Q&A Hero

Human Resource

Q: The first step of the structured interview process is ___________. A. selecting and training interviewers B. developing the selection plan C. consulting the job requirements matrix D. developing selection goals
Q: Which of the following is a source of error or bias in unstructured interviews? A. Low reliability between interviewers. B. Nonverbal cues from interviewees influence interview ratings. C. Primacy effects. D. All of these are true.
Q: Which of the following is a characteristic of a typical unstructured interview? A. It is usually carefully planned. B. The interviewer makes a quick and final evaluation of the candidate. C. It consists of formal, objective questioning. D. The interviewer is highly prepared.
Q: Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories _____. A. are about as predictive of job performance as ability tests B. are more predictive of job performance than ability tests C. are not strongly predictive of job performance D. are prohibited by law
Q: Which of the following is true regarding integrity tests? A. Their use has declined in the past decade. B. They are used to reduce employee accidents. C. They are usually paper-and-pencil or computerized measures. D. The construct of integrity is well understood.
Q: Situational judgment tests _______. A. have very high adverse impact B. involve applicants' descriptions of how they would behave in work scenarios C. are based on applicants' evaluations of photographs D. have very low validity
Q: Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs. A. customer service B. assembly C. bank teller D. none of these
Q: The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test. A. job knowledge B. psychomotor C. high fidelity D. low fidelity
Q: The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called ______________. A. situational judgment tests B. behavioral implementation tests C. work sample tests D. job simulation tests
Q: Research studies have found ___________ support for the validity of job knowledge tests? A. relatively strong B. no support C. very weak D. some
Q: The difference between black and white test takers on cognitive ability tests has been ______. A. demonstrated to be an artifact of question wording B. decreasing over time C. lower when tests are given in an open-ended format D. both decreasing over time and lower when tests are given in an open-ended format
Q: The biggest reason why cognitive ability tests are not more widely used is ______________. A. they are too expensive B. they are too time-consuming C. they are difficult to administer D. they have an adverse impact on minorities
Q: Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater ______. A. job knowledge B. presentation skills C. social networking capacity D. diligence
Q: Which of the following is true regarding cognitive ability tests? A. Cognitive ability tests are among the least valid methods of selection. B. Cognitive ability tests do not generalize to a wide range of organizations and jobs. C. There is reason to believe cognitive ability tests will be associated with positive financial returns. D. All of these are true.
Q: The most widely used test of general mental ability for selection decisions is the ______. A. MMPI B. Myers-Briggs C. Wonderlic Personnel Test D. Job Characteristics Inventory
Q: Which of the following cognitive abilities appear to reflect general intelligence? A. verbal abilities B. quantitative abilities C. reasoning abilities D. All of these are correct
Q: Measures which assess an individual's capacity to function in a certain way are called _______. A. interest inventories B. ability tests C. personality tests D. knowledge tests
Q: Which of the following statements is false? A. There is little evidence that people fake their scores on personality tests in the hiring contexts B. When individuals believe their scores are being used for selection, their observed scores tend to increase C. Faking has a negative impact on the validity of personality tests D. None of these statements is false
Q: Which of the following is true regarding research on the validity of personality tests? A. Conscientiousness predicts performance across occupational groups. B. Openness to experience does not predict training performance. C. Extraversion predicts job performance for most jobs. D. All of these are true.
Q: Which of the following is true regarding the use of personality tests in the selection process? A. Emotional stability is a much more valid predictor of job performance when it is measured narrowly. B. The aspect of emotional stability that is more relevant to job performance is stress proneness. C. The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. D. None of these.
Q: What are the most useful personality traits, in order, for selection contexts? A. Conscientiousness, emotional stability, extraversion B. Emotional stability, conscientiousness, openness to experience C. Agreeableness, openness to experience, extraversion D. Extraversion, conscientiousness, emotional stability
Q: This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience
Q: This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience
Q: This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience
Q: Which of the following is true regarding the Big Five personality factors? A. They are reasonably valid in predicting job performance. B. They represent emotional traits. C. They represent cognitive abilities. D. None of these.
Q: Which of the following is not one of the five-factor model personality traits? A. Conscientiousness B. Extroversion C. General mental ability D. Neuroticism
Q: ________ assessment methods are used to reduce the candidate pool to finalists for a job. A. Initial B. Substantive C. Discretionary D. Contingent
Q: Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise.
Q: There are some jobs for which drug and alcohol testing is mandated by law.
Q: An organization may not require medical exams of an applicant, nor make a job offer, conditional, pending the results of a medical exam.
Q: It is unlawful to screen out individuals with disabilities, unless the selection procedure is job-related and consistent with business necessity.
Q: There three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.
Q: Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.
Q: The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.
Q: A medical examination for employees is defined the same way as for job applicants.
Q: Organizations may make medical inquiries or require medical exams prior to making a job offer.
Q: Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.
Q: Some organizations have begun to screen out those who smoke tobacco.
Q: Drug test results can be very accurate with low error rates, if the proper procedures are followed.
Q: Federal law prohibits drug testing for a majority of jobs.
Q: Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.
Q: Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.
Q: Contingent assessment methods are always used in the selection process.
Q: Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.
Q: When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.
Q: Applicants tend to react very negatively to the interview.
Q: The interview is the central means through which an applicant can learn about the job and organization.
Q: Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.
Q: Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.
Q: The starting point for the structured interview is the job rewards matrix.
Q: Applicant appearance may be a source of error or bias in an unstructured interview.
Q: A typical unstructured interview often contains highly speculative questions.
Q: Interest inventories tend to be more tied to the occupation, rather than the organization or the job.
Q: Interest inventories play a key role in organizational selection decisions.
Q: The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.
Q: Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.
Q: The construct of "integrity" is well understood.
Q: Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.
Q: Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.
Q: The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job.
Q: Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.
Q: Performance tests and work samples are readily accepted by applicants as job relevant.
Q: A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job.
Q: Performance tests and work samples assess applicants' underlying capacities and dispositions.
Q: Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality.
Q: Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control for these factors, EI has nothing unique to offer.
Q: Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this awareness.
Q: Research suggests that job knowledge tests have relatively poor validity in predicting job performance.
Q: Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.
Q: Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome.
Q: Most experts agree that cognitive ability cannot be measured accurately by standardized tests.
Q: A concern regarding the use of cognitive ability tests is adverse impact against African Americans.
Q: The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration.
Q: The true validity of measures of general cognitive ability is roughly .50.
Q: Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
Q: Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.
Q: The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.
Q: Measures of specific cognitive abilities do not reflect general intelligence.
Q: 80% of organizations use some sort of ability test in selection decisions.
Q: The two major types of ability tests are aptitude and achievement.
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