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.
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.
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
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
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
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
65) The interview is the most widely used personnel selection procedure.
66) Most interviews are one-on-one.
67) Effective selection depends to a large degree on the concept of validity but not
reliability.
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.
69) An internal comparison estimate measures internal consistency.
70) Equivalent form estimates compare test scores from the same test
administered at two points in time to determine test equivalence.
71) Test validity answers the question, “Does this test measure what it’s supposed
to measure?”
72) Reliability confirms that one is measuring what one intends to measure.
73) Validity confirms that one is measuring something consistently.
74) There are six steps in the validation process beginning with analyzing the job
and concluding with revalidation.
75) Criterion validity emphasizes judgment.
76) Selection tests must be validated in the organization that uses them regardless
of the validity shown in other similar organizations.
77) Avoiding negligent hiring claims requires taking every single precaution
possible.
78) Lower-level workers such as clerks are cheap to hire.
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79) A minority of HR managers check applicants’ backgrounds.
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.
81) Rejected applicants who receive bad references could sue the source of a
reference for defamation of character.
82) First impressions created from candidate application forms and personal
appearance can affect interviewer ratings of candidates.
83) Reliability is not a concern with respect to a test’s validity.
84) Interest inventories compare one’s interests with those of people in various
occupations.
85) Industrial psychologists often study the “big seven” personality dimensions.
86) Although personality tests are used quite frequently, they are not reliable.
87) Achievement tests measure what a person has learned.
88) Computerized and online testing can only be done with esoteric,
unconventional tests.
89) The in-basket exercise is a personality test exercise.
90) Projective personality tests allow for rejected candidates to claim that the
results violate the Americans with Disabilities Act.
91) A structured interview is the only kind that is allowed in organizations.
92) Structured interviews are more reliable than unstructured ones.
93) In an interview, according to one researcher, you have lots of time to make an
impression on the interviewer.
94) Behavioral interview questions focus on future behavior.
95) Interview panels that have racially balanced composition rated white
applicants higher across all panel members.
96) In an interview, it is recommend that you begin the interview by jumping
right in to the crux of the matter.
97) Jane follows John in an interview session. John is a particularly inept
individual who is nervous and comes across poorly. Jane is more likely to be
perceived in a positive light.
98) The Personality Profile Analysis can be completed online in 10 minutes.
99) The polygraph is the only honesty test available to employers.
100) What problems are associated with drug testing?
101) Graphology’s validity is undeniable.
102) Drug tests always correlate closely with impairment levels.
103) Handwriting analysis is used to predict personality traits.
104) A polygraph measures physiological changes in the human body and is used
to detect lies.
105) You should not have the candidate sign a release for background checking so
as not to alert him/her that you will be checking.
106) Nonverbal behavior can affect applicant’s rating in an interview.
107) Behavioral interview questions focus on past situations.
108) Why is careful selection important?
109) What is an achievement test? Give an example.
110) What is a management assessment center?
111) Explain two basic types of interviews.
112) List and explain two basic interview types. Explain which one might be
better.
113) List three “do’s” for interviews.
114) List and describe two types of validity.
115) What is reliability?
116) List the steps needed to validate a test.
117) Once a candidate allows a company to use a test, the test taker gives up all
rights.
118) What is negligent hiring?
119) Screening can help dysfunctional behaviors at work.
120) How do nonverbal behaviors and impression management affect interviewer
ratings of candidates?
121) Why is it important to select the right employees for a position?
122) How can employers protect themselves against claims of negligent hiring?
123) Describe the three main ways to demonstrate a test’s validity in employment
testing.
124) Explain the five steps in the validation process.
125) What is a management assessment center? What else can managers use these
centers for besides selection? Provide five examples of typical simulated exercises
used in management assessment centers.
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