Question 1

Knowledge tests are generally found to be highly reliable.

Accepted Answer

Knowledge tests typically have high levels of reliability, as they are designed to measure a specific set of knowledge or skills consistently and accurately. This is often achieved through the use of standardized test questions and careful scaling and scoring processes. However, there may be some variability in reliability depending on the specific test and how it is administered or scored.

Question 2

Emotional resilience refers to a person's ability to perform well and consistently in a range of situations,including under pressure.

Accepted Answer

Emotional resilience is the ability to adapt and cope with challenging situations, including those that are stressful or high-pressure, without allowing negative emotions or reactions to interfere with performance.

Question 3

According to the Buros Institute of Mental Measurements over 85% of published tests report information about their reliability and validity.

Accepted Answer

False

Question 4

Simulations are particularly useful for predicting performance in simple,routine jobs.

Accepted Answer

Simulations are useful for predicting performance in complex and dynamic jobs, as they allow for the evaluation of various scenarios and factors that can affect job performance. Simple, routine jobs may not require simulations to predict performance as they often involve repetitive tasks with predetermined procedures.

Question 5

Wonderlic Personnel Test is a popular vocational interest test.

Accepted Answer

The Wonderlic Personnel Test is a cognitive ability test used to assess problem-solving capabilities and is not a vocational interest test.

Question 6

Test-taking anxiety levels have been found to vary across applicant groups.

Accepted Answer

Test-taking anxiety levels can vary depending on a variety of factors including prior testing experiences, cultural background, and academic history. Therefore, it is possible for different applicant groups to experience different levels of test anxiety.

Question 7

In overt honesty tests,the job applicant who takes the test is not aware of the true objective of various questions.

Accepted Answer

In overt honesty tests, the true objective of the questions is made clear to the job applicant, as these tests directly ask about attitudes towards dishonest behavior.

Question 8

Tests have often been used for purposes for which they were not meant.

Accepted Answer

Tests have been misused for various purposes, such as evaluating intelligence or personality traits, which they were not designed to measure.

Question 9

Available research indicates that the predictive validity of polygraph tests is at best questionable.

Accepted Answer

There is no scientific consensus that polygraph tests are reliable for detecting deception. Many studies have shown that these tests can produce false positives and false negatives, leading to incorrect conclusions about a person's truthfulness. Therefore, the predictive validity of polygraph tests is questionable.

Question 10

Many applicants consider honesty tests to be an invasion of their privacy.

Accepted Answer

Many applicants believe that honesty tests are an intrusion into their personal lives and can reveal information that is not relevant to the job they are applying for.

Question 11

Available research indicates that,currently,employment tests are more popular than job interviews.

Accepted Answer

Job interviews remain a more universally applied method for assessing candidates in the hiring process compared to employment tests, as they provide a direct, personal interaction with the candidate, allowing employers to assess fit beyond just skills or knowledge.

Question 12

Establishing physical standards (e.g. ,required height and weight)for jobs is usually preferable to establishing required physical abilities (e.g. ,cardiovascular endurance)since the former can be easily assessed.

Accepted Answer

Establishing physical abilities may better correlate with job demands, but can be more challenging to assess and may discriminate against individuals with disabilities or other factors that limit physical abilities. Establishing physical standards based on height and weight may be simpler to assess, but may not be as directly related to job demands.

Question 13

Many vocational interest inventories are better at predicting job success than job stability.

Accepted Answer

The answer of Many vocational interest inventories are better at...

Question 14

Many drug tests do not yield accurate data on current impairment or usage level.

Accepted Answer

Drug tests can detect trace amounts of drugs in the body which may have been consumed days or even weeks prior, but do not necessarily indicate current impairment or usage level. Additionally, some drugs may not be detectable by certain types of drug tests. Therefore, the results of a drug test should not be relied upon as the sole indicator of someone's current level of impairment or drug use.

Question 15

Employment tests are particularly helpful for making differential job assignments.

Accepted Answer

Employment tests can help identify the skills and abilities of job candidates and employees, which can be useful in making informed job assignments that match their strengths and capabilities. By doing so, employers can maximize productivity and job satisfaction while minimizing the risk of employee turnover or underperformance.

Question 16

Knowledge tests are particularly useful to select candidates for highly complex jobs.

Accepted Answer

Knowledge tests are designed to measure a candidate's knowledge and skills in a specific area, making them highly useful for jobs that require complex knowledge or skills. Such tests provide a standardized way to evaluate a candidate's qualifications and predict their potential job performance. Hence, they are highly effective in selecting candidates for highly complex job roles.

Question 17

Medical examinations are good substitutes for tests of physical ability and ability to perform a task safely.

Accepted Answer

Medical examinations only assess medical conditions and do not necessarily determine physical ability or ability to perform a task safely. Testing physical ability and task performance requires more specific and targeted testing.

Question 18

Available research indicates high predictive validity for emotional intelligence especially for technical jobs.

Accepted Answer

Research generally shows that emotional intelligence has a stronger predictive validity for success in roles that require high levels of interpersonal interaction, such as leadership and customer-facing positions, rather than technical jobs which often prioritize hard skills.

Question 19

The "extroversion" trait has been found to correlate with job success in sales positions.

Accepted Answer

Studies have consistently shown that individuals who score high in extroversion tend to perform better in sales positions. They are more likely to be outgoing, assertive, and comfortable in social situations, which are all qualities that can help them build relationships with customers and close deals. However, it's important to note that extroversion is not the only factor that contributes to sales success, as factors like product knowledge, communication skills, and work ethic also play a significant role.

Question 20

General mental ability tests are among the most valid tests.

Accepted Answer

General mental ability, also known as general intelligence, is a valid construct that has been shown to have strong predictive power in many areas of life, including academic and job performance. Therefore, tests that measure this construct are generally considered to be among the most valid tests.

Quiz 7: Use of Tests in Selection