Deck 7: Selecting Employees

Question 1

The validity of a predictor refers to the extent to which a criterion predictor produces consistent results.

Answer 1

False

Question 2

Reasoning tests measure the ability to visualize objects in space and determine their relationships.

Answer 2

False

Question 3

Courts have ruled that an individual's arrest record is a lawful basis for refusal to hire.

Answer 3

False

Question 4

The objective of the selection process is to seek and attract attention of qualified candidates.

Question 5

The split halves method used to determine reliability involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Question 6

Predictive validation is used frequently because it is cost-efficient and fast.

Question 7

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

Question 8

One advantage of concurrent validation is that in situations in which either racial or sexual discrimination has been practiced in the past,minorities and women will be adequately represented.

Question 9

Polygraph tests are widely used today to screen out undesirable job candidates.

Question 10

The Americans with Disabilities Act stipulates that a physical exam cannot be conducted until after a job offer has been extended to a job candidate.

Question 11

Psychomotor tests measure the job-related knowledge possessed by the applicant.

Question 12

An applicant flow record is required to be filled by all applicants as part of the selection process.

Question 13

A criterion predictor never correlates perfectly with a criterion of job success.

Question 14

According to the EEOC and the courts,inquiries about race,color,national origin,or religion are illegal per se.

Question 15

An unstructured interview does not have a predetermined checklist of questions.

Question 16

Chemical testing,such as for drugs or AIDS,is not prohibited.

Question 17

Any procedure that is used to make selection decisions is construed to be a test.

Question 18

People with AIDS and people who test positive for HIV antibodies are protected in their jobs by the Vocational Rehabilitation Act.

Question 19

Overgeneralizing refers to a problem that the interviewer may allow a single prominent characteristic to dominate judgment of all other traits.

Question 20

The Privacy Act of 1974 prevents government agencies from making their employment records available to other organizations without the consent of the individual involved.

Question 21

Which of the following steps of a selection process is carried out only for those individuals who are offered the position and the job offer is contingent on the individual passing this test?

A)Physical examination
B)Diagnostic interview
C)Preliminary interview
D)Reference checking

Question 22

The first step of the selection process is:

A)the diagnostic interview.
B)completion and screening of the application form.
C)reference checking.
D)preliminary interview.

Question 23

The use of polygraph testing is:

A)a widely permissible means of determining truth.
B)currently prohibited in most employment settings.
C)totally objective since the device interprets the readings.
D)growing in tandem with technological advances.

Question 24

_____ tests measure how well the applicant can do a sample of the work to be performed.

A)Interest
B)Proficiency
C)Productivity
D)Psychomotor

Question 25

Prior to the EEOC rendering them as irrelevant to actual job performance,general intelligence tests were among the most frequently used:

A)proficiency tests.
B)psychomotor tests.
C)aptitude tests.
D)interest tests.

Question 26

_____ tests are used to differentiate experienced and skilled workers from less experienced and less skilled workers.

A)Interest
B)Job knowledge
C)Psychomotor
D)Reasoning

Question 27

To obtain certain information that could otherwise be used to illegally discriminate,employers encourage voluntary submission of:

A)applicant flow records.
B)declassified disclosures.
C)realistic job previews.
D)personnel requisition forms.

Question 28

Which of the following tests are based on the assumption that people are more likely to be successful in jobs they like?

A)Personality tests
B)Proficiency tests
C)Interest tests
D)Polygraph tests

Question 29

An employer can refuse to hire on the basis of an applicant's prior arrest and conviction record,if:

A)probation was granted at some point.
B)a judicial appeal upheld a prior decision.
C)such policy relates to the job at hand.
D)the company prides itself on a perfect record by all employees.

Question 30

In HRM,the purpose of a job application form is to:

A)test applicants' interpersonal skills.
B)inform the applicants about the job responsibilities.
C)inform the applicants about the selection criteria.
D)screen out unqualified applicants.

Question 31

Perception speed tests measure the ability to:

A)deal with numbers.
B)use words in thinking,planning,and communicating.
C)make correct judgments based on logic.
D)recognize similarities and differences.

Question 32

_____ tests measure a person's capacity or potential ability to learn and perform a job.

A)Psychomotor
B)Personality
C)Interest
D)Aptitude

Question 33

_____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

A)Test Evaluation Book
B)Mental Measurements Yearbook
C)Knowledge Measurements Evaluation
D)Employee Selection Procedure

Question 34

A word processing test given to applicants for a secretarial job is an example of a(n)_____ test.

A)proficiency
B)interest
C)personality
D)polygraph

Question 35

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of which of the following?

A)Personality tests
B)Reasoning tests
C)Interest tests
D)Proficiency tests

Question 36

One of the best ways to encourage application form accuracy is to:

A)include a statement that termination could result from inaccuracies.
B)make the applicant comfortable while filling out the form.
C)consider an application for selection only after reference checking.
D)insist that all responses are transcribed from the applicant's resume.

Question 37

While hiring people to fill assembly-line jobs,which of the following tests is most likely to be administered?

A)Perception speed test
B)Verbal-aptitude test
C)Psychomotor test
D)Reasoning test

Question 38

Disclosure of a person's race,color,national origin,or religion should be avoided on an application form because:

A)such questions should be reserved for the interview time.
B)recording of such information can be proven as discriminatory.
C)it is illegal to address such matters in any circumstance.
D)recruitment ads specify that certain minorities need not apply.

Question 39

Which of the following is a prerequisite to the selection process?

A)Orientation
B)Appraisal
C)Recruitment
D)Exit interview

Question 40

Which of the following is NOT characteristic of the preliminary interview?

A)Emphasizes job-related questions
B)It is an exploratory interview
C)Often conducted by HR personnel
D)Usually the longest interview held

Question 41

How accurately a predictor actually predicts the criterion of job success is called:

A)reliability.
B)validity.
C)usability.
D)adaptability.

Question 42

Which type of interview involves the interviewer assuming a hostile and antagonistic attitude toward the interviewee?

A)Structured interview
B)Unstructured interview
C)Stress interview
D)Panel interview

Question 43

The type of validity in which a test is given to current employees and correlated to job performance scores immediately is called:

A)predictive validity.
B)concurrent validity.
C)construct validity.
D)content validity.

Question 44

_____ is a method used to demonstrate reliability which involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

A)Parallel forms
B)Split halves
C)Alternative forms
D)Test-retest

Question 45

The final decision as to which candidate will be hired is usually left to the:

A)manager in the department with the job opening.
B)HR manager.
C)top management.
D)corporate office.

Question 46

Explain the purpose of a preliminary interview.

Question 47

Discuss the various types of interviews.

Question 48

Explain the terms validity and reliability with reference to the selection procedure.

Question 49

Explain predictive validity and concurrent validity.What are their advantages and disadvantages?

Question 50

What are the various problems associated with conducting interviews?

Question 51

Write a short note on polygraph tests.

Question 52

Discuss adverse (or disparate)impact.

Question 53

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

A)Psychomotor tests
B)Thematic Apperception Tests
C)Proficiency tests
D)Polygraph tests

Question 54

Discuss the various types of aptitude tests.

Question 55

The type of validity in which a test is given to the entire pool of job applicants and correlated to job performance scores some months later is called:

A)predictive validity.
B)concurrent validity.
C)construct validity.
D)content validity.

Question 56

The _____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

A)2/3^rds
B)50/20
C)4/5^ths
D)80/20

Question 57

Advantages of the _____ interview are that it provides the same type of information on all interviewees and allows systematic coverage of all questions deemed necessary by the organization.

A)stress
B)structured
C)group
D)unstructured

Question 58

The halo effect occurs when:

A)the interviewer uses only open-ended questions throughout the interview.
B)the candidate being interviewed is overqualified for the job.
C)the interviewer has some preconceived notions about the candidate.
D)the interviewer allows a single prominent characteristic to dominate judgment of all other traits.

Question 59

What are the various methods used to demonstrate the reliability of a criterion predictor?

Question 60

What is an applicant flow record?