Question 1

A construction firm is in need of a construction superintendent,whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.The firm administers a construction-error recognition test,where an applicant enters a shed that has 25 construction errors and where he/she is asked to record as many of these problems as can be detected.What type of validity is being established in this case?

Accepted Answer

A)   Concurrent validity
B)   Construct validity
C)   Content validity
D)   Representative validity
E)   PredictiveF) B) and E)
G) C) and D)

Question 2

An assessment center:

Accepted Answer

A)   is a place where job applicants for manufacturing jobs undergo physical ability tests.
B)   conducts a single test for all job applicants to test their technical potential.
C)   uses multiple selection methods to rate applicants on their management potential.
D)   is a selection method generally used for unskilled employees.
E)   has the lowest validity because it combines several assessment methods.F) A) and C)
G) C) and E)

Question 3

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

Accepted Answer

A) True 
 B)False

Question 4

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

Accepted Answer

A) True 
 B)False

Question 5

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

Accepted Answer

A)   reliability
B)   validity
C)   generalizability
D)   utility
E)   dependabilityF) A) and B)
G) C) and D)

Question 6

Usually a supervisor makes the final employee selection decision.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following traits describe conscientiousness?

Accepted Answer

A)   Sociable, gregarious, assertive, talkative
B)   Dependable, organized, persevering, achievement-oriented
C)   Courteous, trusting, good-natured, tolerant
D)   Emotionally stable, nondepressed, secure, content
E)   Curious, imaginative, artistically sensitive, broad-mindedF) B) and D)
G) A) and B)

Question 8

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

Accepted Answer

A)   job performance
B)   cognitive ability
C)   physical ability
D)   personality inventories
E)   emotional intelligenceF) C) and D)
G) A) and E)

Question 9

Generally,the organization checks references _____.

Accepted Answer

A)   only if it believes the information provided by the applicant is incorrect
B)   immediately after the applicant submits a résumé
C)   after it has determined that the applicant is a finalist for the job
D)   because it is a legal requirement under EEO laws
E)   of all applicants to a jobF) D) and E)
G) B) and E)

Question 10

Describe the different types of interviews that can be used for employee selection.

Accepted Answer

The different types of interviews that c...

Question 11

Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?

Accepted Answer

Providing information as references for ...

Question 12

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Accepted Answer

A)   contacts many references
B)   relies exclusively on the list provided by the applicant
C)   avoids direct contact with the reference
D)   restricts contact with the references through e-mails
E)   receives positive opinions about the employee from the referenceF) A) and E)
G) C) and D)

Question 13

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Accepted Answer

A) True 
 B)False

Question 14

Interviewing is considered the most accurate basis for making a selection decision.

Accepted Answer

A) True 
 B)False

Question 15

Achievement tests assess how well a person can acquire skills and abilities

Accepted Answer

A) True 
 B)False

Question 16

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Accepted Answer

A) True 
 B)False

Question 17

What does a correlation coefficient of 0 indicate?

Accepted Answer

A)   A perfect positive relationship
B)   A perfect negative relationship
C)   A partial correlation
D)   No correlation
E)   An indefinite correlationF) A) and D)
G) B) and D)

Question 18

Predictive validation is less time consuming and the easiest to administer.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991?

Accepted Answer

A)   The employer can ask preemployment questions to investigate disabilities.
B)   The interviewer is prohibited from asking a candidate if he/she can meet the attendance requirements for the job.
C)   The interviewer is permitted to ask the candidate the number of sick leaves he/she took at his/her previous job.
D)   The employer is permitted to use, for hiring decisions, employment physical exams that could reveal a psychological or physical disability.
E)   Employers are required to make "reasonable accommodation" to disabled individuals.F) A) and D)
G) A) and C)

Question 20

The use of a neutral-appearing selection method that damages a protected group is _____.

Accepted Answer

A)   legal if the employer has a turnover of less than $100,000
B)   legal if the company using the selection method has 100 or more employees
C)   legal if the employer can show that there is a business necessity for using that method
D)   illegal and prohibited under all circumstances
E)   legal if the company using the selection method operates in the software industryF) All of the above
G) B) and C)

Exam 6: Selecting Employees and Placing Them in Jobs

What does a correlation coefficient of 0 indicate?

Correct Answer
verified

Predictive validation is less time consuming and the easiest to administer.

Correct Answer
verified

Usually a supervisor makes the final employee selection decision.

Correct Answer
verified

Describe the different types of interviews that can be used for employee selection.

Correct Answer
verified
The different types of interviews that c...
View Answer

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

Correct Answer
verified

The use of a neutral-appearing selection method that damages a protected group is _____.

Correct Answer
verified

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

Correct Answer
verified

Which of the following traits describe conscientiousness?

Correct Answer
verified

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Correct Answer
verified

Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991?

Correct Answer
verified

Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?

Correct Answer
verified
Providing information as references for ...
View Answer

Correct Answer
verified

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

Correct Answer
verified

Generally,the organization checks references _____.

Correct Answer
verified

Achievement tests assess how well a person can acquire skills and abilities

Correct Answer
verified

An assessment center:

Correct Answer
verified

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Correct Answer
verified

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

Correct Answer
verified

Interviewing is considered the most accurate basis for making a selection decision.

Correct Answer
verified

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Correct Answer
verified

Exam 6: Selecting Employees and Placing Them in Jobs

What does a correlation coefficient of 0 indicate?

Correct AnswerverifiedShow Answer

Predictive validation is less time consuming and the easiest to administer.

Correct AnswerverifiedShow Answer

Usually a supervisor makes the final employee selection decision.

Correct AnswerverifiedShow Answer

Describe the different types of interviews that can be used for employee selection.

Correct AnswerverifiedThe different types of interviews that c...View AnswerShow Answer

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

Correct AnswerverifiedShow Answer

The use of a neutral-appearing selection method that damages a protected group is _____.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Which of the following traits describe conscientiousness?

Correct AnswerverifiedShow Answer

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Correct AnswerverifiedShow Answer

Which of the following is true according to the Americans with Disabilities Act (ADA) of 1991?

Correct AnswerverifiedShow Answer

Discuss the burden placed on people or organizations contacted as references for job candidates.How do organizations cope with this burden?

Correct AnswerverifiedProviding information as references for ...View AnswerShow Answer

Correct AnswerverifiedShow Answer

The Civil Rights Act of 1991 encourages the use of race norming as a selection tool.

Correct AnswerverifiedShow Answer

Generally,the organization checks references _____.

Correct AnswerverifiedShow Answer

Achievement tests assess how well a person can acquire skills and abilities

Correct AnswerverifiedShow Answer

An assessment center:

Correct AnswerverifiedShow Answer

In general,the results of reference checks for job applicants will be most valid if the employer _____.

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

Interviewing is considered the most accurate basis for making a selection decision.

Correct AnswerverifiedShow Answer

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Correct AnswerverifiedShow Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified
The different types of interviews that c...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified
Providing information as references for ...
View Answer

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified

Correct Answer
verified