Chapter 6 Employee Testing and Selection
Which of the following is T regarding substance abuse screening? A) according to federal law, all employers must test all employees for illegal drugs B) some urine sample tests cannot distinguish between legal and illegal substances C) hair follicle tests provide less detailed information than urine samples D) urine and hair follicle tests usually provide contradictory information E) most urine sample tests measure degree of impairment
B
Which of the following measures reliability by administering two different yet comparable tests and then comparing the two test scores? A) retest estimate B) equivalent form estimate C) internal consistency assessment D) internal comparison estimate E) criterion validity measurement
B
Typical simulated exercises used in management assessment centers include all of the following EXCEPT ________. A) objective tests B) leaderless group discussion C) motor skills assessments D) individual presentations E) management games
C
Which of the following terms refers to the accuracy with which a test fulfills the function for which it was designed? A) reliability B) relevancy C) validity D) expectancy E) consistency
C
Which personality characteristic is comprised of both achievement and dependability? A) neuroticism B) extroversion C) conscientiousness D) agreeableness E) openness to experience
C
The tendency for one to be trusting, compliant, caring, and gentle is the personality dimension known as ________. A) neuroticism B) extroversion C) conscientiousness D) agreeableness E) openness to experience
D
In which of the following situations is it NOT legal to require an applicant to take a polygraph test as part of the selection process? A) electrical engineer at the Department of Energy B) accounting clerk at the Department of Justice C) pharmacist's assistant at Walgreen's D) security guard at Wells Fargo Bank E) cashier at J.C. Penney's
E
Which of the following is the primary advantage of using management assessment centers in the selection process? A) Development costs are very low. B) Minimal time is required for test administration. C) Test development responsibilities are shared by managers. D) Industrial psychologists are involved in the testing process. E) Peers are effectively able to predict the success of applicants.
E
Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional? A) agreeableness B) extroversion C) conscientiousness D) neuroticism E) openness to experience
E
Tests that measure a range of abilities including memory, vocabulary, verbal fluency, and numerical ability are called ________. A) standardized tests B) intelligence tests C) achievement tests D) personality tests E) comprehensive tests
B
Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards? A) employment malpractice B) negligent hiring C) unreliable testing D) improper hiring E) invalid screening
B
With the work sampling technique, applicants are ________. A) asked to submit examples of projects they have completed for other employers B) tested on their ability to perform several tasks crucial to performing the job of interest C) tested on their ability to perform a range of tasks related to several positions in a firm D) asked to respond to questions about how they would perform various tasks E) given video-based situational interviews to assess their critical thinking skills
B
________ validation is considered the most dependable method of validating an employment test. A) Applicable B) Subjective C) Predictive D) Concurrent E) Statistical
C
E-Verify is used by employers to ________. A) access an applicant's credit history B) review an applicant's employment records C) file an applicant's income tax information D) determine if an applicant is eligible to work in the U.S. E) report an applicant's work status to the U.S. government
D
Which of the following is the primary reason that firms conduct background investigations of job applicants? A) adhere to legal hiring practices B) improve pool of candidates C) limit the number of applicants D) uncover F information E) report criminals to police
D
Equivalent form estimates compare test scores from the same test administered at two points in time to determine test equivalence.
F
Selection tests must be validated in the organization that uses them regardless of the validity shown in other similar organizations.
F
The American Psychological Association's standards for educational and psychological tests are legally enforceable.
F
The Privacy Act is the main directive at the federal level that governs how employers acquire and use applicants' and employees' background information.
F
The strong correlation between test results and job performance has led to numerous expert recommendations that tests be used as the only selection tool in the hiring process.
F
The validation of tests used as employment screening tools will most likely be conducted by the HR manager and line supervisor.
F
All of the following are examples of self-reported personality tests EXCEPT ________. A) Guilford-Zimmerman Survey B) Minnesota Multiphasic Personality Inventory C) Make a Picture Story D) Wonderlic Personal Characteristics Inventory E) Sales Achievement Predictor
C
According to the American Psychological Association, all of the following are rights of test takers EXCEPT the right to expect ________. A) confidentiality of test results B) informed consent regarding the use of test results C) scores to be interpreted by qualified individuals D) tests to be the only selection tools for a job E) fairness of the test for all who take it
D
A manager who gives a former employee a bad reference may be accused of ________ if the information is both F and harmful. A) discrimination B) privacy invasion C) adverse impact D) arbitration E) defamation
E
Applicant tracking systems are used by employers to ________. A) develop work samples B) implement EEO laws C) develop specific job descriptions D) verify a candidate's U.S. citizenship E) screen and rank candidates based on skills
E
For an employer to administer a polygraph exam during an ongoing investigation of theft, an employer must do all of the following EXCEPT ________. A) demonstrate economic loss B) prove that the accused had access to the property C) document a reasonable suspicion prior to requesting a polygraph D) explain the details of the investigation and the questions to be asked during the polygraph E) subject all employees with access to the property in question to the same polygraph examination as the accused employee
E
A reliable test is one that yields consistent scores when a person takes two alternate forms of the test or when he or she takes the same test on two or more different occasions.
T
A test battery is based on a combination of several tests that can then measure an array of predictors.
T
According to federal laws, the development, validation, and administration of selection tests must be conducted by a qualified psychologist or a firm may face defamation charges.
T
Applicant tracking systems (ATS) compile resumes, track applicants during the hiring process, and screen out applicants who do not meet minimum job requirements.
T
EEO laws require nondiscriminatory selection procedures for protected groups.
T
Hair follicle testing can provide a history of drug use for six months prior to testing.
T
What type of screening device is designed to measure attitudes regarding tolerance of others who steal and other forms of counterproductivity? A) paper-and-pencil honesty tests B) interest inventories C) personality tests D) graphology E) handwriting analysis
A
What type of screening is used to reduce absenteeism and establish a baseline for future insurance claims? A) physical exams B) personality tests C) polygraph tests D) substance abuse screening E) fine motor skills assessments
A
Which of the following is the primary advantage of the work sampling technique? A) applicants find it difficult to fake answers B) uncovers information about an applicant's personality C) compares an applicant's past job performance with future success D) applicants can evaluate their own performance E) fine motor skills are accurately assessed
A
________ tests measure finger dexterity, manual dexterity, and reaction time. A) Motor ability B) Personality C) Achievement D) Cognitive E) Interest
A
According to surveys of HR managers, which of the following is most frequently verified during an employment background investigation? A) age B) references C) credit ratings D) marital status E) driving records
B
Mike Simmons has recently applied for a position with Pfizer Pharmaceuticals. Which personality trait most likely has the strongest correlation to Mike's success as a pharmaceutical sales representative? A) neuroticism B) extroversion C) agreeableness D) conscientiousness E) openness to experience
B
Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employee that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values -- honor, integrity, having fun, and continually seeking knowledge -- serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process. Which of the following, if T, would undermine the argument that Red Robin should use achievement tests in the employee selection process? A) Red Robin receives so many applications that it only considers individuals with previous job experience in the restaurant industry. B) Red Robin provides a two-week training session to all new hires, which are frequently college students with little experience in the restaurant industry. C) Red Robin expects applicants for management positions to understand current EEO laws and be aware of ADA requirements. D) Red Robin requires applicants for cashier positions to take typing tests to assess their speed at the cash register. E) Red Robin compares the interests of applicants with those of people already working in the restaurant industry as servers and bartenders.
B
The Big Five personality dimensions include all of the following EXCEPT ________. A) neuroticism B) optimism C) extroversion D) conscientiousness E) agreeableness
B
Which of the following terms refers to the consistency of scores obtained by the same person when retested with alternate forms of the same test? A) equivalency B) reliability C) expectancy D) objectivity E) validity
B
According to experts, most people are hired for their qualifications and fired for their ________. A) physical limitations B) lack of aptitude C) nonperformance D) psychological issues E) cognitive abilities
C
As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which of the following is most likely being measured by UPS? A) interpersonal skills B) cognitive skills C) physical abilities D) achievements E) interests
C
Carter Vacuums needs to hire 20 new employees to fill positions at its manufacturing facility. The HR department wants to minimize the costs related to screening applicants but also wants the assessment method to be highly valid to the specific jobs. Which of the following would be the best choice for Carter Vacuums? A) structured interviews B) personality tests C) cognitive ability tests D) assessment centers E) work samples
C
Demonstrating the content validity of a test can be accomplished by showing that ________. A) tasks performed on the test are general enough to apply to any type of job B) higher test scores are statistically equivalent to proven, long-term job success C) conditions under which the test is administered resemble the work situation D) scores on the test are both internally and externally reliable E) administered tests provide equivalent questions and scenarios
C
Employers most likely conduct background investigations and reference checks to verify a candidate's ________. A) age B) marital status C) military service D) ethnic background E) disability history
C
Firms should most likely use certified psychologists when developing and validating selection tests in order to ________. A) protect the confidentiality of the firm B) demonstrate familiarity with privacy laws C) ensure compliance with EEO laws D) persuade applicants of testing legitimacy E) use scores for benchmarking purposes
C
If a person scores a 78 on a test on one day and scores a 79 when retested on another day, you might conclude that this test is ________. A) valid B) invalid C) reliable D) unreliable E) inconsistent
C
Which of the following is used to measure job knowledge? A) aptitude tests B) interest inventories C) achievement tests D) work samples E) projective tests
C
A(n) ________ is a simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance. A) work sampling event B) video-based situation C) management assessment center D) applicant personality test E) miniature job evaluation
C observation of experts who appraise each candidate's leadership potential. The center itself may be a simple conference room, but more likely a special room with a one-way mirror to facilitate observation.
When repetitive questions appear on a questionnaire, which of the following is most likely being measured? A) test validity B) retest estimate C) equivalent form D) internal consistency E) criterion validity
D
Work sampling, miniature job training, and video-based tests are examples of ________. A) management assessment centers B) intelligence tests C) personality tests D) situational tests E) interests inventories
D
The unreliability of a test may be explained by all of the following EXCEPT ________. A) poor sampling of question material B) lack of equivalence between tests C) inconsistent testing conditions D) failure to predict job performance E) lack of internal consistency
D do a poor job of sampling the material or there might be errors due to changes in the testing conditions. Poor internal consistency or a lack of equivalence between tests would also explain a test's unreliability. Validity rather than reliability refers to a test's ability to measure what is intended to be measured, such as job performance.
Graphology, a tool for assessing basic personality traits, is also called ________. A) astrology B) numerology C) reasoning analysis D) handwriting analysis E) polygraph output assessment
D personality traits. Graphology thus has some resemblance to projective personality tests, although graphology's validity is highly suspect.
Which of the following is an indirect method for predicting job performance during the selection process? A) miniature job training and evaluation B) video-based simulation technique C) management assessment center D) work sampling technique E) intelligence tests
E
Concurrent validation is the most dependable way to validate a selection test.
F
An internal comparison estimate measures a test's internal consistency.
T
If there is a correlation between test and job performance, one can develop an expectancy chart to illustrate the relationship between test scores and job performance graphically.
T
Recent studies have indicated that employers are biased towards working mothers.
T
Research has found that applicants enjoy participating in work sample tests and dislike graphology tests.
T
Selection tests should be used as supplements to other tools like interviews and background checks.
T
Test validity in employment testing is demonstrated through criterion validity and content validity.
T
A reliable employment test will most likely yield ________. A) consistent scores when a person takes two alternate forms of the test B) improved scores when a person takes the same test more than once in a single day C) high scores when a person takes two alternate forms of the test on different occasions D) similar scores when two different people are administered the test at different times E) similar scores when two different people are administered the test at the same time
A
According to a survey conducted by the American Management Association, most employers who administer tests to applicants are measuring ________. A) job skills B) aptitudes C) psychological behaviors D) interpersonal behaviors E) ethical opinions
A
What is the primary disadvantage of using concurrent validation? A) Current employees may not be representative of new applicants. B) Current employees have not been employed for a significant time. C) New applicants are recent college graduates with limited experience. D) Limited correlation exists between high test scores and job performance. E) Test batteries have not been administered by professional industrial psychologists.
A
Which of the following methods for gathering background information about a job applicant is NOT recommended because of potential legal violations? A) searching social networking sites for posted information about the applicant B) using a database to access information about the applicant's credit history C) asking former employers open-ended questions about the applicant D) locating references other than the ones provided by the applicant E) using a search engine to find information about the applicant
A
Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility? A) neuroticism B) extroversion C) conscientiousness D) agreeableness E) openness to experience
A
All of the following are most likely assessed on personality tests EXCEPT ________. A) introversion B) reasoning C) sensitivity D) motivation E) emotional stability
B
For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following questions is most relevant to Golden Creamery's decision to implement preemployment testing for all franchises? A) Should Golden Creamery use internal or external sources for job candidates? B) How will Golden Creamery ensure the confidentiality of an applicant's test results? C) How does testing correlate with Golden Creamery's mission and vision statements? D) What is the best way for Golden Creamery to recruit both hourly and salaried employees? E) What is the role of testing in Golden Creamery's strategic performance management system?
B
Which selection tool is considered the LEAST useful by most HR managers? A) interview B) reference letters C) application form D) academic record E) psychological tests
B
While some personality characteristics are associated with success in different types of jobs, which personality trait is most frequently associated with job performance in all jobs? A) openness to experience B) conscientiousness C) extroversion D) agreeableness E) neuroticism
B
________ represents a tendency to be sociable, assertive, and active. A) Neuroticism B) Extroversion C) Conscientiousness D) Agreeableness E) Openness to experience
B
For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following, if T, supports the argument that Golden Creamery should require franchise owners to use the firm's preemployment tests? A) Hourly employees at Golden Creamery stores typically remain with the company long enough to be promoted to management positions. B) Golden Creamery franchise owners pay an initial franchise fee and receive a percentage of sales royalties in return. C) Annual turnover rates for hourly employees of Golden Creamery stores are three times the rate of comparable businesses. D) Individuals interested in working at a Golden Creamery store can complete online applications on the firm's Web site. E) Golden Creamery uses a series of videos to train new hires as well as a mentoring program that has proven successful in the past.
C
Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employee that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values -- honor, integrity, having fun, and continually seeking knowledge -- serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process. Which of the following, if T, would best support the argument that Red Robin should use personality tests in the employee selection process? A) Red Robin employees receive extensive training and are provided with opportunities to be promoted to management positions. B) Red Robin encourages employees to participate in the firm's environmental stewardship program to show community support. C) Red Robin seeks outgoing, motivated, and compassionate employees to enhance the experience of its customers. D) Red Robin offers monetary incentives to managers who meet quarterly sales targets and exceed performance expectations. E) Red Robin desires employees with extensive knowledge of the restaurant industry and at least two years of experience serving customers.
C
According to state and federal laws, which of the following actions is NOT required of employers who check background information on applicants? A) disclosing to the applicant that a credit report will be requested B) certifying to the reporting agency of the employer's legal compliance C) providing copies of reports to the applicant if adverse action is considered D) providing a detailed rationale explaining the reason for any adverse action E) providing an applicant with notice that an adverse action will occur
D
All of the following are measured by aptitude tests EXCEPT ________. A) deductive reasoning B) verbal comprehension C) numerical ability D) temperament E) memory
D
An interest inventory compares an applicant's current interests with the interests of ________. A) retired workers B) younger individuals C) other people in the same industry D) other people in various occupations E) managers and executives in the firm
D
Blue Bay Hotels is in the process of modifying the assessment methods the company uses to hire new employees. In the past, the hotel chain has been accused by minority organizations of violating EEO laws in its hiring practices. Which of the following applicant assessment methods would most likely have the LEAST adverse impact on minorities? A) aptitude tests B) situational judgment tests C) cognitive ability tests D) work sampling technique E) job knowledge tests
D
If a person scores a 70 on an intelligence test on one day and scores 110 when retested on another day, you might conclude that this test is ________. A) valid B) invalid C) reliable D) unreliable E) consistent
D
The first step in the test validation process is ________. A) creating a test battery B) developing an expectancy chart C) administering tests D) analyzing the job E) cross-validating
D
________ tests include assessments of general reasoning ability and of specific mental abilities like memory and inductive reasoning. A) Motor ability B) Personality C) Achievement D) Cognitive E) Physical ability
D
________ is used as an estimate of reliability and involves administering a test with x number of items designed to assess a topic and then statistically analyzing the degree to which responses to the items vary together. A) Retest estimate B) Equivalent form estimate C) Content validity estimate D) Internal comparison estimate E) Criterion validity estimate
D includes 10 items on a test of vocational interests, believing that they all measure, in various ways, the test taker's interest in working outdoors. You administer the test and then statistically analyze the degree to which responses to these 10 items vary together. This would provide a measure of the internal reliability of the test and is known as an internal comparison estimate.
All of the following are used for estimating reliability of a test EXCEPT ________. A) internal consistency B) retest estimate C) internal comparison estimate D) equivalent form estimate E) content validity measurement
E
For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for customers. The company originated in Dallas and now boasts stores in 35 states. The business has primarily expanded by selling franchises to qualified candidates. Golden Creamery executives realize that the firm's success depends upon the success of each franchise. In the past, each individual franchise owner determined the best method for screening applicants. However, as the firm grows, Golden Creamery executives want to standardize the hiring process by requiring all franchisees to use the same preemployment tests. Which of the following supports the argument that Golden Creamery should use a certified psychologist to develop preemployment tests? A) Golden Creamery needs to comply with all federal and state laws. B) Golden Creamery competitors use psychologists for test development. C) Golden Creamery strives to create a conscientious organizational culture. D) Golden Creamery employees either work part-time or on flexible schedules. E) Golden Creamery needs to ensure that tests are legally and ethically appropriate.
E
House-Tree-Person and the Forer Structured Sentence Completion Test are examples of ________ tests. A) achievement B) intelligence C) apperception D) self-reported E) projective
E
The process of cross-validating a test involves all of the following EXCEPT ________. A) using a new sample of employees B) administering additional tests C) assessing predictive validation D) evaluating the relationship between scores and performance E) developing and analyzing a scatter plot of scores versus performance
E
Which of the following best describes how to use a retest estimate to assess reliability? A) administer a test with content based on what a person actually needs to know to effectively perform the job in question B) administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1 C) administer different tests to a group of people and compare the range of collected test scores D) administer the same test to a group of people and compare the range of collected test scores E) administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1
E
Which of the following is a graph that shows the relationship between test scores and job performance for a group of people? A) performance standard B) job analysis chart C) digital dashboard D) competency model E) expectancy chart
E
Which of the following terms refers to training candidates to perform several of the job's tasks and then assessing the candidates' performance prior to hire? A) achievement testing B) video-based simulation C) work sampling technique D) management assessment center E) miniature job training
E of the job's tasks, and then evaluating the candidates' performance prior to hire. The approach assumes that a person who demonstrates that he or she can learn and perform the sample of tasks will be able to learn and perform the job itself. Work sampling and management assessment centers involve situational tests rather than actual job tasks.
Content validity is based on showing that the scores on the test are related to job performance.
F
In order to be legally eligible to work in the United States, a person must be a U.S. citizen.
F
Most employers report preferring written references to telephone references because written letters provide more candid information about job candidates.
F
Tests administered for hiring purposes should be both valid and reasonable if used by a firm that adheres to evidence-based human resources.
F
There are five steps in the validation process beginning with analyzing the job and concluding with administering the test.
F
Managers cannot be sued for defamation when giving bad references because only employers are held responsible by state and federal courts.
F another by lowering the person in the estimation of the community or by deterring other persons from associating or dealing with him or her.
Employers concerned about ethical and EEO violations may purchase employment tests that have been validated.
T
Employment screening services are useful in the selection process because they have access to a job applicant's credit history, driving record, and workers' compensation claims history.
T
To use predictive validation, one administers the test to applicants before they are hired. The applicants are then hired using existing selection techniques but not the new tests in development. Later, job performance measures are compared to the test scores under development.
T
Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of those people in various occupations.
T Interest inventories are irreplaceable in career planning, since a person will likely do better in jobs that involve activities in which he or she is interested.
The Federal Privacy Act allows federal employees to view their personnel files.
T employee's consent, among other things.