Chapter 6 Questions
Validity coefficients range from:
-1.00 to +1.00
A ratio of 0.10, for example, means that ___ percent of the applicants will be selected.
10 percent
Approximately ______ of private firms drug test their employees
40 percent
All of the following questions may be considered appropriate during an interview except:
Have you ever been arrested?
Which of the following interview questions is appropriate?
Have you ever worked under a different name?
Which of the following should NOT be asked on an application form?
National origin
"It is late at night before your scheduled vacation. You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address. What will you do?" This is an example of a/an ____ question.
Situational interview
An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a:
Situational interview
"Can-Do" factors in selection decisions include:
Skills
The approach to decision making that identifies candidates with the highest scores based on quantitative predictors is the:
Statistical approach
Between the two approaches to selection decisions, the ____ approach is considered superior, although the ____ is the most commonly used.
Statistical, clinical
The interview method that best reduces the possibility of discrimination is the:
Structured interview
The type of interview that provides the greatest consistency or standardization with respect to the questions asked is the:
Structured interview
What is usually the first step in the selection process?
Submission of resume
Generally, ___________ reference checks are preferable because they save time and provide for greater candor.
Telephone
Examples of criteria that can be used to validate selection procedures include all of the following except:
Test scores
In large organization, notifying applicants of the selection decision and making job offers are generally the responsibility of:
The HR department
Typically, establishing validity is a matter of comparing selection test scores:
To supervisors performance ratings
According to a report by the U.S. Merit Systems Protection Board, a quasijudicial agency that serves as the guardian of federal merit systems, structured interviews are _____ as nondirective interviews to predict on-the job performance.
Twice as likely
The Uniform Guidelines recognizes and accepts all of the following approaches to validation except:
Utility validity
The degree to which inferences drawn from interviews, test scores, and other selection procedures are supported by evidence (such as good job performance) is termed:
Validity
The extent to which validity coefficients can be generalized across situations is called:
Validity generalization
A type of interview that allows for speed and flexibility, and helps make preliminary assessments before incurring costs with face-to-face meetings is:
Video interview
HR staffs should consider all of the following factors during hiring decisions except:
What effect will the applicants' family situation have on job performance?
Which of the following is an inappropriate interview question?
What is your race?
Which of the following is an inappropriate interview question?
Where were you born?
Which of the following interview questions is appropriate?
Why did you leave your last job?
____ require(s) the applicant to perform tasks that are actually a part of the work required on the job.
Work sample tests
The Uniform CPA Examination used to license certified public accountants is an example of:
a job knowledge test
Which of the following is inappropriate on an application form?
high school and college attendance with dates
The benefits of panel interviews include:
higher reliability because of multiple inputs
Interviews as a method of selection are popular for all of the following reasons except:
interviews are the most valid method of selection.
The use of polygraph tests to screen applicants:
is prohibited by federal law for most private employers.
The final decision to hire an applicant usually belongs to:
supervisors
Application forms should be developed carefully and revised as often as necessary, because:
the EEOC has found that many questions asked are not job-related
If the data upon which selection decisions are not stable or consistent:
the data cannot be valid and cannot be used as predictors
The personality trait of Agreeableness refers to:
the degree to which someone is amiable, generous, cooperative, and flexible
The personality trait of Conscientiousness refers to:
the degree to which someone is dependable and organized
The personality trait of Openness to Experience refers to:
the degree to which someone is insightful, creative, and curious
The personality trait of Neuroticism refers to:
the degree to which someone is secure, independent, and autonomous
The personality trait of Extroversion refers to:
the degree to which someone is sociable, active, and excitable
The difference between the situational interview and the behavioral description interview is:
the situational interview is hypothetical, while the behavioral description interview is based upon actual experience
Which of the following types of tests are increasingly being aided by computer simulations?
work sample tests
A validity coefficient of -1.00 indicates:
A perfect negative correlation
A pre-employment test is an objective and standardized measure of:
A sample of employee behavior
The various types of employment interviews differ primarily in:
Amount of structure
Which of the following is an appropriate interview question?
Are you over the age of 18?
During the selection procedure, an applicant may be rejected:
At any step in the procedure
If two or more methods yield consistent results, the selection procedure can be described as:
Being reliable
In the _____ to decision making, those making the selection decision review all the data on the applicants.
Clinical approach
Measures of mental capabilities such as general intelligence, verbal fluency, numerical ability, or reasoning ability are examples of a:
Cognitive ability test
A coach who recruits a basketball player who has superb shooting skills but lacks ball-handling and defensive skills is employing a ____ selection decision model.
Compensatory
A type of interview that allows the firm to immediately compare answers to the ideal candidate or profile without the problems of impression management experienced in face-to-face meetings is:
Computer interview
Obtaining criterion data at about the same time as test scores (or other predictive information) is the technique used in:
Concurrent validity
According to the "Big Five" factors, _____ refers to the degree to which someone is dependable and organized and perseveres in tasks
Conscientiousness
Intelligence, mechanical comprehension, and anxiety are examples of:
Constructs
The type of validity assumed to exist when a selection instrument adequately samples the knowledge and skills needed to perform a particular job is:
Content validity
Which is the most direct and the least complicated type of validity to assess?
Content validity
The results of a validation study are usually reported in the form of a:
Correlation coefficient
The extent to which good performance on a test correlates with high marks on a performance review is an example of:
Criterion-related validity
The process in which a test or test battery is administered to a different sample (drawn from the same population) for the purpose of verifying the results obtained from the original validation study is called:
Cross-validation
The purposes served by application forms include all of the following except:
Eliminating the need for interviews
According to the "Big Five" factors, ____ means the degree to which someone is talkative, sociable, active, aggressive, and excitable
Extroversion
A behavioral description interview is more effective than a situational interview for:
Higher level positions
The interview remains a mainstay of selection because of all of the following, EXCEPT:
It absolves the organization from legal liability
Questions contained in structured job interviews should be based on:
Job analysis
Honesty tests have been shown to validly predict all of the following employee outcomes except:
Job satisfaction
The type of information obtained from an applicant should be based on:
Job specifications
One of the drawbacks of pre-employment testing is that it creates the potential for _________.
Legal challenges
______ of applicants test positive for drugs.
Less than five percent
A selection model that requires an applicant to achieve some minimum level of proficiency on all selection dimensions is referred to as a ____ model.
Multiple cutoff
A selection model in which an applicant moves on to the next stage in the process on the condition that she or he satisfies a score criteria on previous parts of the process is referred to as a ____ model.
Multiple hurdle
The "O" in KSAO stands for:
Other factors
Which of the following test is not covered in the term "lie detector" under the Employee Polygraph Protection Act?
Paper and pencil honesty test
Constructs, or traits, include all of the following except:
Physical abilities
Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:
Predictive validity
_____ involves testing applicants and obtaining criterion data after those applicants have been hired and have been on the job for a certain period of time.
Predictive validity
The degree to which selection procedures yield comparable data over a period of time is known as:
Reliability
Regardless of the selection methods used, it is essential that the selection procedure be:
Reliable and valid
Since the passage of the Drug-Free Workplace Act of 1988:
applicants and employees of federal contractors are subject to testing for illegal drug use.
Which of the following is inappropriate on an application form?
asking the applicant to disclose any prior arrests
Following 9/11 and a rash of corporate scandals, background checks have ______________.
become standard for many corporations.
"Tell me about the last time you disciplined an employee" is an example of a:
behavioral description interview question.
The selection decision should focus on:
both "can-do" and "will-do" factors of the applicant.
Personality tests:
can inadvertently discriminate against individuals who would otherwise perform effectively
The selection procedure usually begins with:
completion of an application form.
State courts have ruled that companies can be held liable for ___________ if they fail to do adequate background checks.
negligent hiring
The type of interview that allows the applicant the maximum amount of freedom in determining the course of discussion is the:
nondirective interview.
A selection ratio of .10 means that:
only 10% of the applicants will be selected.
A low selection ratio means:
only the most promising applicants will be hired.
Regarding credit reports:
organizations must advise and receive written consent from the applicant if a report will be requested
A legal means of screening out applicants who pose a security risk is to use a:
paper-and-pencil honesty test.
The Americans with Disabilities Act explicitly states that:
physical exams must be directly related to the requirements of the job.
