Recruitment Chapter 9

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience

Agreeableness

Which of the following cognitive abilities appear to reflect general intelligence? A. verbal abilities B. quantitative abilities C. reasoning abilities D. All of the above are correct

All of the above are correct

_______ assessment methods are used to reduce the candidate pool to finalists for a job. A. Initial B. Substantive C. Discretionary D. Contingent

B: Substantive

This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience

Conscientiousness

Which of the following is true regarding research on the validity of personality tests? A. Conscientiousness predicts performance across occupational groups. B. Openness to experience does not predict training performance. C. Extraversion predicts job performance for most jobs. D. All of the above are true.

Conscientiousness predicts performance across occupational groups

What are the most useful personality traits, in order, for selection contexts? A. Concientiousness, emotional stability, extraversion B. Emotional stability, conscientiousness, openness to experience C. Agreeableness, openness to experience, extraversion D. Extraversion, conscientiousness, emotional stability

Conscientiousness, emotional stability, extraversion

Which of the following statements is false? A. There is little evidence that people fake their scores on personality tests in the hiring contexts B. When individuals believe their scores are being used for selection, their observed scores tend to increase C. Faking has a negative impact on the validity of personality tests D. None of the above statements is false

Faking has a negative impact on the validity of personality tests

Which of the following is not one of the five-factor model personality traits? A. Conscientiousness B. Extroversion C. General mental ability D. Neuroticism

General mental ability

Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act? A. It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity B. It is unlawful to screen out individuals with disabilities for any reason C. It is unlawful for employers to require employees to physical agility tests in a selection context D. The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff

It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience

Openness to Experience

Which of the following inquiries can be made prior to giving a job offer? A. Questions about history of illegal drug use B. Psychological exams designed to detect mental illness C. Oral or written questions about the existence of a disability D. None of the above

Oral or written questions about the existence of a disability

Which of the following is(are) true based on research regarding interviews A. The validity of structured interviews is low. B. Situational interviews are less valid than job-related interviews. C. Panel interviews were less valid than individual interviews. D. All of the above are true.

Panel interviews were less valid than individual interviews

Which of the following is a recommendation for the use of drug testing programs? A. Drug testing should be done with all jobs. B. Do not inform applicants of the test results. C. Provide rejected applicants with an opportunity to appeal. D. All of the above

Provide rejected applicants with an opportunity to appeal

Research studies have found ___________ support for the validity of job knowledge tests A. relatively strong B. no support C. very weak D. some

Relatively strong

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.

The interviewer makes a quick and final evaluation of the candidate.

Which of the following is true regarding drug testing? A. Applicants were twice as likely to be tested for alcohol use as drug use. B. The rate of drug testing has declined slightly in recent years C. Upper-level employees are more likely to be tested than lower-level employees. D. All of the above are true.

The rate of drug testing has declined slightly in recent years

Which of the following is true regarding cognitive ability tests? A. Cognitive ability tests are among the least valid methods of selection. B. Cognitive ability tests do not generalize to a wide range of organizations and jobs. C. There is reason to believe cognitive ability tests will be associated with positive financial returns. D. All of the above are true.

There is reason to believe cognitive ability tests will be associated with positive financial returns

Which of the following is true regarding the Big Five personality factors? A. They are reasonably valid in predicting job performance. B. They represent emotional traits. C. They represent cognitive abilities. D. None of the above.

They are reasonably valid in predicting job performance

Which of the following is true regarding integrity tests? A. Their use has declined in the past decade. B. They are used to reduce employee accidents. C. They are usually paper-and-pencil or computerized measures. D. The construct of integrity is well understood.

They are usually paper-and-pencil or computerized measures

The most widely used test of general mental ability for selection decisions is the _____. A. MMPI B. Myers-Briggs C. Wonderlic Personnel Test D. Job Characteristics Inventory

Wonderlic Personnel Test

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

a set of federal regulations related to selection systems as covered by the Civil Rights Act

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

ability tests

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.

all of the above are true

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____. A. are about as predictive of job performance as ability tests B. are more predictive of job performance than ability tests C. are not strongly predictive of job performance D. are prohibited by law

are not strongly predictive of job performance

The difference between black and white test takers on cognitive ability tests has been _____. A. demonstrated to be an artifact of question wording B. decreasing over time C. lower when tests are given in an open-ended format D. both b and c

both b and c

The UGESP requires employers to ____. A. keep records based on religion and marital status for all employees B. perform a local validation study for every subgroup of employees C. consider suitable alternative selection procedures if one of the selection techniques has adverse impact D. assess employee history of drug abuse

consider suitable alternative selection procedures if one of the selection techniques has adverse impact

The first step of the structured interview process is __________. A. selecting and training interviewers B. developing the selection plan C. consulting the job requirements matrix D. developing selection goals

consulting the job requirements matrix

Drug tests are not common for many jobs because _____. A. drug tests do not "catch" many people B. the law essentially bans drug tests for all jobs not involving operating a vehicle C. drug tests are extremely expensive D. the tests produce a massive number of false positive results

drug tests do not "catch" many people

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

high fidelity

Situational judgment tests ______. A. have very high adverse impact B. involve applicants' descriptions of how they would behave in work scenarios C. are based on applicants' evaluations of photographs D. have very low validity

involve applicants' descriptions of how they would behave in work scenarios

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____. A. job knowledge B. presentation skills C. social networking capacity D. diligence

job knowledge

Organizations may not ______ prior to making a job offer A. make medical inquiries B. conduct background checks C. discuss job responsibilities D. none of the above

make medical inquiries

The correlation between structured interviews and cognitive ability tests is ____________. A. positive B. zero C. moderately negative D. very negative

positive

Selection for team contexts ____. A. is not much different than for selection in general B. should emphasize both interpersonal and self-management KSAOs C. should not involve members of the team, because that only leads to resentment D. all of the above

should emphasize both interpersonal and self-management KSAOs

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

situational

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

situational judgment tests

The biggest reason why cognitive ability tests are not more widely used is _____________. A. they are too expensive. B. they are too time-consuming. C. they are difficult to administer. D. they have an adverse impact on minorities.

they have an adverse impact on minorities

Applicants' reactions to interviews tend to be _________. A. very favorable B. somewhat favorable C. neutral D. somewhat unfavorable

very favorable