Question 1

Currently, personality tests are viewed as having no validity whatsoever as selection methods.

Accepted Answer

Personality tests have some validity as selection methods, but their usefulness may vary depending on the specific test and the context in which it is used. Some personality tests may be more reliable and valid than others, and they may be more effective in certain job roles or industries. However, it is important to use personality tests in conjunction with other selection methods and to interpret the results carefully to avoid biases and inaccuracies.

Question 2

Surveys are the most common means of assessing personality.

Accepted Answer

Surveys, also known as self-report questionnaires, are a widely used method of personality assessment. They typically involve asking individuals to respond to a series of questions about their thoughts, feelings, and behaviors in order to gain insight into their personality traits and characteristics.

Question 3

Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.

Accepted Answer

There is no evidence to support this statement. Validities for cognitive ability tests may vary based on a variety of factors, including the specific test being used and the population being tested, but there is no evidence to suggest that they are inherently lower in the European Union compared to the United States.

Question 4

Extraversion is associated with higher levels of creativity and adaptability.

Accepted Answer

The answer of Extraversion is associated with higher levels of...

Question 5

Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.

Accepted Answer

The answer of Individuals who have higher levels of agreeableness...

Question 6

Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.

Accepted Answer

The answer of Discretionary assessment methods are used to reduce...

Question 7

Evidence suggests that most applicants have relatively positive reactions towards personality testing.

Accepted Answer

The answer of Evidence suggests that most applicants have relatively...

Question 8

Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.

Accepted Answer

Socially desirable responding is a common behavior in both job interviews and in the workplace. People may present themselves in a positive light to make a good impression on others and maintain their reputation.

Question 9

Measures of specific cognitive abilities do not reflect general intelligence.

Accepted Answer

Measures of specific cognitive abilities often correlate with general intelligence, indicating that they do reflect aspects of general intelligence to some extent. This is supported by the theory of a general intelligence factor (g), which suggests that individual differences in cognitive tasks have a common core.

Question 10

Evidence suggests that faking or enhancement almost never occurs on personality tests.

Accepted Answer

Research and practical experience show that faking or enhancement on personality tests can and does occur, especially in contexts where test results have significant implications, such as employment selection. People may attempt to present themselves in a more favorable light to meet perceived expectations.

Question 11

The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.

Accepted Answer

While both genetics and life environments contribute to the development of personality traits, research has shown that genetics play a significant role in determining personality traits measured by Big Five personality tests.

Question 12

The two major types of ability tests are aptitude and achievement.

Accepted Answer

Aptitude tests measure a person's potential or ability to learn new skills or perform tasks whereas achievement tests assess a person's proficiency in a particular area of knowledge or skill that has already been acquired.

Question 13

Personality tests and ability tests are examples of substantive assessment methods.

Accepted Answer

Personality tests and ability tests provide substantive information about an individual's characteristics and abilities, making them examples of substantive assessment methods.

Question 14

Substantive assessment methods are used to reduce the applicant pool to candidates.

Accepted Answer

Substantive assessment methods are used to evaluate the qualifications of applicants and determine their suitability for a job, not specifically to reduce the applicant pool. Reduction of the applicant pool is typically achieved through initial screening processes.

Question 15

There is little controversy over the use of personality measures in personnel selection.

Accepted Answer

While personality measures can be useful in predicting job performance, there is some controversy over their use in personnel selection. Critics argue that personality tests can be biased, invade privacy, and fail to take into account situational factors that may affect behavior. Additionally, there is concern that employers may misuse or misinterpret test results, leading to unfair discrimination against certain groups.

Question 16

The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.

Accepted Answer

The Big Five personality test actually captures 50-60% of an individual's personality.

Question 17

Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.

Accepted Answer

This statement is true. Contingent assessment methods, such as background checks and drug tests, are commonly used to ensure that tentative job offer recipients meet certain requirements or qualifications before they are officially hired for a job.

Question 18

Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.

Accepted Answer

Multiple studies have shown that conscientiousness is positively related to job performance, job satisfaction, leadership performance, and retention. This is because individuals high in conscientiousness are more dependable, hardworking, organized, and responsible, which are all qualities that are highly valued in the workplace.

Question 19

80% of organizations use some sort of ability test in selection decisions.

Accepted Answer

While many organizations use ability tests in their selection processes, the exact percentage that do so varies by source and industry, and there is no definitive statistic that confirms 80% of all organizations use them.

Question 20

The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.

Accepted Answer

The statement is false. The Wonderlic Personnel test can be administered electronically and does not necessarily require a face-to-face session with a psychologist.

Quiz 9: External Selection II