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40) Tests that measure a range of abilities including memory, vocabulary, verbal
fluency, and numerical ability are called ________ tests.
A) aptitude
B) intelligence
C) achievement
D) comprehensive
Objective: Chapter objective 2
41) Jack is being tested on static strength, dynamic strength, body coordination,
and stamina during the selection period at UPS. UPS is using ________ tests.
A) personality
B) motor and physical abilities
C) achievement
D) comprehensive
Objective: Chapter objective 2
42) ________ tests include tests like finger dexterity, manual dexterity, and
reaction time.
A) Motor ability
B) Personality
C) Achievement
D) Interest
Objective: Chapter objective 2
43) ________ tests measure a person's level of introversion, stability, and
motivation.
A) Motor ability
B) Personality
C) Achievement
D) Cognitive
Objective: Chapter objective 2
44) A ________ is a two or three-day simulation in which 10 to 12 candidates
perform realistic management tasks under the observation of experts who appraise
each candidate's potential.
A) work sampling event
B) video-based situational testing
C) management assessment center
D) retreat
Objective: Chapter objective 2
45) Typical simulated exercises used in management assessment centers include
all of the following except:
A) the in basket.
B) leaderless group discussion.
C) tests of motor abilities.
D) interviews.
Objective: Chapter objective 2
46) Employers may conduct background investigations and reference checks to
verify a candidate's ________.
A) age
B) marital status
C) legal eligibility
D) All of the above.
Objective: Chapter objective 4
47) Which of the following is not usually verified by an employer prior to hiring a
job candidate?
A) legal eligibility for employment
B) age
C) credit ratings
D) motor vehicle record
Objective: Chapter objective 4
48) What type of screening device is designed to measure attitudes regarding
tolerance of others who steal and acceptance of rationalizations for theft?
A) personality tests
B) interest inventories
C) honesty tests
D) graphology
Objective: Chapter objective 3
49) Employers can and should use all the tools listed below to attempt to detect
dishonest job applicants except:
A) polygraph tests.
B) credit checks.
C) background checks.
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D) honesty tests.
Objective: Chapter objective 3
50) Graphology, a tool for assessing basic personality traits, is also called
________.
A) numerology
B) astrology
C) handwriting analysis
D) polygraph output assessment
Objective: Chapter objective 3
51) The ________ is considered by many to be the most important screening tool.
A) telephone reference
B) reference letter
C) selection interview
D) management assessment center
Objective: Chapter objective 4
52) A(n) ________ is a procedure designed to obtain information from a person
through oral responses to oral inquiries.
A) writing test
B) work sample simulation
C) interview
D) reference check
Objective: Chapter objective 4
53) When an interview is used to predict future job performance on the basis of an
applicant's oral responses to oral inquiries, it is called a(n) ________ interview.
A) selection
B) appraisal
C) exit
D) structured
Objective: Chapter objective 4
54) What type of question is the following: "Can you tell me about a time when
you worked successfully in a team environment?"
A) situational
B) behavioral
C) stress
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D) puzzle
Objective: Chapter objective 4
55) Which of the following statements is an example of a situational question?
A) "Tell me about a time you showed leadership in a difficult situation."
B) "How have you handled ethical dilemmas in the past?"
C) "Suppose you were confronted with an angry customer who threatened to sue
the company. What would you do?"
D) "In this position, you are responsible for hiring and firing subordinates. Have
you ever fired anyone before? Tell me how you handled the situation."
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 3
56) What type of question is the following: "Imagine that you have just been
assigned the task of winning the business of our competition's biggest client. How
would you proceed?"
A) situational
B) behavioral
C) puzzle
D) directive
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 4
57) In a mass interview, a team of individuals interviews the candidate in a
________ fashion.
A) serial
B) sequential
C) panel
D) systematic
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 4
58) Dr. Ross is interviewing for a position as Assistant Professor of Human
Resource Management. His interview is conducted by a team of other faculty
members in the department who interview him simultaneously and then combine
their ratings into one score. This is an example of a ________ interview.
A) serial
B) panel
C) sequential
D) mass
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Skill: AACSB: Reflective Thinking
Objective: Chapter objective 4
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59) The team holding the interviews for new auditors is behind in its recruiting
quota. The team is most likely to rate the applicants ________ in this situation.
A) positively
B) neutrally
C) unacceptable
D) There is not enough information to determine.
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
60) Based on interviewer assessments of attractiveness and gender, which of the
following would most likely receive the highest rating for an executive level
position?
A) an attractive woman
B) an attractive man
C) an unattractive woman
D) There are no such biases based on attractiveness and gender.
Skill: AACSB: Reflective Thinking
Objective: Chapter objective 4
61) Consider the following question: "Suppose you saw a co-worker who was not
following standard work procedures. The co-worker claimed that the new
procedure was better. What would you do?" What type of question is this?
A) background
B) past behavior
C) situational
D) job knowledge
Objective: Chapter objective 4
62) Consider the following question: "Can you provide an example of a specific
instance where you provided leadership in a difficult situation?" What type of
question is this?
A) background
B) behavioral
C) situational
D) structured
Skill: AACSB: Analytical Skills
Objective: Chapter objective 3
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63) Consider the following question: "What work experience do you have in
marketing and sales?" What type of question is this?
A) background
B) behavioral
C) situational
D) job knowledge
Skill: AACSB: Analytical Skills
Objective: Chapter objective 4
64) Consider the following question: "What factors should be considered when
developing a customer database?" What type of question is this?
A) background
B) past behavior
C) situational
D) job knowledge
Objective: Chapter objective 4
65) The interview is the most widely used personnel selection procedure.
Objective: Chapter objective 4
66) Most interviews are one-on-one.
Objective: Chapter objective 4
67) Effective selection depends to a large degree on the concept of validity but not
reliability.
Objective: Chapter objective 1
68) A reliable test is one that yields consistent scores when a person takes two
alternate forms of the test when he or she takes the same test on two or more
different occasions.
Objective: Chapter objective 1
69) An internal comparison estimate measures internal consistency.
Objective: Chapter objective 1
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70) Equivalent form estimates compare test scores from the same test
administered at two points in time to determine test equivalence.
Objective: Chapter objective 1
71) Test validity answers the question, "Does this test measure what it's supposed
to measure?"
Objective: Chapter objective 1
72) Reliability confirms that one is measuring what one intends to measure.
Objective: Chapter objective 1
73) Validity confirms that one is measuring something consistently.
Objective: Chapter objective 1
74) There are six steps in the validation process beginning with analyzing the job
and concluding with revalidation.
Objective: Chapter objective 1
75) Criterion validity emphasizes judgment.
Objective: Chapter objective 1
76) Selection tests must be validated in the organization that uses them regardless
of the validity shown in other similar organizations.
Objective: Chapter objective 1
77) Avoiding negligent hiring claims requires taking every single precaution
possible.
Objective: Chapter objective 1
78) Lower-level workers such as clerks are cheap to hire.
Objective: Chapter objective 2
79) A minority of HR managers check applicants' backgrounds.
Objective: Chapter objective 4
80) Interest inventories are useful for career planning because they compare the
interests of the test taker to the interests of those people in various occupations.
Objective: Chapter objective 2
81) Rejected applicants who receive bad references could sue the source of a
reference for defamation of character.
Objective: Chapter objective 3
82) First impressions created from candidate application forms and personal
appearance can affect interviewer ratings of candidates.
Objective: Chapter objective 4
83) Reliability is not a concern with respect to a test's validity.
Objective: Chapter objective 1
84) Interest inventories compare one's interests with those of people in various
occupations.
Objective: Chapter objective 2
85) Industrial psychologists often study the "big seven" personality dimensions.
Objective: Chapter objective 2
86) Although personality tests are used quite frequently, they are not reliable.
Objective: Chapter objective 2
87) Achievement tests measure what a person has learned.
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