Question 1

Identify the limitation of cognitive ability tests.

Accepted Answer

The answer of Identify the limitation of cognitive ability tests.
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Question 2

Which of the following is true about medical examinations of job candidates?

Accepted Answer

Medical examinations are allowed after a candidate has been given a job offer. However, the exams must be related to the individual's ability to perform essential job functions. In other words, the medical exam must be job-related and consistent with business necessity. The exam must also be given to all individuals in the same job category.

Question 3

To evaluates the results of a test used in the selection process for job candidates,Zoemetra Corp.uses a method wherein scores between 90 and 100 are graded A,scores between 80 and 90 are graded B,scores between 70 and 80 are graded C,and so on.This practice allows the company to give preference to unrepresented groups within a range.Which of the following terms describes this method of evaluating test results?

Accepted Answer

The method of grading scores based on ranges is called "banding." It allows for consideration of candidates within a range rather than simply using exact scores. This can help to address any potential biases in the hiring process and provide opportunities for underrepresented groups. "Race norming" refers to a controversial practice of adjusting test scores based on race, which is not the same as banding. Desensitizing, generalizing, and modeling are not relevant to this method of evaluating test results.

Question 4

Identify the correct statement regarding job performance tests.

Accepted Answer

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Question 5

Alexander is being interviewed for the position of an entry-level financial analyst at a well-known asset management company.Alexander is asked questions about the current state of the U.S.stock market,the current net worth of certain financial firms,and concepts such as IPOs and mergers from a set of predetermined questions that the interviewer has prepared.This is an example of a(n)_____.

Accepted Answer

This is an example of a structured interview because the interviewer is using a predetermined set of questions to assess specific knowledge and skills of the candidate.

Question 6

The controversial practice that treats a range of scores as being similar and thus allows employers to give preference to underrepresented groups within these similar scores is known as _____.

Accepted Answer

The controversial practice described is known as banding, which groups together individuals who receive similar scores and allows employers to give preference to underrepresented groups within each band. Affirmative action and race norming are related but distinct practices, and sensitizing and generalizing are not relevant to this concept.

Question 7

In-basket tests are examples of _____ tests.

Accepted Answer

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Question 8

Melissa Jetton,a manufacturing supervisor,is popular with her employees and other colleagues.She is sociable,gregarious,and easy to talk to.However,she is not very organized or achievement-oriented.In this context,which of the "Big Five" personality traits does she demonstrate?

Accepted Answer

Melissa demonstrates the personality trait of extroversion as she is sociable, gregarious, and easy to talk to.

Question 9

Emma,a manager at Synergy Inc. ,conducted an interview with Sean for a job as regional sales manager.During the course of the interview,she asked Sean to take a test that would assess Sean's integrity by asking him about his attitude toward shoplifting and his own experiences with shoplifting,if any.Which of the following tests was conducted by Emma?

Accepted Answer

Emma conducted a paper-and-pencil honesty test, which assesses an individual's honesty and integrity through a series of questions related to ethical behavior, including attitudes towards stealing. Exit tests are typically given to employees leaving a company to gather feedback, cognitive ability tests assess an individual's ability to reason and solve problems, work sample tests evaluate an individual's performance on a specific task, and in-basket tests evaluate an individual's ability to manage multiple tasks and priorities.

Question 10

Which of the following statements is true of an assessment center?

Accepted Answer

An assessment center is a selection method that combines multiple selection methods such as simulations, exercises, and interviews to evaluate applicants on their management potential. It is commonly used for managerial and executive-level jobs. Therefore, statement C is true. Statements A, B, D, and E are incorrect.

Question 11

Which of the following is a "Big Five" personality trait?

Accepted Answer

The "Big Five" personality traits include openness, conscientiousness, extraversion, agreeableness, and neuroticism. Extroversion is one of these five traits, while physical ability, cognitive ability, aptitude, and honesty are not included.

Question 12

A _____ interview allows interviewer discretion in choosing the questions to be asked and generally includes open-ended questions about the candidate's strengths,weaknesses,career goals,and work experience.

Accepted Answer

A nondirective interview allows the interviewer to have flexibility in selecting the questions and encourages the candidate to express themselves in their own words. This type of interview generally includes open-ended questions about the candidate's strengths, weaknesses, career goals, and work experience. Behavioral and situational interviews have specific questions designed to assess how a candidate would handle certain situations. Structured interviews have a predetermined set of questions that all candidates are asked, while computerized interviews are conducted via technology without human interaction.

Question 13

BuildCo's human resource department is preparing a policy for the drug testing of job applicants.Nate makes a list of statements to include in the policy and shows the list to his supervisor,Monique.Which of the following statements should Monique direct Nate to change?

Accepted Answer

Drug test reports should be sent to applicants as part of the hiring process in order to provide transparency and allow for any discrepancies or false positives to be addressed.

Question 14

Ottercut Tech,a software start-up,is putting together a new team to work on the marketing strategies for their expansion project.In the context of using the "Big Five" personality traits for effective team building,which of the following employees would be a good addition to a team that encourages a strong and harmonious culture and is most likely to give the best results?

Accepted Answer

Both Jamie's organization skills and Stella's cooperativeness are desirable traits for a team trying to build a strong and harmonious culture. The other options either have negative traits or conflicting personalities that would not lead to the best results for the team.

Question 15

Which of the following tests is a legal means to test the integrity of job applicants and generally involves asking applicants directly about their attitudes toward theft and their own experiences with theft?

Accepted Answer

The paper-and-pencil honesty test is a legal means to test the integrity of job applicants and is designed to measure attitudes toward theft, drug use, and other unethical behaviors. The test asks applicants directly about their attitudes toward theft and their own experiences with theft. Polygraph tests are illegal and have been banned by Congress. Cognitive ability and personality inventory tests are not designed to measure integrity, and in-basket tests measure an individual's ability to perform tasks and make decisions, not their overall integrity.

Question 16

A(n)_____ measures the ability to juggle a variety of demands,as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job.

Accepted Answer

In-basket tests are designed to measure a candidate's ability to juggle a variety of demands, as in a manager's job where the candidate is presented with simulated memos and phone messages describing the kinds of problems that confront a person in the job. The other options listed (paper-and-pencil honesty test, cognitive ability test, exit test, and work sample test) do not specifically measure the candidate's ability to handle multiple tasks and demands.

Question 17

Gina,a marketing manager,sets up a meeting with Xavier,a human resource manager,to ask for his help in improving her interviewing methods.Gina explains that she is a people person,and her department is built on teamwork,so when candidates interview for a job,she tries to get to know the candidates as people.She always begins by saying,"Tell me about yourself," and based on what the candidate says,she lets the conversation unfold for 30 to 60 minutes.How does this approach limit Gina's effectiveness as an interviewer?

Accepted Answer

Gina's approach to interviewing, which involves letting the candidate lead the conversation for a long period of time without specific direction, may result in low reliability and poor validity. This is because the candidates may take the conversation in a different direction each time, making it difficult for Gina to compare and evaluate them consistently. Additionally, without specific questions and guidelines, it may be more difficult to gather specific information necessary for evaluating the candidate's qualifications.

Question 18

A typing test for an administrative assistant's job is an example of a(n)_____ test.

Accepted Answer

A typing test is a direct measure of job performance as it assesses the specific skills required for the administrative assistant role.

Question 19

Which of the following is true about cognitive ability tests?

Accepted Answer

Cognitive ability tests are especially valid for jobs requiring adaptability because they measure a person's ability to learn, reason, and solve problems. This is particularly important for jobs that involve complex tasks or require the ability to quickly adapt to new situations.

Question 20

Identify the traits that are found in a conscientious person.

Accepted Answer

Conscientiousness is characterized by traits such as dependability, organization, perseverance, and achievement-oriented behavior. These individuals tend to be diligent and responsible, meeting deadlines and fulfilling commitments. Therefore, option B is the best choice as it includes all the traits associated with conscientiousness. The other options, namely sociable, emotionally stable, courteous, and curious, are traits associated with other personality dimensions.

Quiz 6: Selecting Employees and Placing Them in Jobs