MGT - 4385 - Chapter 9 Concepts
Which of the following is a characteristic of a typical unstructured interview?
It is not formal.
Which of the following is a characteristic of a typical unstructured interview? It is not formal. Its questions are based on job analysis. Multiple well-trained interviewers are used to rate interviewees' behaviors. Detailed anchored rating scales are used to score each response.
It is not formal.
A job knowledge test
It more explicitly taps a job's content.
A motor work sample
It includes the physical manipulation of things.
According to meta-analyses, what is the average validity of interviews?
.20
True or false: The reliability of most of the substantive assessment methods is low.
False
Controlling for various sources of error, the average population test-retest correlation for any 15 year period for a given trait in the Big Five factors of personality is approximately _____. .90 .60 .32 .82
.60
Identify the true statements about interest inventories in the context of candidate fit for a job. (Check all that apply.) Recent meta-analyses of the criterion-related validity and disparate impact potential of vocational interests have been negative. According to a large validation study, interests predict job performance and contribute uniquely above the effects of cognitive ability. The alignment between a candidate's interests and what the job provides is considered predictive. Vocational interests are not predictive of job performance because the interests are directly tied to the organization.
According to a large validation study, interests predict job performance and contribute uniquely above the effects of cognitive ability. The alignment between a candidate's interests and what the job provides is considered predictive.
As interpreted by the Equal Employment Opportunity Commission (EEOC), the _____ creates substantial requirements and suggestions for compliance pertaining to external selection. Fair Labor Standards Act (FLSA) Age Discrimination in Employment Act (ADEA) Americans With Disabilities Act (ADA) Labor Management Reporting and Disclosure Act (LMRDA)
Americans With Disabilities Act (ADA)
In the context of contingent assessment methods, the use of medical exams to identify potential health risks in job candidates is strictly regulated by the _____. National Labor Relations Act (NLRA) Americans With Disabilities Act (ADA) Fair Labor Standards Act (FLSA) Age Discrimination in Employment Act (ADEA)
Americans With Disabilities Act (ADA)
True or false: When used, discretionary assessment methods are typically highly objective and are independent of the intuition of the decision maker.
False
The Wonderlic Contemporary Cognitive Ability Test
It is a speed (timed) test and a power test; the items get more difficult as the test progresses (very few individuals complete all items).
A situational judgment test (SJT)
It is more likely to be concerned with relevant hypothetical job scenarios.
Self-awareness
Capability to identify and understand one's own emotions
Other awareness
Capability to identify and understand people's emotions
Emotion regulation
Capability to make use of or manage the types of awareness
_____ tests refer to measures that assess thinking (including perception), memory, reasoning, verbal, and mathematical abilities, as well as the expression of ideas. Cognitive ability Physical Psychomotor Sensory or perceptual
Cognitive ability
Interpersonal KSAs
Conflict resolution, collaborative problem solving, and communication skills
(Blank) (Blank) (EI) is a broad ability concerning how well one processes emotions and emotional information as well as how well one responds to emotional events.
Emotional intelligence or competence
Which of the following substantive assessment methods has the lowest validity compared to others?
Emotional intelligence tests
True or false: Interest, values, and preference inventories try to evaluate whether a person can do a job rather than the activities individuals prefer to do both on and off the job.
False
True or false: The ability emotional intelligence (EI) approach tends to have a much higher validity (when predicting supervisor ratings of performance) than the mixed EI approach.
False
In the context of contingent assessment methods, identify the recommendations to make firms' drug-testing programs as accurate and effective as possible. (Check all that apply.) Refrain from using retesting to validate positive samples from the initial screening test. Get consent from candidates and inform them of their drug test results. Use only reputable testing laboratories, and make sure to maintain a strict chain of custody. Ensure to publicize the details of candidates who test positive for the drug tests conducted.
Get consent from candidates and inform them of their drug test results. Use only reputable testing laboratories, and make sure to maintain a strict chain of custody.
Self-management KSAs
Goal setting and performance management skills, or planning and task coordination skills
Favoritism
Hiring favorites regardless of other finalists' suitability
Cronyism
Hiring personal connections or friends
Nepotism
Hiring relatives or family members
Pymetrics
It aims at improving the candidate experience by utilizing gaming principles to make the assessment entertaining.
A performance test
It directly measures what an individual does on the job.
A verbal work sample
It includes a problem situation that requires language skills and interaction with individuals.
Identify the characteristics of a typical unstructured interview. (Check all that apply.) It often bases questions on interviewer "hunches" or "pet questions" to determine candidate suitability. It may include highly speculative questions. It is often formal in structure. Its questions are based on job analysis, and the same questions are asked of each candidate.
It often bases questions on interviewer "hunches" or "pet questions" to determine candidate suitability. It may include highly speculative questions.
A work sample
Its purpose is to capture a part of the job.
Identify the characteristics of a typical structured interview. (Check all that apply.) It often bases questions on interviewer "hunches" or "pet questions" to determine candidate suitability. Its questions are based on job analysis, and the same questions are asked of each candidate. It uses detailed anchored rating scales to score each response. It includes highly speculative questions.
Its questions are based on job analysis, and the same questions are asked of each candidate. It uses detailed anchored rating scales to score each response.
Identify the general requirements of the Uniform Guidelines on Employee Selection Procedures (UGESP). (Check all that apply.) Keep in mind that compliance with the UGESP relieves a firm of the affirmative action obligations it has. Maintain candidate and hire statistics for each job category and protected group on the EEO-1 form. Refrain from using content, criterion, or construct validation procedures. Carry out disparate impact analysis, using the 80% rule, for each group in each job category.
Maintain candidate and hire statistics for each job category and protected group on the EEO-1 form. Carry out disparate impact analysis, using the 80% rule, for each group in each job category.
Boundary-spanning KSAs
Networking skills and ability in identifying opportunities
According to meta-analyses, which of the following statements are true about the validity of interviews? (Check all that apply.) Unstructured interviews are more valid than structured interviews. Panel interviews are likely to be less valid than individual interviews and may have a detrimental effect on selection decisions. Situational questions are slightly more valid than experience-based questions, and the validities are different in magnitude. The validities are moderate in size, particularly for those used to assess job knowledge.
Panel interviews are likely to be less valid than individual interviews and may have a detrimental effect on selection decisions. The validities are moderate in size, particularly for those used to assess job knowledge.
Extraversion
Tendency to be assertive, active, sociable, upbeat, and talkative Increased self-efficacy Can be dominating or may not give others an opportunity to share
Openness to experience
Tendency to be imaginative, attentive to feelings, independent, and intellectually curious Increased creativity Increased varied "deviant" work behaviors
Emotional stability
Tendency to be optimistic, calm, and well adjusted Reduced proneness to burnout Reduced ability to identify threats
Conscientiousness
Tendency to be purposeful, dependable, determined, and attentive to detail Fewer "deviant" work behaviors Reduced flexibility and adaptability
Agreeableness
Tendency to be trusting, sympathetic, altruistic, and cooperative More valued as team members Decreased ability to cope with conflict and stress
Identify the true statements about employee selection under the Americans With Disabilities Act (ADA). (Check all that apply.) Reasonable accommodation is required for a person with an impaired skill even if the purpose of the test is to measure that skill. Tests used to assess job candidates must be administered consistently to all job candidates for any particular job. It is illegal to screen out individuals with disabilities, unless the selection procedure is job related and aligns with business necessity. The Uniform Guidelines on Employee Selection Procedures (UGESP) applies to the ADA and its regulations.
Tests used to assess job candidates must be administered consistently to all job candidates for any particular job. It is illegal to screen out individuals with disabilities, unless the selection procedure is job related and aligns with business necessity.
Which of the following cover the Uniform Guidelines on Employee Selection Procedures (UGESP)? (Check all that apply.) The Sherman Antitrust Act The Civil Rights Acts E.O. 11246 E.O. 11582
The Civil Rights Acts E.O. 11246
Clear purpose tests
The Stanton Survey, the Reid Report, and the Personnel Selection Inventory They directly evaluate employee attitudes toward theft.
Which of the following tests was developed to better predict team performance in a selection context? The Wonderlic Contemporary Cognitive Ability Test The Teamwork Knowledge, Skills, and Ability test The Geneva Emotional Competence Test (GECo) The Test of Basic Aviation Skills (TBAS)
The Teamwork Knowledge, Skills, and Ability test
General purpose tests
The Workplace Productivity Profile, the Reliability Scale of the Hogan Employment Inventory, and the PDI Employment Inventory They evaluate employee personality with the notion that personality influences dishonest behavior.
Identify the true statements about drug testing as a contingent assessment method. (Check all that apply.) According to a survey by the Society for Human Resource Management, drug testing was less likely in firms that employ more than 2,500 employees. The main types of tests for preemployment screening include the analysis of hair, urine, or blood. A reason why drug testing has reduced is because traditional (urine-based) drug tests do not catch many people. In 1996, drug testing declined drastically and only 10% of employers screened workers and finalists.
The main types of tests for preemployment screening include the analysis of hair, urine, or blood. A reason why drug testing has reduced is because traditional (urine-based) drug tests do not catch many people.
Experience-based or past behavioral interview questions
They are based on the assumption that past behavior is a good predictor of future behavior.
Physical abilities tests
They assess a candidate's muscular strength, cardiovascular endurance, and movement quality. An example is the test given to firefighters in the city of Milwaukee, Wisconsin.
Sensory or perceptual abilities tests
They evaluate the ability to detect and recognize environmental stimuli. In one of the subtests, candidates are played a recording of many spoken letter and are required to squeeze a trigger each time they hear a specific letter.
Situational interview questions
They evaluate what a candidate would do in relevant hypothetical scenarios.
Psychomotor ability tests
They measure the connection between a candidate's thought and bodily movement. These tests involve processes such as reaction time, arm-hand steadiness, control precision, and manual and digit dexterity.
Job knowledge tests
They try to directly evaluate a candidate's ability to comprehend job requirements. An example is the Objective Inventory Questionnaire that evaluates candidates based on their experience with aspects that are relevant to a job.
Identify the true statements about emotional intelligence (EI). (Check all that apply.) According to a study, the disparate impact of a self-report measure of EI is very high in general. The ability EI approach typically tends to have a much higher validity than the mixed EI approach. Though few would deny that EI is significant in many jobs, EI has proved difficult to evaluate and capture in practice. According to a study, the dimension of EI associated with recognizing others' emotions is low in general.
Though few would deny that EI is significant in many jobs, EI has proved difficult to evaluate and capture in practice. According to a study, the dimension of EI associated with recognizing others' emotions is low in general.
Substantive assessment methods
To decrease the candidate pool to finalists
Initial assessment methods
To decrease the job applicant pool to candidates
Contingent assessment methods
To ensure that tentative offer recipients meet remaining job requirements
Discretionary assessment methods
To segregate those who receive job offers from the finalists
In the context of contingent assessment methods, one of the reasons why few employers test candidates for alcohol use is that _____. ethyl glucuronide (EtG) testing is very expensive alcohol use is legally permitted alcohol is as socially accepted as other mood-altering drugs alcohol remains in the system for only for a week
alcohol use is legally permitted
A(n) (Blank) (Blank) (Blank) (SJT) presents a candidate with a hypothetical work-related situation and then elicits a response of what the candidate should or would do in that situation, usually from a selection of several alternatives.
situational judgment test