Deck 9: Assessing External Candidates

Question 1

Not hiring someone who would have been a poor performer is a true negative.

Answer 1

True

Question 2

Structured and unstructured interviews are equally valid in predicting job success.

Answer 2

False

Question 3

Liking one's job but not liking the company one works for reflects poor person-group fit.

Answer 3

False

Question 4

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.

Question 5

According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to resemble the work situation,the lesser the need for other validity evidence for that selection method.

Question 6

Which of the following is true of person-organization fit?

A) It is not related to the intent to stay with the company.
B) It is the same as person-job fit.
C) It is positively related to job satisfaction.
D) It is unrelated to organizational commitment.

Question 7

Integrity tests often result in adverse impact.

Question 8

Unless a business is involved in national defense or security,background checks must be relevant to the nature of the job and job requirements.

Question 9

Banding reduces the validity of a test.

Question 10

Cognitive ability tests are one of the least valid selection methods.

Question 11

If an individual's goals,values,and work style clashes with the goals,values,and work style of his or her co-workers,which of the following is true?

A) The individual has low person-job fit.
B) The individual has low person-organization fit.
C) The individual has low person-vocation fit.
D) The individual has low person-group fit.

Question 12

Juan is a highly qualified biomedical researcher.Having recently completed his education,he applies to work at a pharmaceutical company which is renowned for its fast-paced innovation and aggressive growth policy.Which of the following,if true,would provide for a poor person-organization fit in this case?

A) Juan is interested in applied research that is likely to produce tangible results.
B) Juan is has the tendency to be process-oriented and is risk averse.
C) Juan is a team-player and works exceedingly well in lab groups.
D) Juan is interested in making numerous breakthrough discoveries in the lab.

Question 13

Effective staffing enhances the degree to which a(n)________.

A) hiring manager ensures job performance
B) employee meets a job's requirements
C) individual candidate has a chance to be selected
D) employee realizes his or her own potential

Question 14

The return on investment from a new assessment method is the sum of the economic value of improved performance and the savings from avoiding bad hires.

Question 15

Psychomotor tests assess a person's capacity to manipulate and control objects.

Question 16

Asking job candidates for a mechanic position,"have you ever repaired small motors at home?" is an example of a biodata question.

Question 17

Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.

Question 18

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.

A) person-job fit
B) person-group fit
C) person-organization fit
D) supplementary fit

Question 19

Both true positive and true negative assessment outcomes are desirable.

Question 20

Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.

Question 21

Job seekers often rate ________ as the most job-related selection procedure.

A) interviews
B) aptitude tests
C) job simulation
D) personality inventories

Question 22

Black Lilies is a fledgling apparel company which is run and managed by its creator Patricia.She has advertised for an accounting executive to manage the finances of the firm.Which of the following,if true,would result in a complementary fit having occurred for the post?

A) Patricia is well-versed in accounting and will manage the firm's finances jointly with the new employee.
B) There is already a dedicated finance team in the firm who would work with the new employee.
C) The existing accounting executive is planning to quit to take up a better opportunity.
D) Patricia lacks the requisite skills to manage the company's accounts, hence the opening.

Question 23

If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate,which staffing goal is not being met?

A) generating positive stakeholder reactions
B) supporting talent philosophy and HR strategy
C) establishing the firm's employer image
D) complying with the law

Question 24

Contingent assessments are used when ________.

A) there are too many candidates and too few jobs
B) the firm has identified whom it wants to hire
C) there are too few qualified candidates per job
D) the firm is narrowing down candidates for a post

Question 25

Which of the following is true about integrity tests?

A) Integrity tests often result in adverse impact.
B) Integrity tests are, by definition, measures of cognitive ability.
C) Integrity tests have the ability to overcome the problem of faking.
D) Integrity tests usually take the form of oral interviews.

Question 26

Which of the following is a type of cognitive ability test?

A) mathematical reasoning
B) sensory skills
C) psychomotor skills
D) integrity tests

Question 27

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

A) personality assessment
B) behavioral interview
C) unstructured interview
D) situational interview

Question 28

Which of the following statements is a UGESP guideline that pertains to candidate assessment?

A) No selection procedure measuring ability should closely approximate an observable work behavior.
B) The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity.
C) Abilities must be defined in terms of observable aspects of job behavior.
D) Knowledge must be defined in general terms not necessarily directly linked to the job.

Question 29

Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method?

A) situational judgment test
B) behavioral interview
C) unstructured interview
D) situational interview

Question 30

When a restaurant hires a server who has similar competencies to the existing servers,this is an example of ________.

A) person-organization fit
B) supplementary fit
C) complementary fit
D) person-supervisor fit

Question 31

The higher the fidelity of a job simulation test the higher is the ________.

A) number of candidates taking the test
B) cognitive ability required to pass the test
C) similarity between the real job and the test
D) cost required to maintain and administer the test

Question 32

The biggest legal problem with personality tests is based on ________.

A) administration issues
B) privacy issues
C) morality issues
D) diagnostic issues

Question 33

When a company hired Marcus who turned out to be a poor performer,which assessment outcome occurred?

A) true positive
B) true negative
C) false positive
D) false negative

Question 34

Asking applicants what sports they like to play is an example of which external assessment method?

A) reference checks
B) biodata
C) job simulation
D) personality inventories

Question 35

Graphology includes any practice that involves determining personality traits or abilities from a person's ________.

A) face
B) handwriting
C) palm
D) biodata

Question 36

When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?

A) true positive
B) true negative
C) false positive
D) false negative

Question 37

An HR manager asked every candidate during an interview to describe a situation in the past in which they had to display their leadership abilities even though they were not a formal leader,discuss what they did,and describe the result.This is an example of which external assessment method?

A) situational judgment test
B) interview
C) unstructured interview
D) situational interview

Question 38

The Uniform Guidelines on Employee Selection Procedures were created to ________.

A) validate employee selection methods
B) outline the enforcement of the Americans with Disabilities Act
C) assist organizations in complying with federal law prohibiting discrimination in hiring
D) assist organizations with fewer than 10 employees comply with Title VII

Question 39

Behavioral interviews are more reliable and substantially better than ________ at predicting job performance.

A) structured interviews
B) situational interviews
C) unstructured interviews
D) situational judgment tests

Question 40

What is a stereotype threat?

A) Comparison of the hired pool of candidates against the applicant pool to avoid discrimination.
B) Evaluation of the job performance of hired candidates to avoid supplementary fit.
C) Admission of the fact that certain hiring practices have adverse impact on performance.
D) Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

Question 41

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

A) personality test
B) background check
C) job simulation
D) cognitive ability test

Question 42

Banding is used to ________.

A) reduce adverse impact
B) increase the validity of an assessment method
C) improve the accuracy of an assessment method
D) replace cognitive ability tests

Question 43

How does a biodata differ from a résumé and cover letter?

Question 44

What are the different types of fit and when would each be most important to assess?

Question 45

When should medical tests be administered?

A) before interviewing the applicant
B) after the candidate has accepted a job offer
C) any time the employer feels that it is appropriate
D) after a job offer has been extended

Question 46

Compare and contrast structured and unstructured interviews.

Question 47

Having a low selection ratio means ________.

A) hiring most people who apply for a job
B) having unacceptable adverse impact
C) hiring only a few applicants
D) having a small number of applicants per job

Question 48

Which of the following would reduce adverse impact?

A) Contract the definition of what constitutes a good job performance.
B) Use a single valid predictor instead of multiple predictors.
C) Use of cognitive tests instead of simulations.
D) Use assessment methods with less adverse impact early in the selection process.

Question 49

What is a "contingent" assessment method? Give an example and describe when contingent assessment methods should be used.

Question 50

What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.