Deck 6: Selection

Question 1

What are the two possible outcomes of a good selection decision?

A) cognitive invalid or valid
B) a qualified candidate is offered employment or an unqualified candidate is not offered employment
C) qualified candidate not offered employment or unqualified candidate offered employment
D) low reliability or high validity

Answer 1

B
Explanation: B)A good selection decision results in either one of two outcomes.First,job candidates who do not meet the standard for employment are not offered employment.Second,job candidates who do meet the standard for employment are offered employment,and those individuals accept the company's offer of employment.

Question 2

A goal-directed summary of a person's experience,education,and training developed for use in the selection process is known as a(n)________.

A) résumé
B) application form
C) job requisition
D) work sample test

Answer 2

A
Explanation: A)A résumé is a goal-directed summary of a person's experience,education,and training developed for use in the selection process.Professional and managerial applicants often begin the selection process by submitting a résumé.

Question 3

What is a software application designed to help an enterprise select employees more efficiently?

A) applicant tracking system
B) selection tracking process
C) cognitive aptitude test
D) job selection system

Answer 3

A
Explanation: A)An applicant tracking system (ATS)is a software application designed to help an enterprise select employees more efficiently.Current ATSs permit human resource and line managers to oversee the entire selection process.They often involve screening résumés and spotting qualified candidates,conducting personality and skills tests,and handling background checks.

Question 4

The selection process typically begins with the ________.

A) application review
B) employment interview
C) background check
D) preliminary interview

Question 5

Which of the following would LEAST likely appear as a preprinted statement on most job application forms?

A) statement that the applicant's former employers will not be contacted
B) statement that the applicant certifies everything on the form is true
C) statement that the company is an employment at will organization
D) statement that the applicant gives permission to have his or her references checked

Question 6

What is the general purpose of the selection process? What steps are involved in the selection process?

Question 7

What is the primary criticism against a national identification system based on biometric data?

A) EEOC laws
B) political risks
C) immigration influxes
D) privacy and security risks

Question 8

Which of the following is the primary factor that determines the success or failure of a company?

A) visionary business strategy
B) high-tech control systems
C) sound organizational structure
D) competent employees

Question 9

The primary purpose of the preliminary interview is ________.

A) gathering a detailed work history from applicants
B) measuring the likelihood of an applicant's success
C) eliminating unqualified applicants
D) determining applicant interest

Question 10

Members of Congress who claim that E-Verify fails to prevent employers from hiring illegal immigrants advocate replacing the system with one based on ________.

A) nanotechnology
B) fingerprinting
C) graphology
D) biometrics

Question 11

Selection is the process of choosing from a group of applicants the individual best suited for a particular position and organization.

Question 12

Applicant tracking systems are being redesigned to include ________.

A) automated résumé ranking tools
B) background check capabilities
C) customized input forms
D) quality-of-hire metrics

Question 13

The selection process usually begins with the preliminary screening interview.

Question 14

Preliminary screening attempts to eliminate unqualified candidates quickly.

Question 15

Carlos,an HR manager,has reviewed the applications and résumés of five candidates for a data analyst position at his firm.Which of the following is the most likely next step that Carlos will take in the selection process?

A) interviewing applicants for prescreening
B) having applicants take physical exams
C) checking applicants' references
D) giving applicants selection tests

Question 16

Tyra,an HR manager at an automotive parts facility,received 500 online applications for 30 job openings in the production department.To determine if an applicant is qualified,Tyra will most likely compare the information provided in each application to a ________.

A) job description
B) job-knowledge test
C) merit pay program
D) gainsharing assessment

Question 17

Which term refers to the process of choosing from a group of qualified applicants the individual best suited for a particular position?

A) recruitment
B) selection
C) HR planning
D) job bidding

Question 18

Which of the following should NOT be requested on a job application form?

A) experience
B) education
C) birthplace
D) skills

Question 19

Hiring the wrong person is time consuming but has little monetary or emotional impact on the firm and its employees.

Question 20

Why is employee selection important? How can applicant tracking systems improve the selection process?

Question 21

What provides a frame of reference for comparing an applicant's performance with the performance of similar individuals?

A) norms
B) keywords
C) objectivity
D) reliability

Question 22

The keyword résumé uses keyword terms to describe an applicant's characteristics and industry-specific experience to accommodate the computer search process.

Question 23

Federal employment laws prohibit application forms from indicating a position is employment at will.

Question 24

A student takes an IQ test one week and scores 140.The student retakes the test one week later and scores 90.Which of the following best describes the test?

A) unreliable
B) abnormal
C) subjective
D) objective

Question 25

Experts suggest that a slight amount of test anxiety is ________.

A) abnormal
B) beneficial
C) detrimental
D) unprofessional

Question 26

In today's workplace,you can assume that managers and HR employees will review your résumé.

Question 27

Which of the following factors would most likely be rated in a selection test?

A) habits
B) family life
C) motivation
D) financial equity

Question 28

What type of résumé presents the job seeker's characteristics and experience in terms that accommodate the computer search process?

A) cyber résumé
B) hard hit résumé
C) electronic résumé
D) keyword résumé

Question 29

Which of the following relates most closely to test conditions?

A) objectivity
B) norms
C) standardization
D) reliability

Question 30

Which term refers to words or phrases that are used to search databases for résumés that match?

A) application match
B) job objective
C) résumé hit
D) keyword

Question 31

Modern job seekers should use keywords to ensure that their résumés are not immediately discarded by a firm's applicant-tracking system.

Question 32

Most large companies use applicant-tracking systems to sort résumés,but these systems lack the capability of flagging suspicious résumés,which is problematic for HR departments.

Question 33

Selection tests may accurately predict an applicant's ability to perform the job,but they are less successful in indicating the extent to which the individual has the necessary ________.

A) experience
B) education
C) motivation
D) qualifications

Question 34

The uniformity of the procedures and conditions related to administering tests is referred to as ________.

A) objectivity
B) norms
C) standardization
D) reliability

Question 35

An application form is a goal-directed outline of a person's experience,education,and training developed for use in the selection process.

Question 36

A selection tool that provides consistent results is said to be ________.

A) valid
B) reliable
C) objective
D) standardized

Question 37

What type of information should be included in a résumé? How have applicant-tracking systems altered the way résumés are written?

Question 38

Robert,a recent college graduate,is applying to accounting firms for an entry-level position.Since most large firms use applicant-tracking systems,which of the following words or phrases would be LEAST beneficial?

A) problem solving
B) PowerPoint 2010
C) organized
D) bilingual

Question 39

The basic requirement for a selection test is that it be ________.

A) valid
B) reliable
C) objective
D) standardized

Question 40

When everyone scoring a test obtains the same results,the test is said to be ________.

A) reliable
B) objective
C) valid
D) consistent

Question 41

Hannah is applying for a job as a technician at a manufacturing facility.The job requires employees to use magnifying lenses when assembling products,so Hannah's psychomotor abilities were tested.Which type of test did Hannah most likely take?

A) cognitive aptitude
B) psychomotor abilities
C) job knowledge
D) work-sample

Question 42

A test validation method whereby a person performs certain tasks that are actually required by the job is referred to as ________.

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

Question 43

When are employers required to validate their selection tests?

A) There is no such requirement.
B) All selection tests are validated automatically.
C) when an employment discrimination lawsuit has been filed
D) when the selection process results in an adverse impact on a protected group

Question 44

When criterion-related validity is used,the scores on the selection test are compared to ________.

A) scores on the pre-test
B) job performance factors
C) scores on the post-test
D) a national norm

Question 45

Craig is applying for a sales position at a commercial real estate firm.The HR manager gave Craig the Myers-Briggs test during the selection process.Which of the following is most likely being measured by the firm?

A) personality traits
B) cognitive abilities
C) vocational interest
D) psychomotor skills

Question 46

The extent to which a test measures what it claims to measure is known as ________.

A) reliability
B) subjectivity
C) validity
D) objectivity

Question 47

Kyla is applying for a job at a telecommunications company as a terminal operator,which primarily involves word processing tasks.Kyla has been asked to take a word processing test,so the firm is most likely using ________ in the selection process.

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

Question 48

Which Act limited the use of polygraph tests in the private sector?

A) Lie Detector Protection Act of 2001
B) Federal Polygraph Protection Act of 1999
C) Polygraph Confirmation Act of 1990
D) Employee Polygraph Protection Act of 1988

Question 49

During the selection process for a telemarketing position,Alex was given a test to measure his awareness of the job's duties.Which type of test did Alex most likely take?

A) psychomotor abilities
B) cognitive aptitude
C) job knowledge
D) work-sample

Question 50

Which of the following is determined when a firm obtains test scores and criterion data at approximately the same time?

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

Question 51

Validity is commonly reported as a ________.

A) standard deviation
B) standard error
C) selection procedure
D) correlation coefficient

Question 52

Comparing the scores on selection tests to some aspect of job performance is referred to as ________.

A) objective-related validity
B) standardized-related validity
C) normality-related validity
D) criterion-related validity

Question 53

Kim is applying for a job as an accounts specialist,which will require extensive use of Excel.During the selection process,the employer provides Kim with data and asks her to compile an Excel spreadsheet with the information.Which type of test did Kim most likely take?

A) cognitive aptitude
B) psychomotor abilities
C) job knowledge
D) work-sample

Question 54

A test validation method that determines whether a test measures certain traits that job analysis finds to be important in performing a job is referred to as ________ validity.

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

Question 55

As an HR manager,why would you most likely NOT use predictive validity to validate a selection test?

A) lack of technical soundness
B) stressful for job applicants
C) associated time and cost
D) poor motivation test

Question 56

The ________ is designed to prohibit the improper use of genetic information in health insurance and employment.

A) Freedom of Information Act
B) Federal Genealogy Act
C) Americans with Disabilities Act
D) Genetic Information Nondiscrimination Act

Question 57

Which of the following involves administering a test and later obtaining criterion information?

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

Question 58

During the selection process for an IT position,Jeff was required to take a test that measured his memory and vocabulary.Which type of test did Jeff most likely take?

A) work-sample
B) psychomotor abilities
C) job knowledge
D) cognitive ability

Question 59

Kara took a test that indicated she has a predisposition for breast cancer.What type of test did Kara most likely take?

A) blood
B) genetic
C) urine
D) skin

Question 60

Which law protects healthy individuals who have a genetic predisposition for a disease?

A) Americans with Disabilities Act
B) Family and Medical Leave Act
C) Davis-Bacon Act
D) Equal Pay Act

Question 61

Psychomotor abilities tests measure a candidate's knowledge of the duties of the job for which he or she is applying.

Question 62

Validity in testing occurs when everyone scoring a test obtains the same results.

Question 63

What are the advantages and disadvantages of using selection tests? What are some of the characteristics of well-designed selection tests?

Question 64

An assessment center is a selection approach that requires individuals to perform activities similar to those they might encounter in an actual job.

Question 65

Title VII requires the test to work without having an adverse impact on minorities,females,and individuals with backgrounds or characteristics protected under the law.

Question 66

Construct validity is a test validation method that determines whether a test measures personal traits that are important in performing a job.

Question 67

Kelly is applying for a position with Citibank and will be participating in an assessment center.Which of the following activities is Kelly LEAST likely to do in the assessment center?

A) in-basket exercises
B) management games
C) psychomotor abilities tests
D) leaderless discussion groups

Question 68

Persons who take polygraph tests have all of the following rights EXCEPT the ________.

A) right to refuse or discontinue a test
B) right to a written notice before testing
C) right to review results prior to distribution
D) right not to have test results disclosed to unauthorized persons

Question 69

Job-knowledge tests require an applicant to perform a task or set of tasks representative of the job.

Question 70

Studies indicate that selection tests accurately predict the extent to which an individual will be motivated to perform a specific job.

Question 71

What selection technique requires individuals to perform activities similar to those they might encounter in an actual job?

A) psychomotor abilities test
B) assessment center
C) vocational interest test
D) job-related center

Question 72

In a brief essay,discuss the uses for cognitive ability tests,psychomotor abilities tests,and work-sample tests.Provide specific examples to illustrate your response.

Question 73

Objectivity refers to the uniformity of the procedures and conditions related to administering tests.

Question 74

Firms most likely use assessment centers during the selection process to ________.

A) compare applicants with current employees
B) predict the job performance of applicants
C) assess an applicant's job motivation
D) ensure applicants are healthy

Question 75

Criterion-related validity is determined by comparing the scores on selection tests to an aspect of job performance,such as quality of work.

Question 76

The problems of hiring unqualified or less qualified candidates and rejecting qualified candidates have been eliminated since firms began using selection tests.

Question 77

Personality tests assess an applicant's traits and temperaments and help firms determine an individual's leadership and teamwork skills.

Question 78

An IQ test is a type of cognitive ability test.

Question 79

Predictive validity is considered an inexpensive and quick method for establishing the validity of a selection test.

Question 80

Validity is the extent to which a selection test provides consistent results.