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D. spatial aptitude
54. Alexander requires all applicants for jobs on the loading dock to demonstrate their
proficiency in using tools such as the hand truck. Alexander is giving his applicants a(n)
______ test.
A. cognitive ability
B. physical skills
C. personality and interest
D. drug
55. Rather than give his delivery drivers a drug test before allowing them to drive each
day, Eric has each driver undergo a medical exam that includes testing their individual
reaction time. Eric is giving his drivers a(n) ______ test.
A. physical skills
B. fitness-for-duty
C. genetic
D. interest
56. The ______ is usually the most heavily weighted and one of the last steps in the
selection process, even though it has low predictive validity.
A. honesty test
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B. drug test
C. interview
D. work sample
57. In a(n) ______ interview, all candidates are asked the same list of prepared
questions.
A. unstructured
B. structured
C. semi-structured
D. semi-unstructured
58. In a(n) ______ interview, there are no preplanned questions or sequence of topics.
A. structured
B. semi-structured
C. semi-unstructured
D. unstructured
59. In a(n) ______ interview, the interviewer has a list of questions but also asks
unplanned questions.
A. structured
B. unstructured
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C. semi-structured
D. semi-unstructured
60. The first step in preparing to conduct an interview is to ______.
A. develop questions for each candidate
B. prepare a realistic job preview
C. plan the type of interview
D. review the job description and specifications
61. When conducting selection interviews, Kirsten has a list of prepared questions from
which she does not deviate. She asks all job candidates the same questions in the
same order. Kirsten conducts a(n) ______ interview.
A. structured
B. probing
C. semi-structured
D. closed-ended
62. When conducting selection interviews, Mehreen has a list of prepared questions that
she asks each candidate. However, she also finds it useful to ask some unplanned
questions when the candidate mentions something interesting or when it seems
appropriate to gather more information. Mehreen conducts a(n) ______ interview.
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A. probing
B. unstructured
C. semi-structured
D. open-ended
63. When conducting selection interviews, Enrique does not prepare questions. He
prefers to greet each job candidate and allow the interview to develop organically. He
says he likes to have more of a “conversation” than an interview with each candidate.
His questions to each candidate are different. Enrique conducts a(n) ______ interview.
A. open-ended
B. unstructured
C. semi-structured
D. probing
64. When conducting selection interviews, Benjamin likes to ask a series of yes/no
questions such as “If hired, can you arrive at work each day by 8 a.m.?” and “Do you
understand the essential functions of the job?” Benjamin is asking ______ questions.
A. structured
B. unstructured
C. open-ended
D. closed-ended
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65. When conducting selection interviews, Javier likes to ask questions like “Tell me
what you know about the company” and “Tell me what you like most about your current
job.” Javier is asking ______ questions.
A. hypothetical
B. unstructured
C. open-ended
D. closed-ended
66. When conducting selection interviews, Sarah likes to ask questions like “Imagine
you are working the night shift and a piece of machinery breaks down. What would you
do?” Sarah is asking ______ questions.
A. probing
B. unstructured
C. closed-ended
D. hypothetical
67. When conducting selection interviews, Avigail likes to ask questions like “What
would you do if a customer requested a refund on a product one year after the product
was purchased?” Avigail is asking ______ questions.
A. probing
B. unstructured
C. closed-ended
D. hypothetical
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68. When conducting selection interviews, Marc likes to ask questions like “Describe a
time when you had to lead a team but had no formal authority.” Marc is asking ______
questions.
A. structured
B. hypothetical
C. probing
D. behavioral descriptive
69. When conducting selection interviews, Kuan-yin likes to ask questions like “Tell me
about a time you missed a deadline. Why did you miss it and what did you do?” Kuan–
yin is asking ______ questions.
A. structured
B. hypothetical
C. probing
D. behavioral descriptive
70. When conducting a selection interview, Maria described the job to the candidate and
answered the candidate’s questions about the job. Then Maria asked whether the
candidate was still interested in the job. The candidate was no longer interested. Maria
thanked the candidate for coming in and closed the interview. Maria’s interview ended
after the ______ step.
A. open the interview
B. present the realistic job preview
C. ask your questions
D. behavioral question
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71. Background checks are needed to help prevent ______ hires.
A. negligent
B. unreliable
C. invalid
D. unassessed
72. One of the most commonly used background checks is the ______ check.
A. criminal background
B. reference
C. web
D. credit
73. The ______ gives employers the limited right to do credit checks when hiring
employees.
A. Civil Rights Act of 1964
B. Fair Trade Act
C. Credit Analysis Reporting Act
D. Fair Credit Reporting Act
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74. ______ checks include not only calls to references that are provided by the
applicant, but also reference letters from employers, personal letters of
recommendation, and possibly cold calls to previous employers.
A. Credit
B. Reference
C. Web
D. Criminal background
75. Organizations can minimize the legal risks of searching social media for information
about a job candidate if the organization does the search ______.
A. after receiving all applications
B. after written testing has been completed
C. after the interview has been conducted
D. after a conditional job offer has been extended
76. In the ______ selection model, each applicant must pass a particular selection test
in order to go on to the next test.
A. multiple-hurdle
B. compensatory
C. criterion-related validity
D. Uniform Guidelines on Employee Selection Procedures
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77. In the ______ selection model, an applicant can do poorly on one test but make up
for that poor grade by doing exceptionally well on other tests.
A. Uniform Guidelines on Employee Selection Procedures
B. criterion-related validity
C. multiple-hurdle
D. compensatory
78. Acme Global uses four different selection tests: an honesty test, a skills test, a
cognitive ability test, and an interview. To become a finalist, a job candidate must first
score highly on the honesty test. After that, the candidate must score at least 50 on both
the skills and cognitive ability tests. Once those are passed, the candidate must pass
the interview to become a finalist for the job. Acme Global is using a(n) __________
selection model.
A. open-ended
B. multiple-hurdle
C. compensatory
D. inquiry
79. Acme Global uses four different selection tests: an honesty test, a skills test, a
cognitive ability test, and an interview. Each test is worth 25 points. To become a
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finalist, a job candidate must get an average score of 75 on the four tests. Acme Global
is using a(n) __________ selection model.
A. inquiry
B. multiple-hurdle
C. compensatory
D. closed ended
80. Meredith selected one of the job applicants specifically because the applicant
reminded Meredith of herself at that age. It sounds like Meredith encountered the
______ problem in selection.
A. stereotyping
B. “like me” syndrome
C. halo effect
D. mini-me effect
True/False
1. Selection is the process of choosing the best-qualified applicant for a job.
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2. Person-organization fit involves matching the candidate’s intellectual and physical
skills to those of the job being filled.
3. Uniform Guidelines on Employee Selection Procedures were created to guide
employers in their efforts to comply with federal laws concerning all employment
decisions, and especially the selection process.
4. Reliability is the extent to which a test measures what it claims to measure.
5. Skills tests measure the psychological traits or characteristics of applicants to
determine suitability for performance in a specific type of job.
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6. Cognitive ability tests measure a job candidate’s intellectual curiosity and motivation
in a particular field.
7. In a structured interview, all candidates are asked the same list of prepared
questions.
8. In an unstructured interview, the interviewer has a list of questions but also asks
unplanned questions.
9. The credit check is one of the most commonly used background checks in selection.
10. In the compensatory model of selection each applicant must pass a particular
selection test in order to go on to the next test.
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Essay
1. Explain the OUCH test and how it should be used in the preinterview stage of the
selection process.
2. Describe the three main types of fit in the selection process. Why is each type of fit
important?
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3. What are the Uniform Guidelines on Employee Selection Procedures?
4. What is the difference between applications and résumés and how are each used as
selection tools?
5. Describe the permitted use of polygraphs and genetic information as outlined in the
Employee Polygraph Protection Act of 1988 and the Genetic Testing Nondiscrimination
Act of 2008.
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6. Describe the various types of selection tests.
7. Describe the advantages of interviewing and the three primary types of interviews.
8. Describe the five steps of conducting a selection interview.
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9. Describe the four background tests often used in employment selection.
10. Describe how you would avoid two of the problems employers commonly encounter
during the selection process.
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