76) Content validity is based on showing that the scores on the test are related to job
performance.
77) Test validity in employment testing is demonstrated through criterion validity and content
validity.
78) Organization-person fit is the primary concern of most employers during the selection
process.
79) There are five steps in the validation process beginning with analyzing the job and
concluding with administering the test.
80) A test battery is based on a combination of several tests that can then measure an array of
predictors.
81) Employers concerned about ethical and EEO violations may purchase employment tests that
have been validated.
82) Concurrent validation is the most dependable way to validate a selection test.
83) To use predictive validation, one administers the test to applicants before they are hired. The
applicants are then hired using existing selection techniques but not the new tests in
development. Later, job performance measures are compared to the test scores under
development.
84) If there is a correlation between test and job performance, one can develop an expectancy
chart to illustrate the relationship between test scores and job performance graphically.
85) The strong correlation between test results and job performance has led to numerous expert
recommendations that tests be used as the only selection tool in the hiring process.
86) Selection tests must be validated in the organization that uses them regardless of the validity
shown in other similar organizations.
87) Selection tests should be used as supplements to other tools like interviews and background
checks.
88) Although inexpensive to develop, assessment centers are infrequently used by employers
because such tests have a weak correlation with future job performance.
89) Most small businesses find it cost-effective to conduct validity studies of the selection tools
they use.
90) The American Psychological Association’s standards for educational and psychological tests
are legally enforceable.
91) The Federal Privacy Act allows federal employees to view their personnel files.
92) Interest inventories are useful for career planning because they compare the interests of the
test taker to the interests of people in various occupations.
93) Managers cannot be sued for defamation when giving bad references because only
employers are held responsible by state and federal courts.
94) Most employers report preferring written references to telephone references because written
letters provide more candid information about job candidates.
95) Employment screening services are useful in the selection process because they have access
to a job applicant’s credit history, driving record, and workers’ compensation claims history.
96) The Privacy Act is the main directive at the federal level that governs how employers acquire
and use applicants’ and employees’ background information.
97) In order to be legally eligible to work in the United States, a person must be a U.S. citizen.
98) Applicant tracking systems (ATS) compile resumes, track applicants during the hiring
process, and screen out applicants who do not meet minimum job requirements.
99) Criterion validity shows a relationship between how well a person performs on a selection
test and how well a person performs on the job.
100) According to the Uniform Guidelines, employers are required to prove the validity of
selection procedures for all assessments.
101) Why are tests and other screening tools an important aspect of employee selection? What
rights do test takers have during the testing process?
102) How can employers protect themselves against negligent hiring? How can employers
protect themselves against defamation?
103) What is test validity? How are selection tests validated?
104) What is the difference between criterion validity and content validity? Which one is more
difficult to demonstrate?
105) In a brief essay, discuss the use and effectiveness of cognitive tests versus work sampling
techniques for employee selection.
106) How would an employer benefit from using both personality tests and situational tests when
screening job applicants?
107) Industrial psychologists often emphasize the “big five” personality dimensions in personnel
testing. List and explain the meaning of the big five dimensions. How do personality traits
correlate with job performance?
108) What is a management assessment center? What are some of the most common tasks
conducted in management assessment centers?
109) Various federal and state laws govern how employers acquire and use applicants’ and
employees’ background information. What four steps are necessary in order for an employer to
be in compliance with these laws?
110) What are three arguments against the use of personality tests as predictors of job
performance?