76) Which statement is true of an assessment center?
A) It is a place where job applicants for manufacturing jobs undergo physical ability tests.
B) It conducts a single test for all job applicants to test their technical potential.
C) It uses multiple selection methods to rate applicants on their management potential.
D) It is a selection method generally used for unskilled applicants.
E) It has the lowest validity because it combines several assessment methods.
77) Identify the correct statement regarding job performance tests.
A) They provide fair evaluations for applicants.
B) They have the lowest level of validity compared to other tests.
C) These tests are highly generalizable.
D) Customization of these tests for various jobs is inexpensive.
E) They are best suited for identifying the particular skills or traits the individual possesses.
78) Which of the following is a “Big Five” personality trait?
A) physical ability
B) cognitive ability
C) aptitude
D) extroversion
E) honesty
79) Identify the traits that are found in a conscientious person.
A) sociable, gregarious, assertive, and talkative
B) dependable, organized, persevering, and achievement-oriented
C) courteous, trusting, good-natured, and tolerant
D) emotionally stable, non-depressed, secure, and content
E) curious, imaginative, artistically sensitive, and broad-minded
80) Moose Tech, a software start-up, is putting together a new team to work on the marketing
strategies for their expansion project. In the context of using the “Big Five” personality traits for
effective team building, which employees would be good additions to a team that encourages a
strong and harmonious culture and is most likely to give the best results?
A) Kelly is very organized; Allison is very cooperative.
B) Liz is not achievement-oriented; Connor is laid-back.
C) Both Nick and Drew are domineering.
D) Both Rebecca and Leann are aggressive and unforgiving.
E) Ryan is emotionally unstable; Tabitha is constantly depressed.
81) Which test is a legal means to test the integrity of job applicants and generally involves
asking applicants directly about their attitudes toward theft and their own experiences with theft?
A) polygraph test
B) paper-and-pencil honesty test
C) cognitive ability test
D) personality inventory test
E) in-basket test
82) Sarah, a manager at Energy Inc., conducts an interview with Matthew for a job as regional
sales manager. During the course of the interview, she has Matthew take a test that assesses
Matthew’s integrity by asking him about his attitude toward shoplifting and his own experiences
with shoplifting, if any. Which test is Sarah conducting?
A) exit test
B) paper-and-pencil honesty test
C) cognitive ability test
D) work sample test
E) in-basket test
83) The human resource department at an accounting firm is preparing a policy for the drug
testing of job applicants. Jim makes a list of statements to include in the policy and shows the list
to his supervisor, Peggy. Which statement would Peggy direct Jim to change?
A) Drug testing should be administered systematically to all applicants who have applied for the
same job.
B) Drug test reports should not be sent to applicants.
C) Drug testing should be conducted for employees working in jobs that involve safety hazards.
D) Drug testing should not be conducted in an intrusive environment.
E) Drug-testing programs should allow for strict confidentiality of results.
84) What is true about medical examinations of job candidates?
A) Medical examinations may not be related to job requirements.
B) Medical examinations are conducted upon the receipt of a candidate’s résumé.
C) Medical examinations are conducted specifically for individuals with disabilities.
D) Medical examinations that measure size and strength can never be used for a job.
E) Medical examinations are conducted after a candidate has been given a job offer.
85) A ________ interview allows interviewer discretion in choosing the questions to be asked
and generally includes open-ended questions about the candidate’s strengths, weaknesses, career
goals, and work experience.
A) behavioral
B) situational
C) nondirective
D) structured
E) computerized
86) Lexie, a marketing manager, regularly interviews candidates for her team. Because Lexie is a
people person, and her department is built on teamwork, when she interviews candidates for a
job, she tries to get to know the candidates as people. She always begins by saying, “Tell me
about yourself,” and based on what the candidate says, she lets the conversation unfold for 30 to
60 minutes. How does this approach limit Lexie’s effectiveness as an interviewer?
A) By always starting with the same question, she limits the creativity of the candidates.
B) By using this structured approach, she avoids asking the wrong questions.
C) This type of behavior description interview is too focused on behaviors, rather than
teamwork.
D) Her method is a panel interview, which has a low validity for a department built on
teamwork.
E) The wide latitude of these nondirective interviews can result in low reliability and often poor
validity.
87) Ross is being interviewed for an entry-level financial analyst position at a well-known asset
management company. Ross is asked questions about the current state of the U.S. stock market,
the current net worth of certain financial firms, and concepts such as IPOs and mergers from a
set of predetermined questions that the interviewer has prepared. This is an example of a(n)
________ interview.
A) structured
B) in-basket
C) work-sample
D) exit
E) nondirective
88) During interviews for a sales position at Greggor Corp., the interviewer asks each candidate
to imagine a situation where a customer e-mails to report that products were damaged during
delivery from Greggor Corp. The interviewer then asks each candidate what he or she would do
to handle this situation. This is an example of a(n) ________ interview.
A) behavior description
B) situational
C) computerized
D) exit
E) in-basket
89) During interviews for medical assistants at the Fairview Medical Center, all the candidates
are asked to talk about a situation in the past when they had to empathize with an emotionally
unstable person and help that person make rational decisions. This was to test whether the
candidates would be able to assist a frantic patient and help him or her make informed decisions.
This is known as a(n) ________ interview.
A) unstructured
B) nondirective
C) behavior description
D) physical ability
E) exit
90) Parton Co. is a car manufacturing company that wants to hire a new product manager. Senior
management decides to have the department heads for production, sales, and human resources
interview the candidates on a variety of topics. This is an example of a(n) ________ interview.
A) behavior description
B) in-basket
C) situational
D) exit
E) panel
91) Chad wants to build a start-up company with a small number of people working for him. He
decides to do all the hiring himself. Lucas, a friend of Chad’s who is a lawyer, warns Chad about
the risk of discrimination complaints he could receive from applicants who are not hired. Which
statement best expresses the basis of Lucas’s concern about avoiding discrimination?
A) Interviews are narrow and standardized, so they do not allow interviewers to test the integrity
of interviewees with ease.
B) Interviews are subjective, so they have the potential of assessing candidates based on
questions not related to the job.
C) Interviews are situational, so they provide a means to check the accuracy of information
provided by the candidate.
D) Interviews are expensive, so their validity and reliability are always in question.
E) Interviews require polygraph tests, which give the interviewer an opportunity to ask questions
that can violate the privacy rights of the interviewee.
92) Which statement is true of selection decisions?
A) They should be a simple matter of whom the supervisor likes best.
B) They should be based on the amount of confidence observed in job candidates.
C) They should be based on which candidate best meets the requirements of the position.
D) They should be a simple matter of which candidate will take the lowest offer.
E) They should be based on motivation, not abilities.
93) Which statement best describes the multiple-hurdle model of personnel selection?
A) It is a process of selecting employees in which a very high score on one type of assessment
can make up for a low score on another.
B) It is a process of arriving at a selection decision by eliminating some candidates at each stage
of the selection process.
C) It is a selection process in which several members of an organization form a panel and
interview each candidate.
D) It is a testing program that establishes different norms for hiring members of different racial
groups.
E) It is a selection process that treats a range of scores as being similar and divides candidates
into groups based on the range into which they fall.
94) Leggy High School has three open positions for teachers. The school’s HR personnel review
résumés to identify the candidates who meet the school’s minimum requirements. Next, potential
candidates are then invited for interviews. After this, interviewers discuss the results with HR
personnel and select a short list of candidates, who then appear before a panel of teachers and
HR personnel for the final interview. Leggy’s new teachers are then selected from among these
finalists. Which terms describes Leggy’s method of selection?
A) compensatory model
B) multiple-hurdle model
C) leadership model
D) behavior description model
E) nondirective model
95) Ashley, a purchasing manager, tells Franklin, the human resource manager, that she has
selected a candidate to be her purchasing assistant. She shows him a draft of an e-mail message
offering the candidate the job at the agreed-on starting wage. She asks Franklin if there is
anything else she should mention in the message. Franklin replies that Ashley should add
information about
A) the work schedule, starting date, and drug test results.
B) the job responsibilities, work schedule, and starting date.
C) the work schedule, starting date, and results of the candidate’s medical exam.
D) the job responsibilities and results of the candidate’s medical exam.
E) the starting date.
96) Describe the steps involved in a selection process.
97) Define what is meant by reliability, validity, and utility in the employment selection context.
98) Briefly describe how concurrent and predictive validation research is conducted, and identify
at least two potential advantages of predictive validation.
99) Discuss how the Civil Rights Act of 1991 and the Americans with Disabilities Act impact
personnel selection processes.
100) Discuss the burden placed on people or organizations contacted as references for job
candidates. How do organizations cope with this burden?
101) What are the two broad categories of employment tests?
102) Why are drug tests a controversial component of the personnel selection process?
103) What are the different types of interviews that can be used for employee selection?
104) List three advantages and disadvantages of interviewing.
105) What is the multiple-hurdle model?