To avoid or at least minimize potential problems associated with using intelligence, aptitude, and personality tests as selection criteria, sales managers should:
A) Only test applicants on the abilities and traits that have been determined relevant for the specific job
B) Conduct empirical studies to ensure that the tests are valid predictors of the applicant's future performance
C) Use built-in consistency checks
D) Assume that test scores are only one input in the selection decision
E) All of the above

Question

Quizplus · Accepted Answer

All of the options listed are important for sales managers to consider when using intelligence, aptitude, and personality tests as selection criteria. By only testing applicants on the abilities and traits relevant to the job, managers can ensure that they are making informed decisions. Conducting empirical studies to validate the tests can help to further ensure that the tests are accurate predictors of future performance. Built-in consistency checks can help to identify any potential errors or inconsistencies in the testing process, and assuming that test scores are only one input in the selection decision can help to avoid overreliance on test results. Therefore, all of the options listed are important for sales managers to consider when using these types of tests as selection criteria.

To Avoid or at Least Minimize Potential Problems Associated with Using