C)conscientiousness
D)agreeableness

Question 72

The tendency for one to be trusting, compliant, caring, and gentle is the personality dimension known as ________.

A)extroversion
B)conscientiousness
C)agreeableness
D)openness to experience

Question 73

While some personality characteristics are associated with success in different types of jobs, which personality trait is most frequently associated with job performance in all jobs?

A)openness to experience
B)conscientiousness
C)extroversion
D)agreeableness

Question 74

Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employee that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values-honor, integrity, having fun, and continually seeking knowledge-serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process. Which of the following, if true, would most likely undermine the argument that Red Robin should use achievement tests in the employee selection process?

A)Red Robin receives so many applications that it only considers individuals with previous job experience in the restaurant industry.
B)Red Robin provides a two-week training session to all new hires, which are frequently college students with little experience in the restaurant industry.
C)Red Robin expects applicants for management positions to understand current EEO laws and be aware of ADA requirements.
D)Red Robin requires applicants for cashier positions to take typing tests to assess their speed at the cash register.

Question 75

Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional?

A)extroversion
B)conscientiousness
C)neuroticism
D)openness to experience

Question 76

Which of the following is the primary advantage of the work sampling technique?

A)Applicants find it difficult to fake answers.
B)Employers learn about an applicant's personality.
C)Applicants can evaluate their own performance.
D)Fine motor skills can be accurately assessed over time.

Question 77

Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of people in various occupations.

Question 78

Applicant tracking systems compile resumes, track applicants during the hiring process, and screen out applicants who do not meet minimum job requirements.

Question 79

Applicant tracking systems are mostly used by employers to ________.

A)develop work samples
B)develop specific job descriptions
C)verify a candidate's U.S. citizenship
D)screen and rank candidates based on skills

Question 80

Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employees that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values-honor, integrity, having fun, and continually seeking knowledge-serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process. Which of the following, if true, would best support the argument that Red Robin should use personality tests in the employee selection process?

A)Red Robin encourages employees to participate in the firm's environmental stewardship program to show community support.
B)Red Robin seeks outgoing, motivated, and compassionate employees to enhance the experience of its customers.
C)Red Robin offers monetary incentives to managers who meet quarterly sales targets and exceed performance expectations.
D)Red Robin desires employees with extensive knowledge of the restaurant industry and at least two years of experience serving customers.