Question 1

The use of polygraph tests to screen applicants:

Accepted Answer

The use of polygraph tests to screen applicants is prohibited by federal law for most private employers, so it should not be used in the screening process.

Question 2

According to a report by the U.S.Merit Systems Protection Board,a quasi-judicial agency that serves as the guardian of federal merit systems,structured interviews are _____ as nondirective interviews to predict on-the job performance.

Accepted Answer

Structured interviews are twice as likely as nondirective interviews to predict on-the-job performance, as they provide a more consistent and objective assessment of candidates.

Question 3

Interviews as a method of selection are popular for all of the following reasons EXCEPT:

Accepted Answer

Interviews are not the most valid method of selection, as they can be influenced by factors such as interviewer bias and candidate presentation skills. Other methods, such as cognitive ability tests and job simulations, have been shown to be more valid predictors of job performance.

Question 4

In the _____ to decision making,those making the selection decision review all the data on the applicants.

Accepted Answer

The clinical approach involves reviewing all available data on an applicant, which is the most appropriate for making a selection decision. The statistical approach would involve using mathematical models and statistics to evaluate candidates, which may not provide a complete picture of the candidates' qualifications. The subjective iterative approach involves making decisions based on personal opinions and biases, which is not recommended as it may not be fair or objective. The demonstrated approach involves selecting candidates based on their past performance, which may not be indicative of their future potential.

Question 5

Which of the following types of tests is increasingly being aided by computer simulations?

Accepted Answer

Work sample tests are increasingly being aided by computer simulations as they allow for the creation of realistic job scenarios that candidates can engage with, providing a more accurate assessment of their skills in a controlled environment. This approach is particularly useful for roles that involve complex tasks or require interaction with digital tools.

Question 6

Since the passage of the Drug-Free Workplace Act of 1988:

Accepted Answer

The Drug-Free Workplace Act of 1988 requires federal contractors and grantees to maintain a drug-free workplace and to provide drug awareness training to employees. As a condition of employment, applicants and current employees are subject to drug testing for illegal drugs. The Act does not apply to all workplaces or all employees, and it does not mandate random drug testing.

Question 7

The personality trait of neuroticism refers to:

Accepted Answer

Neuroticism is a personality trait that is characterized by high levels of emotional instability and negative emotions such as anxiety, worry, and fear. People who score high on measures of neuroticism are often described as anxious, moody, and emotional. Therefore, choice C, which describes being secure, independent, and autonomous, is the opposite of the characteristics associated with neuroticism.

Question 8

Which of the following interview questions is appropriate?

Accepted Answer

Asking why a candidate left their previous job is a common and appropriate question in an interview as it helps the interviewer understand the candidate's job history and work experience. Asking questions about a candidate's gender or physical appearance is discriminatory and irrelevant to their ability to perform the job.

Question 9

According to studies,_____ of applicants test positive for drugs.

Accepted Answer

The answer of According to studies,_____ of applicants test positive...

Question 10

The personality trait of openness to experience refers to:

Accepted Answer

Openness to experience is the degree to which someone is willing to try new things and explore different ideas. This includes traits such as creativity, intellectual curiosity, and the ability to think outside the box, which are reflected in option D. Option A refers to extraversion, option B refers to agreeableness, and option C refers to autonomy or independence.

Question 11

Which of the following interview questions is appropriate?

Accepted Answer

This question is appropriate as it pertains to verifying past employment history and ensuring consistency in the candidate's work records.

Question 12

The Uniform CPA Examination used to license certified public accountants is an example of a(n):

Accepted Answer

The Uniform CPA Examination is a job knowledge test that measures the test-taker's understanding of accounting principles, auditing standards, tax regulations, and other key areas of knowledge required to become a licensed certified public accountant. It is not a work sample test, physical ability test, or interest inventory.

Question 13

A ratio of 0.10,for example,means that _____ percent of the applicants will be selected.

Accepted Answer

A ratio of 0.10 means that there is one selected applicant for every ten applicants, or 10 percent of the applicants will be selected. Therefore, the answer is C) 10.

Question 14

The personality trait of agreeableness refers to:

Accepted Answer

Agreeableness refers to the tendency to be pleasant, cooperative, and empathetic towards others, which aligns with the traits of being amiable, generous, cooperative, and flexible. Options A, C, and D describe different personality traits such as extraversion, autonomy, and conscientiousness, respectively, which are not related to agreeableness.

Question 15

Which of the following is inappropriate on an application form?

Accepted Answer

Asking for high school and college attendance with dates can lead to age discrimination, which is inappropriate for an application form. Other options are relevant for assessing an applicant's qualifications and eligibility for employment.

Question 16

Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:

Accepted Answer

Honesty tests have not been shown to validly predict job satisfaction.

Question 17

The Americans with Disabilities Act explicitly states that:

Accepted Answer

The Americans with Disabilities Act states that physical exams must be directly related to the job requirements. This means that employers cannot conduct medical exams or screenings that are not necessary for the job, and they cannot use medical information to discriminate against applicants or employees. However, employers can still test for illegal drug use if there is a valid reason related to job performance or safety. The ADA does not specifically address testing for AIDS or the presence of HIV, but employers are generally prohibited from discriminating against applicants or employees based on disability, including HIV status. Employers also cannot screen out applicants based on their perceived risk of on-the-job injury.

Question 18

Personality tests:

Accepted Answer

Personality tests can inadvertently discriminate against individuals who would otherwise perform effectively. This is because some questions in the test may have cultural or gender biases, which may result in certain groups of people performing poorly on the test. This can result in qualified candidates being overlooked or excluded from consideration.

Question 19

The set of standardized questions used in a structured interview is based on:

Accepted Answer

The set of standardized questions used in a structured interview is based on job analysis, which identifies the necessary knowledge, skills, and abilities required for success in a specific job. The questions are designed to assess an applicant's fit for the job and their experience and qualifications related to the job requirements. Hypothetical situations and effective communication techniques may be a part of the interview process but are not the basis for the standardized questions. The applicant's area of specialization may inform some questions but would not be the sole basis for the structured interview questions.

Question 20

The type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion is the:

Accepted Answer

The nondirective interview allows the applicant to lead the conversation and reveal more about themselves, their experiences, and their qualifications. The interviewer acts as a facilitator and does not ask structured questions or steer the conversation towards specific topics. This allows for a more open and organic conversation, giving the applicant the most freedom to showcase their strengths and fit for the position.

Quiz 6: Employee Selection

The use of polygraph tests to screen applicants:

According to a report by the U.S.Merit Systems Protection Board,a quasi-judicial agency that serves as the guardian of federal merit systems,structured interviews are _____ as nondirective interviews to predict on-the job performance.

Interviews as a method of selection are popular for all of the following reasons EXCEPT:

In the _____ to decision making,those making the selection decision review all the data on the applicants.

Which of the following types of tests is increasingly being aided by computer simulations?

Since the passage of the Drug-Free Workplace Act of 1988:

The personality trait of neuroticism refers to:

Which of the following interview questions is appropriate?

According to studies,_____ of applicants test positive for drugs.

The personality trait of openness to experience refers to:

Which of the following interview questions is appropriate?

The Uniform CPA Examination used to license certified public accountants is an example of a(n) :

A ratio of 0.10,for example,means that _____ percent of the applicants will be selected.

The personality trait of agreeableness refers to:

Which of the following is inappropriate on an application form?

Honesty tests have been shown to validly predict all of the following employee outcomes EXCEPT:

The Americans with Disabilities Act explicitly states that:

Personality tests:

The set of standardized questions used in a structured interview is based on:

The type of interview that allows the applicant maximum amount of freedom in determining the course of the discussion is the: