Question 1

Intelligence test is another name for:

Accepted Answer

A)   emotional ability test.
B)   general ability test.
C)   endurance test.
D)   emotional focus test.
E)   cognitive ability test.F) A) and E)
G) C) and E) E

Question 2

A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:

Accepted Answer

A)   criterion-related validity.
B)   split-half validity.
C)   content validity.
D)   construct validity.
E)   concurrent validation.F) A) and B)
G) A) and C) A

Question 3

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Accepted Answer

A) True 
 B)False

Question 4

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Accepted Answer

A)   content validity.
B)   construct validity.
C)   practical value.
D)   generalizable validity.
E)   utility.F) B) and D)
G) All of the above

Question 5

Consistency between the test items or problems and the kinds of situations or problems that occur on the job is:

Accepted Answer

A)   predictive validity.
B)   concurrent validity.
C)   content validity.
D)   construct validity.
E)   None of the choices are correct.F) B) and E)
G) C) and E)

Question 6

In terms of the "Big Five" personality traits,there is evidence that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability.

Accepted Answer

A) True 
 B)False

Question 7

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation approach.To do so,you must administer the test to:

Accepted Answer

A)   at least half your present computer technicians.
B)   people doing similar jobs in other companies.
C)   people applying for computer technician jobs in your company.
D)   only your current computer technicians who are performing at or above acceptable levels.
E)   human resources professionals in your company.F) B) and E)
G) None of the above

Question 8

Organizations typically use résumés:

Accepted Answer

A)   as substitutes for employment tests.
B)   as a basis for deciding which candidates to investigate further.
C)   as a means of verifying applicants' ability to perform jobs.
D)   to get around legal restrictions,since the information provided is voluntary in nature.
E)   as substitutes for interviews.F) None of the above
G) B) and E)

Question 9

A construction firm is in need of a construction superintendent whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.It administers a construction-error recognition test,where an applicant enters into a shed that has been specially constructed to have 25 common and expensive errors and where he or she is asked to record as many of these problems as can be detected.What type of validation is being used?

Accepted Answer

A)   Concurrent criterion-related
B)   Predictive criterion-related
C)   Content
D)   Standard error of the measurement
E)   ConstructF) All of the above
G) B) and E)

Question 10

Most organizations check references before they determine the applicant is a finalist for the job.

Accepted Answer

A) True 
 B)False

Question 11

Review of résumés is most valid when their content is evaluated in terms of:

Accepted Answer

A)   the elements of a job description and job specifications.
B)   other applicants' qualifications.
C)   the incumbent's qualifications.
D)   the values and wants of the supervisor rather than the HR professional.
E)   the quality of the paper used.F) C) and D)
G) A) and E)

Question 12

The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

Accepted Answer

A)   compensatory model.
B)   multiple-hurdle model.
C)   professional model.
D)   behavioural planning model.
E)   legally required model.F) B) and D)
G) A) and E)

Question 13

Candidates must provide their consent before a background check can be conducted.

Accepted Answer

A) True 
 B)False

Question 14

During an interview for a sales position,you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his/her orders;what would you do to regain his/her business?" What type of interview is being used?

Accepted Answer

A)   Behavioural
B)   Situational
C)   Nondirective
D)   Structured
E)   PanelF) A) and B)
G) None of the above

Question 15

The organization's decisions about selecting people are primarily administrative and unrelated to its ability to survive,adapt,and grow.

Accepted Answer

A) True 
 B)False

Question 16

For most companies,the first step in the selection process is:

Accepted Answer

A)   verification of the applicant's qualifications through reference and background checks.
B)   determining the best recruitment source.
C)   screening the applications received to determine which meet the requirements for the job.
D)   preparation of a job description.
E)   interviewing candidates.F) A) and C)
G) A) and B) C

Question 17

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

Accepted Answer

A) True 
 B)False

Question 18

Which one of the following is NOT one of the "Big Five" personality dimensions?

Accepted Answer

A)   Adjustment
B)   Eccentricity
C)   Conscientiousness
D)   Inquisitiveness
E)   AgreeablenessF) B) and E)
G) C) and E)

Question 19

Achievement tests measure a person's existing skills and knowledge.

Accepted Answer

A) True 
 B)False

Question 20

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Accepted Answer

A)   predictive criterion-related validation.
B)   content validation.
C)   concurrent criterion-related validation.
D)   construct validation.
E)   None of the choices are correct.F) D) and E)
G) All of the above

Exam 5: Selecting Employees

Intelligence test is another name for:

Correct Answer
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E

A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:

Correct Answer
verified
A

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Correct Answer
verified

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Correct Answer
verified

Consistency between the test items or problems and the kinds of situations or problems that occur on the job is:

Correct Answer
verified

In terms of the "Big Five" personality traits,there is evidence that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability.

Correct Answer
verified

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation approach.To do so,you must administer the test to:

Correct Answer
verified

Organizations typically use résumés:

Correct Answer
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Correct Answer
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Most organizations check references before they determine the applicant is a finalist for the job.

Correct Answer
verified

Review of résumés is most valid when their content is evaluated in terms of:

Correct Answer
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The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

Correct Answer
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Candidates must provide their consent before a background check can be conducted.

Correct Answer
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During an interview for a sales position,you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his/her orders;what would you do to regain his/her business?" What type of interview is being used?

Correct Answer
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The organization's decisions about selecting people are primarily administrative and unrelated to its ability to survive,adapt,and grow.

Correct Answer
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For most companies,the first step in the selection process is:

Correct Answer
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C

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

Correct Answer
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Which one of the following is NOT one of the "Big Five" personality dimensions?

Correct Answer
verified

Achievement tests measure a person's existing skills and knowledge.

Correct Answer
verified

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Correct Answer
verified

Exam 5: Selecting Employees

Intelligence test is another name for:

Correct AnswerverifiedE

A measure of validity based on showing that there is a substantial association between test scores and job performance scores is called:

Correct AnswerverifiedA

The multiple-hurdle model is a more expensive selection process than the compensatory model.

Correct AnswerverifiedShow Answer

For tests that measure abstract qualities such as intelligence or leadership ability,establishment of validity may have to rely on:

Correct AnswerverifiedShow Answer

Consistency between the test items or problems and the kinds of situations or problems that occur on the job is:

Correct AnswerverifiedShow Answer

In terms of the "Big Five" personality traits,there is evidence that people who score high on conscientiousness tend to excel at work,especially when they also have high cognitive ability.

Correct AnswerverifiedShow Answer

You want to establish the validity of a test designed for computer technicians using a predictive criterion-related validation approach.To do so,you must administer the test to:

Correct AnswerverifiedShow Answer

Organizations typically use résumés:

Correct AnswerverifiedShow Answer

Correct AnswerverifiedShow Answer

Most organizations check references before they determine the applicant is a finalist for the job.

Correct AnswerverifiedShow Answer

Review of résumés is most valid when their content is evaluated in terms of:

Correct AnswerverifiedShow Answer

The usual process for arriving at a selection decision is to gradually narrow the pool of candidates for each job.This approach is called the:

Correct AnswerverifiedShow Answer

Candidates must provide their consent before a background check can be conducted.

Correct AnswerverifiedShow Answer

During an interview for a sales position,you are asked the following question: "Suppose one of your clients refuses to speak to you after you lost one of his/her orders;what would you do to regain his/her business?" What type of interview is being used?

Correct AnswerverifiedShow Answer

The organization's decisions about selecting people are primarily administrative and unrelated to its ability to survive,adapt,and grow.

Correct AnswerverifiedShow Answer

For most companies,the first step in the selection process is:

Correct AnswerverifiedC

A test that has content-validity exposes the job applicant to situations likely to occur on the job.

Correct AnswerverifiedShow Answer

Which one of the following is NOT one of the "Big Five" personality dimensions?

Correct AnswerverifiedShow Answer

Achievement tests measure a person's existing skills and knowledge.

Correct AnswerverifiedShow Answer

For tests that measure abstract qualities like intelligence or leadership skills,validity would best be established by:

Correct AnswerverifiedShow Answer

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E

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A

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C

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