Human resource ch#6
What is NOT measured by cognitive ability tests? Reasoning ability skills Endurance skills Quantitative skills Verbal skills
Endurance skills
What type of law affects the kinds of information an organization may gather on application forms and in interviews? Equal employment opportunity law Fair credit reporting law Reasonable accommodation law Occupational and safety law
Equal employment opportunity law
True or false: Physical strength and endurance play a dominant role in the modern workplace.
F
Kelly is a writer and she is applying for a job at a fashion magazine. Which type of material would Kelly most likely need to submit to the employer? Job performance testing Work samples Cognitive ability In-basket test
Work samples
When a company offers a job to someone who has completed the personnel selection process, what information should be included in the offer? Work schedule Salaries of co-workers Job responsibilities Starting date
Work schedule Job responsibilities Starting date
Marta decided to hire Nazir for the job of financial analyst because even though his people skills tested somewhat low, he more than made up for it through his technical skills. This is an example of a_______(multiple-hurdle/compensatory) model.
compensatory
The personnel selection process in which a remarkably high score on one type of assessment can make up for a low score on a second assessment is called the _____ model. candidate assessment compensatory personality inventory multiple-hurdle
compensatory
A test is administered to people who currently hold a job, and their scores are then compared to existing measures of job performance. This is an example of________
concurrent
While setting up her company's personnel selection process, Victoria determines that there is consistency between a high score on a test called "clerical ability" and a high level of intelligence. The test is measuring -------validity
construct
To evaluate four managerial job candidates, Rachel had them participate in a simulated work environment. It included meeting with subordinates, responding to phone calls and emails, and other typical activities in the work day. This is an example of a(n) _____ test.
in-basket
To evaluate four managerial job candidates, Rachel had them participate in a simulated work environment. It included meeting with subordinates, responding to phone calls and emails, and other typical activities in the work day. This is an example of a(n) _____ test. keyboarding reputation adjustment in-basket
in-basket
Which personality traits are among the "Big Five" considered to be particularly important in a job candidate.? inquisitiveness agreeableness playfulness conscientiousness
inquisitiveness agreeableness conscientiousness
Talking face to face with job candidates can provide evidence of communication and _____ skills. scientific job-related interpersonal technical
interpersonal
Another name for the polygraph test is the________ _________ test.
lie detector
After Corinne was hired, the HR manager told her that she had "passed all the tests" to get the job. She had made it through the resume review, interviews with office staff, and skills testing. What type of employee selection process does this represent? contingency model multiple-hurdle model assessment center model compensatory model
multiple-hurdle model
In a _____ interview, the interviewer chooses the questions in reaction to the candidate's answers to a previous question. behavior description nondirective structured situational
nondirective
In a _____ interview, the interviewer chooses the questions in reaction to the candidate's answers to a previous question. situational structured behavior description nondirective
nondirective
Rather than follow a predetermined list of questions, Rafael found it easier to come up with his questions based on how the applicants responded to the previous question. This is a type of _____ interview. behavior description structured situational nondirective
nondirective
Rather than follow a predetermined list of questions, Rafael found it easier to come up with his questions based on how the applicants responded to the previous question. This is a type of _____ interview. situational structured behavior description nondirective
nondirective
The personnel selection process should be established so that an organization can identify candidates who have the required KSAOs, an acronym which stands for knowledge, _____, abilities and other characteristics. strategy specialties security skills
skills
HR staff should keep job interviews narrow, structured, and _____. individualized a minimum of two hours standardized a maximum of one hour
standardized
Which of the following are components of a well-planned interview? standardized comfortable for the participant limited by time subjective
standardized comfortable for the participant
A behavior description interview is a type of______(structured/nondirective) interview.
structured
Ross was told that he could ask the job candidate only the questions from the list he was provided. He is conducting a _____ interview. concurrent structured panel nondirective
structured
Criterion-related validity relies on a substantial correlation between _____ and job performance scores. test scores education degree available skills starting salary
test scores
Isabelle stated that the cost of interviewing three candidates in person could be minimized if they conducted the first interview on the phone instead of face-to-face. Isabelle is discussing the _____ of the selection method. utility reliability validity generalization
utility
What type of job selection interview uses a predetermined set of questions for the interviewer to ask? Situational Behavior description Nondirective Structured
Structured
What model is used to gradually thin out the pool of candidates for a specific job? The personality inventory model The multiple-hurdle model The job assessment model The compensatory model
The multiple-hurdle model
Why should a company proceed with care when setting up a personnel selection process? To identify the best candidates for employment To prevent rejected applicants from realizing why they were not chosen To use fair employment practices To comply with employment laws
To identify the best candidates for employment To use fair employment practices To comply with employment laws
What general rules should an employer use when administering a drug test to job applicants? Provide public access to test results. Use drug testing for jobs that involve safety hazards. Administer drug tests to randomly selected job applicants. Provide the applicant with a copy of the test report.
Use drug testing for jobs that involve safety hazards. Provide the applicant with a copy of the test report.
What term describes the extent to which performance on a type of measure is related to what the measure is designed to assess? Validity Reliability Utility Likability
Validity
Kelly is a writer and she is applying for a job at a fashion magazine. Which type of material would Kelly most likely need to submit to the employer? In-basket test Work samples Job performance testing Cognitive ability
Work samples
Tests for choosing managers may take the shape of a(n) _____. executive commission assessment center supervisory panel external training workshop
assessment center
Which steps are typically included in the personnel selection process? Check references. Review work samples. Review progress. Screen applications. Interview candidates.
Check references. Review work samples. Screen applications. Interview candidates.
What type of employment test focuses on an applicant's mental abilities? Achievement test Cognitive ability test Physical ability test Aptitude test
Cognitive ability test
Which employer is administering a drug test correctly? Justin had all of the applicants wait in a room together, tested them one at a time, and then told the entire group who passed and who failed. Angela administered the drug test to all applicants for the position, then mailed each a copy of their individual results. Robert administered the drug test to only one of the applicants, because that one seemed suspicious. Tonya did not allow a retest after Kyle complained that someone had tampered with his drug test results.
Angela administered the drug test to all applicants for the position, then mailed each a copy of their individual results.
An interviewer describes a scenario that is likely to occur on the job and asks candidates how they would respond. This is called a(n) ___________interview.
situational
An interviewer describes a scenario that is likely to occur on the job and asks candidates how they would respond. This is called a(n) _________interview.
situational
Kaycee is the current assistant manager of marketing. The personnel department has asked her to take a test relating to her position. Her scores will then be compared to existing measures of performance for the position. Which type of validity measure does this demonstrate? Utility Predictive Generalized Concurrent
Concurrent
What is NOT one of the "Big Five" personality traits? Adjustment Extroversion Conscientiousness Anger
Anger
After receiving a job offer, what details might certain candidates need to negotiate with the organization before accepting the offer? Supervisor. Benefits. Rate of pay. Job responsibilities.
Benefits Rate of pay
What type of job selection interview uses a predetermined set of questions for the interviewer to ask? Behavior description Situational Structured Nondirective
Structured
How do employers verify the legal rights of applicants to work in the United States? By having applicants present IRS tax returns By having applicants supply three personal references By having applicants provide recent bank statements By having applicants fill out Form I-9 paperwork
By having applicants fill out Form I-9 paperwork
What type of test is used to predict whether a job candidate is likely to steal from an employer? Honesty test Personality inventory test Lie detector test Polygraph test
Honesty test
What type of test is used to predict whether a job candidate is likely to steal from an employer? Honesty test Polygraph test Personality inventory test Lie detector test
Honesty test
What elements should be included at the end of an interview? Information about what the candidate should expect next. A list of the questions covered in the interview. A thank you to the candidate. Salary information associated with the job.
Information about what the candidate should expect next. A thank you to the candidate.
While setting up a personnel selection process, Marla graphs the performance of her current employees against several factors: college GPA, personality, intelligence, and appearance. The correlation coefficients are: GPA .20, personality .60, intelligence .80, and appearance .30. Which factor should carry the most weight as Marla considers applicants applying for positions in her company? High grades in college Neat appearance Charming personality Intelligence
Intelligence
What is NOT evaluated as part of a physical ability test? Mental acuity Coordination Muscular power Cardiovascular endurance
Mental acuity
What type of personnel selection interview gives candidates the opportunity to witness how people in the organization interact with each other? Structured Situational Panel Nondirective
Panel
What general rules should an employer use when administering a drug test to job applicants? Provide the applicant with a copy of the test report. Administer drug tests to randomly selected job applicants. Provide public access to test results. Use drug testing for jobs that involve safety hazards.
Provide the applicant with a copy of the test report. Use drug testing for jobs that involve safety hazards.
What type of interview might predict job performance most accurately? Behavior description Situational Nondirective Structured
Situational
What type of interview might predict job performance most accurately? Behavior description Situational Structured Nondirective
Situational
Jonathan noticed that Eva had handled bankruptcy claims in her previous job. During the interview, he asked how she had worked with clients during the bankruptcy process. This is an example of a _____ interview. panel of peers nondirective behavior description situational
behavior description
After a job interview, Claire was told she didn't get the position because her reference said she was unreliable and complained about everything. Claire informed the human resource director that the reference was making untrue accusations due to jealousy at the thought of Claire being hired for such a good job. Claire is making a claim of _____.
defamation
After a job interview, Claire was told she didn't get the position because her reference said she was unreliable and complained about everything. Claire informed the human resource director that the reference was making untrue accusations due to jealousy at the thought of Claire being hired for such a good job. Claire is making a claim of _____. defamation libel misrepresentation validation
defamation
The personnel selection process should be created to support the job ______. placement. degree. salary. description.
description
For her third interview with a state government office, Cassandra met with the human resource director, the manager of the accounting department, and the chief financial officer. This is an example of a _____ interview. nondirective situational seminar panel
panel
The process through which organizations make decisions about who will or will not be allowed to join the organization is called _____. candidate identification personnel selection human resources résumé review
personnel selection
The characteristic of a measurement that indicates how little it is affected by irregularities and error is called _____. generalization legality reliability validity
reliability