978-7115120175 Chapter 04 Part 2

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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.

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

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

Skill: AACSB: Reflective Thinking

Objective: Chapter objective 4

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

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

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.