Staffing Final Exam
Applicant's reactions to interviews tend to be __________. a. very favorable b. somewhat favorable c. neutral d. somewhat unfavorable
A
Most initial assessment methods have _________ validity. a. moderate to low b. high to very high c. moderately high to high d. moderate
A
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
A
The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview. a. situational b. experience-based c. projective d. KSAO-based
A
The process of validating biodata items and weights with a second sample is called __________. a. construct validity b. cross-validation c. content validity d. inter-validity e. intra-validity
B
The strength of the relationship between a predictor and performance is called _________. a. reliability b. validity c. utility d. instrumentality
B
Which of the following assessment methods is the most valid predictor of performance? a. Initial interviews b. Handwriting analysis c. Biodata d. Unweighted application blanks e. Letters of recommendation
C
Which of the following is true regarding pre-employment inquiries (PI)? a. They have little potential for being used for discriminatory purposes in the assessment process. b. Organizations rarely make inappropriate and illegal PIs. c. It is critical for employers to understand the laws and regulations regarding PIs. d. The emphasis in PIs is on the illegal collection of information. e. All of the above are correct.
C
Background checking is concerned with the __________ of an applicant. a. integrity b. reliability c. personal adjustments d. all of the above
D
Which of the following is true regarding genetic screening? a. It helps to screen out people who will perform poorly on the job. b. It is used widely by companies in the U.S. c. A recent court decision has ruled that it is allowable under the Americans with Disabilities Act. d. It helps to screen out people who are susceptible to certain diseases. e. All of the above are true.
D
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 the above.
D
Accomplishment Records Candidate Reactions
High
Assessment Centers Candidate Reactions
High
Interests Candidate Reactions
High
Interests Administrative Ease
High
Mental ability test Validity
High
Mental ability tests Administrative Ease
High
Personality tests Administrative Ease
High
Reference checks Candidate Reactions
High
Scored work and education history Candidate Reactions
High
Situational judgment tests Administrative Ease
High
Structured interviews Validity
High
Unstructured interviews Candidate Reactions
High
Work samples/simulations Candidate Reactions
High
Work samples/simulations Validity
High
Years of education Administrative Ease
High
Years of experience Candidate Reactions
High
Years of experience Administrative Ease
High
Biodata Administrative Ease
High/Medium
Mental ability tests Candidate Reactions
High/Medium
Years of education Candidate Reactions
High/Medium
Assessment Centers Administrative Ease
Low
Biodata Adverse Impact
Low
Interests Adverse Impact
Low
Interests Validity
Low
Personality tests Adverse Impact
Low
Personality tests Validity
Low
Reference checks Adverse Impact
Low
Reference checks Administrative Ease
Low
Reference checks Validity
Low
Structured interviews Administrative Ease
Low
Unstructured interviews Administrative Ease
Low
Unstructured interviews Validity
Low
Years of education Validity
Low
Years of experience Adverse Impact
Low
Years of experience Validity
Low
Work samples/simulations Administrative Ease
Low if requires performance of job, but high if can be simulated on computer
Mental ability tests Adverse Impact
May be high for minorities, usually low for women
Accomplishment Records Administrative Ease
Medium
Accomplishment Records Adverse Impact
Medium
Scored work and education history Administrative Ease
Medium
Scored work and education history Validity
Medium
Situational judgment tests Adverse Impact
Medium
Situational judgment tests Candidate Reactions
Medium
Structured interviews Candidate Reactions
Medium
Years of education Adverse Impact
Medium
Accomplishment Records Validity
Medium/High
Assessment Centers Validity
Medium/High
Situational judgment tests Validity
Medium/High
Assessment centers Adverse Impact
Medium/Low
Biodata Candidate Reactions
Medium/Low
Biodata Validity
Medium/Low
Personality tests Candidate Reactions
Medium/Low
Scored work and education history Adverse Impact
Medium/Low
Structured interviews Adverse Impact
Medium/Low
Unstructured interviews Adverse Impact
Medium/Low
Work samples/simulations Adverse Impact
Medium/Low
The most common person to be contacted in a reference check is the applicant's ___________. a. former coworkers b. HR department at his/her former employer c. former supervisor d. friends
C
The person who is most likely to conduct a clinical assessment of a job applicant is a(n)__________. a. supervisor b. employee c. psychologist d. HR professional
C
An example of an assessment method which has relatively low reliability is _________. a. biographical information b. unstructured interviews c. application blanks d. resumes
B
Essay tests are best used to assess ___________ skills. a. oral communication b. written communication c. interpersonal d. none of the above
B
In using educational level as an initial selection criterion, which of the following statements is false? a. The degree received from an institution is not sufficient as a sole indicator of an applicant's level of education. b. A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance. c. Educational level is a predictor of job performance. d. High-level degrees from non-accredited schools may be indicators of lesser accomplishment than lower-level degrees from accredited schools.
B
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
B
Research has indicated that job applicants generally have a __________ view of biodata inventories. a. very positive b. negative c. positive d. neutral
B
The best description of UGESP is that they are ______. a. regulations for drug testing in the workplace b. a set of federal regulations related to selection systems as covered by the Civil Rights Act c. a set of regulations relating only to disabled individuals d. regulations that deal only with gender equity and job selection
B
The issue of consistency of measurement with assessment methods is called _______. a. validity b. reliability c. variability d. central tendency
B
The most important problem with letters of recommendation is that they __________. a. are too lengthy to be useful b. are not structured or standardized c. are too ambiguous to interpret d. are poorly written e. All of the above are correct
B
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.
B
Which of the following is true regarding selection in a team environment? a. The first step is to understand the rewards associated with the job. b. Interpersonal KSAs should be assessed. c. Individual intelligence should be assessed. d. All of the above are correct.
B
Within the context of the selection process, the "logic of prediction" means that: a. indicators of an applicant's future performance are predictive of likely job performance. b. indicators of a person's degree of success in past situations should be predictive of future job success. c. predictors of job performance are correlated with KSAOs. d. indicators of job outcomes can be used to predict job performance.
B
________ assessment methods are used to reduce the candidate pool to finalists for a job. a. Initial b. Substantive c. Discretionary d. Contingent
B
Employers protect themselves in the initial stages of contact with job applicants through the use of ________. a. labor contracts b. employment clauses c. disclaimers d. employment-at-will clauses
C
If the correctness of a response is essential for a job, then a(n) ________ test should be used. a. essay b. speed c. power d. objective
C
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
C
The most accurate description of the basic purpose of a selection plan is _______________. a. a selection plan determines the means for attracting qualified job applicants b. a selection plan matches applicants to outcome criteria c. a selection plan describes predictors to be used to assess KSAOs required to perform the job d. a selection plan consists of interview rating criteria
C
The most common criterion which is used to validate predictors is ________. a. motivation b. satisfaction c. retention d. performance
D
Which of the following is (are) initial assessment methods? a. Resumes and cover letters b. Application blanks c. Biographical information d. All of the above
D
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 the above are true.
D
