Question 1

Sean Mathers,a recruiter for a retail firm,is looking for candidates to fill a sales position.Since the job requires the salesperson to interact with customers,Sean is looking for candidates who are expressive and convincing with customers.He also wants the candidates to be friendly and social.Which one of the "Big Five" traits is Sean looking for in particular?
A) Extroversion
B) Adjustment
C) Agreeableness
D) Conscientiousness
E) Inquisitiveness

Accepted Answer

A well-planned interview should be standardized, comfortable for the participants, and focused on the job and the organization. Human resource staff should keep the interviews narrow, structured, and standardized. The interview should not try to measure abilities and skills.

Question 2

Which of the following is true about medical examinations of job candidates?
A) Medical examinations are conducted specifically for candidates of minority groups.
B) Medical examinations are conducted upon the receipt of the candidate's résumé.
C) Medical examinations are conducted specifically for individuals with disabilities.
D) Medical examinations that measure size and strength can never be used for a job.
E) Medical examinations are conducted after the candidate has been given a job offer.

Accepted Answer

When a candidate has been selected, the organization should communicate the offer to the candidate. The offer should include the job responsibilities, work schedule, rate of pay, starting date, and other relevant details.

Question 3

In general,the results of reference checks for job applicants will be most valid if the employer _____.
A) contacts many references
B) relies exclusively on the list provided by the applicant
C) avoids direct contact with the reference
D) restricts contact with the references through e-mails
E) receives positive opinions about the employee from the reference

Accepted Answer

Job performance tests have the advantage of giving applicants a chance to show what they can do, which leads them to feel that the evaluation was fair.

Question 4

In-basket tests are an example of _____ tests.
A) job performance
B) physical ability
C) honesty
D) personality
E) cognitive ability

Accepted Answer

A behavior description interview (BDI) is a situational interview in which the interviewer asks the candidate to describe how he/she handled a type of situation in the past. Questions about candidates' actual experiences tend to have the highest validity.

Question 5

Tests designed to measure such mental skills as verbal skills,quantitative skills,and reasoning ability are referred to as _____ tests.
A) job performance
B) honesty
C) personality inventories
D) cognitive ability
E) physical ability

Accepted Answer

Conscientiousness is indicated in a person who is dependable, organized, persevering, thorough, and achievement-oriented.

Question 6

Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft?
A) Polygraph test
B) Paper-and-pencil honesty test
C) Cognitive ability test
D) Personality inventory test
E) In-basket test

Accepted Answer

The multiple-hurdle model is the process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.

Question 7

Which of the following is true about job performance tests?
A) They provide fair evaluations for applicants.
B) They have the lowest level of validity compared to other tests.
C) These tests are highly generalizable.
D) Customization of these tests for various jobs is inexpensive.
E) They are best suited for identifying the particular skills or traits the individual possesses.

Accepted Answer

A situational interview is a structured interview in which the interviewer describes a situation likely to arise on the job and asks the candidate what he/she would do in that situation.

Question 8

The "Big Five" traits that include extroversion,adjustment,agreeableness,conscientiousness,and inquisitiveness,are all _____ dimensions.
A) physical ability
B) cognitive ability
C) aptitude
D) personality
E) skills

Accepted Answer

Interviews provide a means to check the accuracy of information on the applicant's résumé or job application. Asking applicants to elaborate about their experiences and offer details reduces the likelihood of a candidate being able to invent a work history.

Question 9

Which of the following tests assess how well a person can learn or acquire skills and abilities?
A) Personality inventories tests
B) Work sample tests
C) Achievement tests
D) Aptitude tests
E) Physical ability tests

Accepted Answer

Job performance tests have the advantage of giving applicants a chance to show what they can do, which leads them to feel that the evaluation was fair.

Question 10

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____.
A) banding
B) generalizing
C) affirmative action
D) sensitizing

Accepted Answer

To protect candidates' privacy, medical exams must be related to job requirements and may not be given until the candidate has received a job offer.

Question 11

The rules for drug testing include all of the following EXCEPT:
A) drug testing should be administered systematically to all applicants for the same job.
B) the drug test reports should not be sent to applicants.
C) drug testing should be conducted for employees working in jobs that involve safety hazards.
D) drug testing should be conducted in an environment that is not intrusive.
E) drug-testing programs should allow for strict confidentiality of results.

Accepted Answer

A compensatory model of personnel selection is one in which a very high score on one type of assessment can make up for a low score on another.

Question 12

What is race norming?
A) Treating a range of scores as being similar
B) Establishing different norms for hiring members of different racial groups
C) A legal quota system that protects interests of people with disabilities
D) Basing selection decisions on a common norm for all races, regardless of impact
E) Use of cognitive tests that discriminate against women and people with disabilities

Accepted Answer

Drug-testing report should be sent to the applicant, along with information about how to appeal the results and be retested if appropriate.

Question 13

What do achievement tests measure?
A) The ability of a person to perform well under pressure
B) A person's existing knowledge and skills
C) The ability of a person to acquire skills
D) The future achievement potential of an individual
E) The attitude of an individual

Accepted Answer

Job performance testing may involve a simulated work environment, a difficult team project, or a complex computer programming puzzle. Examples of job performance tests include tests of keyboarding speed and in-basket tests. An in-basket test measures the ability to juggle a variety of demands, as in a manager's job.

Question 14

An assessment center:
A) is a place where job applicants for manufacturing jobs undergo physical ability tests.
B) conducts a single test for all job applicants to test their technical potential.
C) uses multiple selection methods to rate applicants on their management potential.
D) is a selection method generally used for unskilled employees.
E) has the lowest validity because it combines several assessment methods.

Accepted Answer

A structured interview is a selection interview that consists of a predetermined set of questions for the interviewer to ask.

Question 15

Which of the following traits describe conscientiousness?
A) Sociable, gregarious, assertive, talkative
B) Dependable, organized, persevering, achievement-oriented
C) Courteous, trusting, good-natured, tolerant
D) Emotionally stable, nondepressed, secure, content
E) Curious, imaginative, artistically sensitive, broad-minded

Accepted Answer

Human resource staff should keep the interviews narrow, structured, and standardized. The interview should focus on accomplishing a few goals, so that at the end of the interview, the organization has ratings on several observable measures, such as ability to express ideas. The interview should not try to measure abilities and skills that tests can measure better.

Question 16

Which of the following is a concern relating to the use of cognitive ability tests?
A) Lack of validity of the tests for complex jobs
B) Lack of reliable and commercially available tests
C) Legal issues related to administering the tests
D) Lack of validity of the tests for those jobs that require adaptability
E) Relatively high cost

Accepted Answer

Paper-and-pencil honesty (or integrity) tests ask applicants directly about their attitudes toward theft and their own experiences with theft. These were developed in response to the passage of the Polygraph Act in 1998 that banned the use of polygraphs for screening job candidates.

Question 17

Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation?
A) By giving as much information as possible
B) By exclusively giving out positive information about a candidate
C) By only giving information about observable, job-related behaviors
D) By giving only broad opinions
E) By excluding employment dates and the employee's final salary

Accepted Answer

Testing for job performance may involve a simulated work environment, a difficult team project, or a complex computer programming puzzle. Examples of job performance tests include tests of keyboarding speed and in-basket tests.

Question 18

Which of the following is true about cognitive ability tests?
A) They are especially valid for jobs requiring adaptability.
B) They are relatively expensive compared to the other tests.
C) They measure strength, endurance, psychomotor abilities, and other physical abilities.
D) They are free from legal complications.
E) They are especially valid for simple jobs.

Accepted Answer

Extroversion is indicated in a person who is described as sociable, gregarious, assertive, talkative, and expressive.

Question 19

_____ tests are sometimes called "intelligence tests."
A) Achievement
B) Psychomotor
C) Adaptability
D) Cognitive ability
E) Endurance

Accepted Answer

One way that psychologists think about personality is in terms of the "Big Five" traits: extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.

Question 20

A typing test for an administrative assistant's job is an example of a(n)_____ test.
A) job performance
B) cognitive ability
C) physical ability
D) personality inventories
E) emotional intelligence

Accepted Answer

In a nondirective interview, the interviewer has great discretion in choosing questions. The candidate's reply to one question may suggest other questions to ask. Nondirective interviews typically include open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience.

Quiz 6: Selecting Employees and Placing Them in Jobs

Which of the following is true about medical examinations of job candidates?

In general,the results of reference checks for job applicants will be most valid if the employer _____.

In-basket tests are an example of _____ tests.

Tests designed to measure such mental skills as verbal skills,quantitative skills,and reasoning ability are referred to as _____ tests.

Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft?

Which of the following is true about job performance tests?

The "Big Five" traits that include extroversion,adjustment,agreeableness,conscientiousness,and inquisitiveness,are all _____ dimensions.

Which of the following tests assess how well a person can learn or acquire skills and abilities?

The controversial practice that treats a range of scores as being similar and thus allows the employer to give preference to underrepresented groups within these "similar" scores is known as _____.

The rules for drug testing include all of the following EXCEPT:

What is race norming?

What do achievement tests measure?

An assessment center:

Which of the following traits describe conscientiousness?

Which of the following is a concern relating to the use of cognitive ability tests?

Which of the following is one of the ways by which individuals acting as references for job applicants can minimize the risk of being sued for defamation or misrepresentation?

Which of the following is true about cognitive ability tests?

_____ tests are sometimes called "intelligence tests."

A typing test for an administrative assistant's job is an example of a(n) _____ test.