Question 1

Gerard has spent the first 15 minutes of his job interview relating his education and work experiences to the interviewer.This is a ____________ interview.
A) behavioral
B) competency
C) biographical
D) non-directive

Accepted Answer

A biographical interview focuses on a candidate's education and work experiences, often starting with their earliest experiences and moving chronologically. This type of interview is common for entry-level jobs or those with limited experience in the field.

Question 2

Research on interviews has consistently found that the ____ interview is more reliable and valid than the others types of interviews.
A) sequential
B) non-directive
C) stress
D) structured

Accepted Answer

Structured interviews are the most reliable and valid type of interview as they have a standardized format with a set of predetermined questions asked of all applicants. This consistency makes it easier to compare and evaluate candidates fairly. Non-directive interviews are open-ended, allowing applicants to lead the discussion and provide more details about themselves, but they lack consistency, making it difficult to compare candidates. Sequential interviews involve multiple interviewers who meet with an applicant in a predetermined order, which can increase reliability but also allows for potential biases to be reinforced. Stress interviews purposely create an uncomfortable environment to see how an applicant reacts, but research shows they are less effective than other interview types.

Question 3

A/an ____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.
A) career potential evaluation
B) assessment center
C) multi-faceted selection process
D) work simulation

Accepted Answer

The description matches an assessment center, which is made up of various evaluations performed by trained raters to assess candidates' suitability for a particular role. The remaining options do not accurately describe this type of selection and development process.

Question 4

As part of the selection process,the applicants for city manager of Scenic River each appeared one-by-one before the entire Scenic River board of aldermen for an interview.This is an example of a ____ interview.
A) panel
B) group
C) mass
D) co-ordinated

Accepted Answer

A panel interview involves multiple interviewers, typically from the same organization or department, asking questions of a single candidate. This is different from a group interview, which involves multiple candidates being interviewed at the same time by one or more interviewers. Mass interviews involve a large group of candidates being interviewed at the same time, while coordinated interviews involve a series of interviews with different individuals scheduled at different times to allow for comparison between candidates.

Question 5

An "in basket" test is an example of a/an ____ test.
A) psychological
B) psychomotor
C) work sample
D) physical ability

Accepted Answer

The "in basket" test is a work sample test, which is designed to simulate tasks that are typically performed in a job. The test requires candidates to respond to a set of tasks, such as emails, phone calls, or memos, in a simulated work environment. Work sample tests are considered to be one of the most effective methods of predicting job performance because they provide candidates with a realistic preview of what the job entails. Psychological tests measure personality, intelligence, and other psychological traits, while psychomotor tests measure physical abilities such as strength and coordination. Physical ability tests are used to assess a person's ability to perform physical tasks required for a job.

Question 6

____ measure dexterity,hand-eye coordination,and arm-hand steadiness.
A) Physical fitness tests
B) Work sample tests
C) Aptitude tests
D) Psychomotor tests

Accepted Answer

Psychomotor tests measure cognitive and physical skills such as dexterity, hand-eye coordination, and arm-hand steadiness. Physical fitness tests measure physical capabilities such as endurance, strength, and flexibility. Work sample tests assess an individual's ability to perform a specific job or task. Aptitude tests measure an individual's potential to develop skills and abilities in a particular area.

Question 7

Of the following types of selection interview,which is the LEAST valid?
A) behavioral
B) situational
C) competency
D) non-directive

Accepted Answer

Non-directive interviews are the least valid type of selection interview. This is because they are unstructured and lack a standardized format, making it difficult to compare candidates objectively. Non-directive interviews rely heavily on the interviewer's personal biases and perceptions, which can influence their assessment of the candidate. In contrast, behavioral, situational, and competency-based interviews are more structured and standardized, making them more valid and reliable measures of a candidate's skills and abilities.

Question 8

Each of the following is one of the Big Five personality characteristics EXCEPT
A) leadership.
B) extroversion.
C) emotional stability.
D) openness to experience.

Accepted Answer

"Leadership" is not one of the recognized Big Five personality traits. The five traits are extroversion, agreeableness, conscientiousness, neuroticism (or emotional stability), and openness to experience.

Question 9

The purpose of a/an ____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.
A) personality test
B) application form
C) selection interview
D) reference check

Accepted Answer

A selection interview is conducted to gather more information about a candidate and to clarify any details from the selection process.

Question 10

Maxster,Inc.,has a long-standing problem with theft from its warehouses.The director of HR is considering how she can identify applicants who are honest.All of the following are possible steps the director can take EXCEPT
A) give polygraph tests after conditional job offers are made, since Maxster has legal "cause" because of its history of employee theft.
B) ask the applicants if they have been convicted of felonies.
C) have a background checking firm investigate applicants' backgrounds after a conditional job offer is made.
D) have all applicants take an honesty test after warning them that faking can be detected and will eliminate them from consideration for employment.

Accepted Answer

Polygraph tests are generally not considered reliable and are not usually allowed as a condition of employment. While Maxster has a history of theft, it would not necessarily provide legal cause for administering polygraph tests. Therefore, giving polygraph tests after conditional job offers are made would not be a possible step the director can take.

Question 11

Amanda,a recruiter for Maxster,Inc.,is looking over the file for an interesting candidate for a managerial position.Although the applicant has listed an MBA from a reputable school on his application (which Amanda has verified),he has scored poorly on tests of written and verbal communication.Moreover,the applicant gives his former job title as team leader (which Amanda has verified),but his MMPI test shows he is low on agreeableness and is an introvert.Otherwise,the applicant is highly promising.How should Amanda resolve these discrepancies?
A) Amanda should have the candidate's background investigated by a detective.
B) Amanda should give the candidate an honesty test to see if he is fabricating his capabilities.
C) Amanda should engage the applicant in an in-depth interview.
D) Amanda should have the applicant take additional personality and ability tests.

Accepted Answer

Engaging the applicant in an in-depth interview allows Amanda to directly address the discrepancies and assess the candidate's communication skills and personality traits in a real-world context, providing a more comprehensive understanding of the applicant's capabilities and fit for the managerial position.

Question 12

Kent and Julie are both recruiters for Sunspree Products.When Kent and Julie interview the same applicant,the two recruiters often find they have different opinions about the applicant's potential as a future high performer for Sunspree.Kent and Julie demonstrate
A) low inter-rater reliability.
B) high inter-rater reliability.
C) high intra-rater reliability.
D) low intra-rater reliability.

Accepted Answer

Inter-rater reliability refers to the consistency or agreement between different raters. Since Kent and Julie have different opinions, it suggests low inter-rater reliability.

Question 13

Which of the following statements is FALSE?
A) Intelligence tests, such as the Wonderlic, must be justified as testing job-related cognitive abilities.
B) Although integrity tests are somewhat fakable, personality tests are not because there are not clearly socially desirable answers.
C) The Big Five personality traits can predict future work performance in different occupations.
D) Personality is a unique blend of individual characteristics that affects how a person interacts with/his her work environment.

Accepted Answer

This statement is false as personality tests can also be faked or manipulated by respondents who want to present themselves in a positive light by providing socially desirable answers.

Question 14

In a structured interview,
A) all candidates meet with the same interviewer.
B) a set of standardized questions are asked of all job applicants.
C) each candidate appears before a panel of interviewers.
D) questions are designed to address all of the Big Five personality traits.

Accepted Answer

In a structured interview, a set of standardized questions are asked of all job applicants, which helps ensure consistency and fairness in the interview process. Option A is incorrect as candidates may meet with different interviewers depending on the organization's structure. Option C is incorrect as a panel interview consists of multiple interviewers who may ask different questions. Option D is incorrect as questions may address factors beyond the Big Five personality traits depending on the job requirements.

Question 15

Which of the following statements is TRUE with regard to personality and mental ability tests?
A) Tests of general mental ability have been demonstrated to not discriminate against protected classes.
B) Personality tests can predict the long term career success of an individual, but not performance on a particular job.
C) Recent research shows that personality explains little about actual job outcomes.
D) Personality tests are rarely used today as a selection device because of applicant objections to invasion of privacy.

Accepted Answer

Recent research has shown that while personality can predict certain job outcomes, such as job satisfaction and team cohesion, it explains a relatively small portion of the variance in actual job performance outcomes. Personality tests, such as the Big Five, do provide valuable insights but are not the sole predictors of job success.

Question 16

The Employee Polygraph Protection Act
A) prohibits polygraph use for pre-employment screening purposes by most employers.
B) prohibits private sector employers from using polygraph tests under any circumstances.
C) prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
D) permits the use of polygraphs, but only when administered by a trained expert.

Accepted Answer

The Employee Polygraph Protection Act prohibits most employers from using polygraph tests for pre-employment screening purposes. However, there are some exceptions, such as employers who provide security services, work with controlled substances, or investigate certain types of crimes.

B) is incorrect because there are some circumstances in which employers are allowed to use polygraph tests.

C) is incorrect because the Act applies to all employers, not just government agencies.

D) is incorrect because the Act does not require a trained expert to administer the test.

Question 17

The great advantage of structured selection interviews over unstructured interviews is their
A) naturalness and ability to set the candidate at ease.
B) effectiveness at organizational branding.
C) consistency in evaluation of candidates.
D) flexibility in pursuing unexpected information about the candidate.

Accepted Answer

Structured selection interviews have predefined questions and evaluation criteria, which ensures consistency in evaluating candidates. This reduces bias and increases the objectivity of the interview process. Naturalness, branding, and flexibility are not the key advantages of structured selection interviews.

Question 18

In her interview for a position as a bartender at an upscale hotel bar,Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Megan experienced a____ interview.
A) behavioral
B) nondirective
C) situational
D) stress

Accepted Answer

This is a situational interview question, where the interviewer presents a hypothetical situation to understand how the candidate would handle it.

Question 19

When applying for a job as a history instructor at local college,Catherine was required to teach a class of sophomores on a history topic of her choosing.This is an example of a
A) work sample.
B) situational judgment test.
C) behavioral interview.
D) realistic job preview..

Accepted Answer

This is an example of a work sample, as Catherine was asked to demonstrate her teaching abilities by preparing and presenting a lesson on a history topic of her choosing to a group of students.

Question 20

In a ____ interview an applicant might be asked,"In your experience as a supervisor,how did you handle an employee who was a poor performer?"
A) behavioral
B) biographical
C) non-directive
D) situational

Accepted Answer

Behavioral interviews focus on how the applicant has handled specific work-related situations in the past, which is reflected in the question about managing a poor-performing employee.

Quiz 7: Selecting Human Resources

Gerard has spent the first 15 minutes of his job interview relating his education and work experiences to the interviewer.This is a ____________ interview.

Research on interviews has consistently found that the ____ interview is more reliable and valid than the others types of interviews.

A/an ____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

As part of the selection process,the applicants for city manager of Scenic River each appeared one-by-one before the entire Scenic River board of aldermen for an interview.This is an example of a ____ interview.

An "in basket" test is an example of a/an ____ test.

____ measure dexterity,hand-eye coordination,and arm-hand steadiness.

Of the following types of selection interview,which is the LEAST valid?

Each of the following is one of the Big Five personality characteristics EXCEPT

The purpose of a/an ____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

Maxster,Inc.,has a long-standing problem with theft from its warehouses.The director of HR is considering how she can identify applicants who are honest.All of the following are possible steps the director can take EXCEPT

Kent and Julie are both recruiters for Sunspree Products.When Kent and Julie interview the same applicant,the two recruiters often find they have different opinions about the applicant's potential as a future high performer for Sunspree.Kent and Julie demonstrate

Which of the following statements is FALSE?

In a structured interview,

Which of the following statements is TRUE with regard to personality and mental ability tests?

The Employee Polygraph Protection Act

The great advantage of structured selection interviews over unstructured interviews is their

In her interview for a position as a bartender at an upscale hotel bar,Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Megan experienced a____ interview.

When applying for a job as a history instructor at local college,Catherine was required to teach a class of sophomores on a history topic of her choosing.This is an example of a

In a ____ interview an applicant might be asked,"In your experience as a supervisor,how did you handle an employee who was a poor performer?"