Question 1

What is the goal of employment testing?

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Question 2

Why are distortion and faking important to consider when using self-report inventories for personnel selection?

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Question 3

What do aptitude or ability tests measure? Explain the difference between an ability, skill, and aptitude, providing an example of each. Describe one test and its relationship to employment testing for selection decisions.

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Question 4

Selection programs seek to predict the degree to which job applicants possess the knowledge, skills, abilities, and other attributes related to the job. Define, describe, and give an example of two work samples and/or simulation tests and how they predict particular job-relevant knowledge, skills, abilities and other attributes.

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Question 5

What is personality and what are two ways that personality can be measured?

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Question 6

The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.

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Question 7

It is important to evaluate the effectiveness of selection tests. Define all the ways in which one might compare integrity tests.

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Question 8

Refer to an organization and job position you are familiar with. Describe a selection test you would use as part of your hiring process and your rationale for using the test. Describe the critical points you would consider in selecting the test.

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Question 9

Which of the commonly used predictors used in selection are best? Which should be considered for adoption as part of a selection system?

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Quiz 8: Selection II