Question 1

What is a disadvantage of using résumés as a source of information about job applicants?

Accepted Answer

A)   It is a relatively expensive method of gathering information.
B)   It does not allow applicants to highlight accomplishments.
C)   Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description.
D)   A résumé is biased in favor of the employer.
E)   The content of the résumé is controlled by the applicant.

Question 2

Which statement best describes the multiple-hurdle model of personnel selection?

Accepted Answer

A)   It is a process of selecting employees in which a very high score on one type of assessment can make up for a low score on another.
B)   It is a process of arriving at a selection decision by eliminating some candidates at each stage of the selection process.
C)   It is a selection process in which several members of an organization form a panel and interview each candidate.
D)   It is a testing program that establishes different norms for hiring members of different racial groups.
E)   It is a selection process that treats a range of scores as being similar and divides candidates into groups based on the range into which they fall.

Question 3

Julian applies for the position of an emergency direct care worker at San Jose Medical Center. In the last round of the selection process, he has to take part in a testing procedure that simulates an emergency situation. He has to run a half-mile on the treadmill, followed by a step test, a posture test, a squat test, and a weight-lifting test. His performance is timed and his heart rate is monitored throughout the tests. Which test is exemplified in this case?

Accepted Answer

A)   cognitive ability test
B)   critical thinking test
C)   psychometric test
D)   physical ability test
E)   achievement test

Question 4

Barbara is interviewing for a paralegal position at one of the biggest law firms in the country. During the interview, she is asked a particular question that she refuses to answer. Frustrated by her behavior, the interviewer repeats the question. She refuses to answer it again and says that it violates her rights under equal employment opportunity law. Which question is she most likely being asked?

Accepted Answer

A)   What is your complete name?
B)   What is your ancestry?
C)   Can you meet the requirements of strict work schedules?
D)   Have you ever been convicted of a crime?
E)   What organizations or groups do you belong to that you consider relevant to being able to perform this job?

Question 5

In a nondirective interview, the interviewer always asks questions from an established set of questions.

Accepted Answer

A) True 
 B)False

Question 6

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

Accepted Answer

A)   physical ability
B)   cognitive ability
C)   aptitude
D)   extroversion
E)   honesty

Question 7

The consistency between test items or problems and the kinds of situations or problems that occur in a job is known as

Accepted Answer

A)   predictive validity.
B)   content validity.
C)   concurrent validity.
D)   diagnostic validity.
E)   construct validity.

Question 8

Personality tests are more reliable than intelligence tests.

Accepted Answer

A) True 
 B)False

Question 9

Regal Inc., an investment bank, is in the final stage of its selection process for a business analyst. Donald is one of the desired candidates for the position. As part of background checks, the bank wants to look at his credit history. Which Act requires them to obtain Donald's consent before using a third party to check his credit history?

Accepted Answer

A)   The Civil Rights Act of 1991
B)   The Fair Credit Reporting Act
C)   The Fair Labor Standards Act
D)   The Labor-Management Reporting and Disclosure Act
E)   The Consumer Credit Protection Act

Question 10

Leggy High School has three open positions for teachers. The school's HR personnel review résumés to identify the candidates who meet the school's minimum requirements. Next, potential candidates are then invited for interviews. After this, interviewers discuss the results with HR personnel and select a short list of candidates, who then appear before a panel of teachers and HR personnel for the final interview. Leggy's new teachers are then selected from among these finalists. Which terms describes Leggy's method of selection?

Accepted Answer

A)   compensatory model
B)   multiple-hurdle model
C)   leadership model
D)   behavior description model
E)   nondirective model

Question 11

A strategic approach to selection requires ways to measure the effectiveness of selection tools. What is a basic standard for this?

Accepted Answer

A)   The method can be personally relatable.
B)   The method will highlight invalid information.
C)   The information provided will always be specific to the candidates applying.
D)   The method offers practical value.
E)   The legality of the selection criteria depends on in which country the measurement is performed.

Question 12

In-basket tests are examples of ________ tests.

Accepted Answer

A)   job performance
B)   physical ability
C)   honesty
D)   personality
E)   cognitive ability

Question 13

Ed, an entrepreneur, wants to hire a human resource professional who can help him make decisions about who will or will not be allowed to join his organization. In advertising for this professional, what term should he use to describe the process he wants help with?

Accepted Answer

A)   predictive validation
B)   job analysis
C)   concurrent validation
D)   trend analysis
E)   personnel selection

Question 14

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

A)   banding.
B)   generalizing.
C)   affirmative action.
D)   sensitizing.
E)   race norming.

Question 15

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his or her previous employment, the new employer may sue the former for

Accepted Answer

A)   negligence.
B)   misrepresentation.
C)   defamation.
D)   misappropriation.
E)   libel.

Question 16

Generally, an organization checks references

Accepted Answer

A)   only if it believes the information provided by an applicant is incorrect.
B)   immediately after an applicant submits a résumé.
C)   after it has determined that an applicant is a finalist for a job.
D)   because it is a legal requirement under equal employment opportunity laws.
E)   because it is an unbiased source of information.

Question 17

Which statement is true about cognitive ability tests?

Accepted Answer

A)   They are especially valid for jobs requiring adaptability.
B)   They are relatively expensive compared to the other tests.
C)   They measure strength, endurance, psychomotor abilities, and other physical abilities.
D)   They are free from legal complications.
E)   They are especially valid for simple jobs.

Question 18

The human resource department at an accounting firm is preparing a policy for the drug testing of job applicants. Jim makes a list of statements to include in the policy and shows the list to his supervisor, Peggy. Which statement would Peggy direct Jim to change?

Accepted Answer

A)   Drug testing should be administered systematically to all applicants who have applied for the same job.
B)   Drug test reports should not be sent to applicants.
C)   Drug testing should be conducted for employees working in jobs that involve safety hazards.
D)   Drug testing should not be conducted in an intrusive environment.
E)   Drug-testing programs should allow for strict confidentiality of results.

Question 19

The ________ of an employment test is indicated by the extent to which the test scores relate to actual job performance.

Accepted Answer

A)   reliability
B)   validity
C)   generalizability
D)   utility
E)   dependability

Question 20

Review of résumés is most valid when the content of the résumés is evaluated in

Accepted Answer

A)   terms of the elements of a job description.
B)   comparison with other applicants' qualifications.
C)   terms of the incumbent's competencies.
D)   terms of the industrial benchmarks.
E)   comparison with other employees in an organization.

Exam 6: Selecting Employees and Placing Them in Jobs

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

Correct Answer
verified

In a nondirective interview, the interviewer always asks questions from an established set of questions.

Correct Answer
verified

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his or her previous employment, the new employer may sue the former for

Correct Answer
verified

The ________ of an employment test is indicated by the extent to which the test scores relate to actual job performance.

Correct Answer
verified

Correct Answer
verified

What is a disadvantage of using résumés as a source of information about job applicants?

Correct Answer
verified

Review of résumés is most valid when the content of the résumés is evaluated in

Correct Answer
verified

Correct Answer
verified

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

Correct Answer
verified

The consistency between test items or problems and the kinds of situations or problems that occur in a job is known as

Correct Answer
verified

Which statement best describes the multiple-hurdle model of personnel selection?

Correct Answer
verified

Which statement is true about cognitive ability tests?

Correct Answer
verified

Ed, an entrepreneur, wants to hire a human resource professional who can help him make decisions about who will or will not be allowed to join his organization. In advertising for this professional, what term should he use to describe the process he wants help with?

Correct Answer
verified

A strategic approach to selection requires ways to measure the effectiveness of selection tools. What is a basic standard for this?

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Generally, an organization checks references

Correct Answer
verified

In-basket tests are examples of ________ tests.

Correct Answer
verified

Personality tests are more reliable than intelligence tests.

Correct Answer
verified

The human resource department at an accounting firm is preparing a policy for the drug testing of job applicants. Jim makes a list of statements to include in the policy and shows the list to his supervisor, Peggy. Which statement would Peggy direct Jim to change?

Correct Answer
verified

Exam 6: Selecting Employees and Placing Them in Jobs

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

Correct AnswerverifiedShow Answer

In a nondirective interview, the interviewer always asks questions from an established set of questions.

Correct AnswerverifiedShow Answer

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his or her previous employment, the new employer may sue the former for

Correct AnswerverifiedShow Answer

The ________ of an employment test is indicated by the extent to which the test scores relate to actual job performance.

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

What is a disadvantage of using résumés as a source of information about job applicants?

Correct AnswerverifiedShow Answer

Review of résumés is most valid when the content of the résumés is evaluated in

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

The consistency between test items or problems and the kinds of situations or problems that occur in a job is known as

Correct AnswerverifiedShow Answer

Which statement best describes the multiple-hurdle model of personnel selection?

Correct AnswerverifiedShow Answer

Which statement is true about cognitive ability tests?

Correct AnswerverifiedShow Answer

Ed, an entrepreneur, wants to hire a human resource professional who can help him make decisions about who will or will not be allowed to join his organization. In advertising for this professional, what term should he use to describe the process he wants help with?

Correct AnswerverifiedShow Answer

A strategic approach to selection requires ways to measure the effectiveness of selection tools. What is a basic standard for this?

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Generally, an organization checks references

Correct AnswerverifiedShow Answer

In-basket tests are examples of ________ tests.

Correct AnswerverifiedShow Answer

Personality tests are more reliable than intelligence tests.

Correct AnswerverifiedShow Answer

The human resource department at an accounting firm is preparing a policy for the drug testing of job applicants. Jim makes a list of statements to include in the policy and shows the list to his supervisor, Peggy. Which statement would Peggy direct Jim to change?

Correct AnswerverifiedShow Answer

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