Chapter 06 – Personnel Selection
[QUESTION]
40. Correlations from __________ show the direction and strength of the relationship between
selection methods and successful performance on the job.
A) 0 to 1.0
B) -1 to +1
C) -1 to 0
D) -1 to 0.8
E) 0.8 to 1
41. The basic formula for calculating utility involves __________.
A) estimating the decrease in revenue as a function of the use of the selection method before
adding the cost of the method.
B) estimating the increase in revenue as a function of the use of the selection method after
adding the cost of the method.
C) estimating the increase in revenue as a function of the use of the selection method after
subtracting the cost of the method.
D) estimating the increase in revenue as a function of the use of the selection method before
subtracting the cost of the method.
E) estimating the decrease in revenue as a function of the use of the selection method after
adding the cost of the method.
42. When deciding what selection test to use, a company should not consider
A) The number of people who have taken the test
B) The degree to which there is a linear relationship between test results and performance
C) Evaluating cut off scores based on the race of the candidate to eliminate adverse impact
D) Using a multiple hurdle approach for instance using both testing and interviews
E) The validity of the test and potential for causing adverse impact
Chapter 06 – Personnel Selection
[QUESTION]
43. Honesty has been correlated with increased job performance and a decrease in theft. In
order to test for this trait you recommend using
A) a polygraph test
B) Achievement tests
C) Cognitive ability test
D) an integrity test
E) Minnesota Clerical test
44. Which of the following is true about the administration of drug tests?
A) The tests are administered mainly out of curiosity, there is no link between drug use and
behavior on the job
B) Employees have successfully challenged dismissals based solely on the result of a random
drug test.
C) Use of drug testing is in decline given the number of law suits lost when applicants claim
“invasion of privacy”
D) Maintaining the confidentiality of test results is not an important part of the drug testing
process
E) The most useful information gained from drug testing is an indication of how frequently
an applicant uses drugs.
45. Which of the following requires test takers to quickly compare either names or numbers
and to indicate pairs that are the same?
A) Knowledge-based test
B) Achievement tests
C) Cognitive ability test
D) Bennett Mechanical Comprehension test
E) Minnesota Clerical Test
Chapter 06 – Personnel Selection
[QUESTION]
46. When making a selection decision on an expatriate assignment
A) It is important to remember the skills necessary for success in foreign assignments is the
same for domestic assignments
B) It is important to look for someone who is married, because the spouse adds a level of
stability.
C) The candidate needs to possess both technical skills and relational attributes to be
successful
D) Candidates who show the least amount of interest in other cultures will be most
successful; they can keep their focus on the job
E) A candidate should think short term and not consider how the assignment fits with their
overall career plan
47. Cognitive Ability Tests are controversial because while they demonstrate high validity,
they:
A) Have little economic utility
B) Often result in adverse impact
C) Often result in disparate intent
D) Have not proven to be valid predictors of job performance.
E) Can be replaced with tests with lower validity
48. In order to be in compliance with the Fair Credit Reporting Act the company:
A) Must provide verbal notification to the applicant that you will be pulling their credit
history
B) Should not tell the employee that they intend to look at their credit until after the results
have been received and there is a negative report
C) Should use the information only as a tie breaker if there are two candidates who are
otherwise equally qualified
D) Avoid getting the report in writing; until there is a written report, the company is under no
obligation to share the report with the candidate
E) Can allow other companies to share the report as long as they are hiring for the same job,
without notification to the applicant.
Chapter 06 – Personnel Selection
[QUESTION]
49. Letters of recommendation are:
A) Used for selection in the public sector, however, it is illegal to ask for letters of
recommendation in the private sector
B) Most useful to an organization as a selection tool, when they are written by the reference
without any direction from the company with regard to tasks related to the job in question
C) Very helpful in the selection process because they provide information that is not related
to the job, and that would otherwise not have been known.
D) Useful predictors of performance on the job because they provide details about the
applicants personal life that can not be asked on an application
E) Most useful to the company when there is some guidance provided to the reference related
to the specific skills required for the job
50. Above all it is important to maintain “fairness” in the selection process. Fairness can be
attained when managers do all of the following except:
A) Treat applicants consistently
B) Base selection on job related criteria
C) Follow organizational policy
D) Use subjective, arbitrary criteria
E) Communicate in an honest and accurate way
Essay Questions
[QUESTION]
51. Describe the basic steps in the process of deriving record weights for WABs.
Chapter 06 – Personnel Selection
[QUESTION]
52. Please describe the strategy a manager should use who has been asked to establish an
employee selection testing program.
Answer: There are a number of strategies that may be utilized when establishing an employee
[QUESTION]
53. Discuss the ethical issues and points of view raised by both the critics of employment
testing and those who support the use of employment testing.
Answer: Critics of testing argue that testing procedures may be an invasion of an individual’s
privacy and may produce information that will affect an individual’s employment
opportunities. Tests may be used to intentionally screen out “undesirable” candidates and
[QUESTION]
54. List the five-factor model (FFM) to describe personality.
Chapter 06 – Personnel Selection
[QUESTION]
55. What does the self-report personality inventory consist?
56. What is the advantage of the 16PF over other self-report inventories?
57. Briefly explain the reasons for the low (but useful) validity of personality and
motivational tests in the employment context.
Answer: Experts have given a number of explanations for the low (but useful) validity of
personality and motivational tests in the employment context. Firstly applicants can “fake”
[QUESTION]
58. List the predictors of voluntary turnover.
59. Define the Situational Judgment Test (SJT).
Chapter 06 – Personnel Selection
6-15
[QUESTION]
60. List the most common assessment exercises and explain any two.
Answer: Some of the most common assessment exercises are in-baskets, leaderless group
discussions, oral presentations, and role-playing.
In-Basket – The in-basket consists of a variety of materials of varying importance and priority