Lussier, Human Resources Management 3e
SAGE Publishing, 2019
Chapter 6: Selecting New Employees
Test Bank
Multiple Choice
1. ______ is the process of choosing the best-qualified applicant who was recruited for
a given job.
A. Simulation
B. Selection
C. Negligent hire
D. Validity
2. ______ is a legal concept that says if the organization hires someone who may pose
a danger to coworkers, customers, suppliers, or other third parties, and if that person
then harms someone else in the course of working for the company, then the company
can be held liable for the individual’s actions
A. Negligent hire
B. Fitness-for-duty test
C. Constructing
D. Simulation
3. In selection, mismatches between employees and jobs can cause a drop in ______.
A. sustainability
B. productivity
C. customer feedback
D. affirmative action
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
4. When Jacqueline was hired by Acme Global to be an office cleaner, the human
resource management department skipped the background check. Now Jacqueline has
pass keys to all the offices in one of Acme Global’s buildings. What a background check
would have revealed is that Jacqueline has several past convictions for assault. This
could be a case of ______.
A. compensatory selection
B. a negligent hire
C. unfitness for duty
D. compensatory recruitment
5. Managers have to analyze the set of ______ in each subordinate or new hire and
understand that person’s individual limitations.
A. traits
B. abilities
C. contents
D. interests
6. ______ fit deals with the cultural and structural characteristics of the organization and
how well the candidate will fit within that structure and culture.
A. Cultural
B. Personality-job
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C. Ability-job
D. Person-organization
7. Concern with introversion versus extroversion is associated with ______ fit.
A. ability-job
B. personality-job
C. person-organization
D. personality-ability
8. ______ involves matching the candidate’s intellectual and physical skills to those of
the job being filled.
A. Person-organization fit
B. Cognitive analytics
C. Ability-job fit
D. Personality-ability fit
9. Most evaluators ranked ______ as the most important item in a job interview—even
above analytical thinking.
A. cultural fit
B. personality-job fit
C. ability-job fit
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D. person-organization fit
10. One of the major problems in using ______ as the primary criterion in selection is
that we end up not getting the best person for a particular job.
A. person-organization fit
B. ability-job fit
C. cultural fit
D. personality-job fit
11. Michael has been successful as a library assistant. In his past two jobs, he was able
to wander through the library, meet library patrons, and talk about books. Michael is
outgoing and likes to talk to new people. He joined Acme Global as a Records
Technician. The job is similar to that of a library assistant, but does not have as much
contact with other people. Most days, Michael works alone. As a result, he is feeling
unhappy and unmotivated in the job. His supervisor is not pleased with his performance.
It appears that the records technician job lacks ______ for Michael.
A. ability-job fit
B. personality-job fit
C. person-organization fit
D. ability-person fit
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
12. The marketing department at Acme Global is loosely structured with little hierarchy.
This allows for different employees to take the lead on different projects based on their
work loads and their interests. Hans joined the department from a company at which the
marketing department had clear lines of authority. He quit Acme Global after 2 months
saying that he just could not figure out how to contribute to the department. It appears
that the Acme Global job lacked ______ for Hans.
A. ability-job fit
B. personality-job fit
C. person-organization fit
D. ability-person fit
13. ______ provide(s) information that can be used to avoid discriminatory hiring
practices as well as discrimination in other employment decisions.
A. Criterion-related validity
B. Reliability
C. Construct validity
D. Uniform Guidelines on Employee Selection Procedures
14. The Uniform Guidelines on Employee Selection Procedures define the concept of
“tests for employment” that are used in either the ______ process or other employment
actions.
A. selection
B. simulation
C. validity
D. reliability
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
15. ______ were created to guide employers in their efforts to comply with federal laws
concerning all employment decisions, and especially the selection process.
A. Equal employment tests
B. Selection Modules on Employee Selection Procedures
C. Guidance Principles on Employee Selection Procedures
D. Uniform Guidelines on Employee Selection Procedures
16. ______ is the extent to which a test measures what it claims to measure.
A. Reliability
B. Fitness
C. Validity
D. Interest
17. ______ is an assessment of the ability of a test to measure some other factor
related to the test.
A. Reliability
B. Criterion-related validity
C. Construct validity
D. Criterion-related validity
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18. ______ is an assessment of whether a test measures knowledge or understanding
of the items it is supposed to measure.
A. Content validity
B. Construct validity
C. Criterion-related validity
D. Reliability
19. ______ measures a theoretical concept or trait that is not directly observable.
A. Criterion-related validity
B. Content validity
C. Reliability
D. Construct validity
20. ______ is the consistency of a test measurement.
A. Interest
B. Fitness
C. Reliability
D. Validity
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21. Organizations want selection measures to be ______, meaning they are consistent
over time and between people.
A. inconsistent
B. reliable
C. variable
D. personal
22. If a selection test is not ______, it cannot be valid.
A. personal
B. critical
C. negligent
D. reliable
23. A(n) ______ can be reliable but not valid, but it can’t be valid without being reliable.
A. test
B. interest
C. criterion
D. personality
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24. The ______ validity measure would be most associated with the measurement of
“honesty.”
A. high-level
B. criterion-related
C. content
D. construct
25. A typing test given to candidates for positions where they would need to be able to
type would have ______ validity.
A. low-level
B. criterion-related
C. content
D. high-level
26. Kelsey took her driving test on Tuesday. Unfortunately, her results were lost when
the computer crashed. She retook the test on Wednesday and received the same score.
It is clear that the driving test has ______.
A. criterion-related validity
B. inter-rater reliability
C. test-retest reliability
D. chronology-test reliability
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SAGE Publishing, 2019
27. According to the UGESP, ______ are anything that is used as a basis for
employment decisions.
A. uniform guidelines
B. job fits
C. employment tests
D. employer guides
28. When an organization compares a score on a selection test to the job performance
of existing workers in that job, the organization is using ______ validity.
A. construct
B. content
C. convective
D. criterion-related
29. The ______ validation method shows a strong relationship between score on a test
and performance on the job.
A. low-level
B. criterion-related
C. content
D. high-level
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30. As part of the ______ process, the recruited candidates are typically asked to
complete an application to provide biographical data.
A. validity
B. simulation
C. selection
D. recruitment
31. A(n) ______ gives the company information on the applicant in a standard form.
A. resume
B. application
C. phone call
D. e-mail
32. An application almost always has some legal language or “______” that must be
agreed to by the applicant.
A. validity
B. constructs
C. nondisclosures
D. disclosures
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33. Organizations use ______ and résumés for much the same reasons—to figure out
the applicant’s basic skill set, background, work history, education, and other core
information.
A. applications
B. phone calls
C. interviews
D. simulations
34. When verifying the information on a résumé, organizations should check the ______
level, because this is one of the most commonly exaggerated items on a résumé or
application.
A. knowledge
B. skills
C. abilities
D. education
35. Privacy laws do not prevent universities from providing the following information to a
third party without consent from the job candidate.
A. whether the job candidate has a degree from the school
B. the job candidate’s transcripts from the school
C. the job candidate’s current grades for the semester
D. the job candidate’s disciplinary record from the school
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
36. Which of the following application form questions can a company legally ask?
A. Do you have any disabilities that would prevent you from performing the job?
B. What language do you speak when not on the job?
C. Can you provide a reference from a religious leader?
D. How much longer do you plan to work before retiring?
37. Many managers have found a “test” on the Internet that they then decide to use as a
candidate screening device. In many cases, the test has no evidence of ______ and
should therefore not be used in a selection process.
A. simulation
B. appropriateness
C. fitness
D. validation
38. ______ percentage of midsize and large companies use personality and ability
assessments for entry and midlevel management positions to help ensure the right fit
between the job candidate and the job.
A. Forty
B. Twenty
C. Eighty
D. One hundred
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39. ______ tests measure the psychological traits or characteristics of applicants to
determine suitability for performance in a specific type of job.
A. Personality
B. Skills
C. Interest
D. Cognitive ability
40. ______ tests measure a job candidate’s intellectual curiosity and motivation in a
particular field.
A. Skills
B. Personality
C. Cognitive ability
D. Interest
41. ______ tests are assessments of general intelligence or of some type of aptitude for
a particular job.
A. Interest
B. Skills
C. Cognitive ability
D. Personality
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
42. There is some significant evidence that, at least in personality-based honesty or
integrity tests, applicants have trouble ______ answers to the test.
A. faking
B. understanding
C. validating
D. assessing
43. Haley requires all applicants take a paper-and-pencil test with logic and math
problems on it. Haley is giving her applicants a(n) ______ test.
A. honesty
B. skills
C. personality and interest
D. cognitive ability
44. Amanda requires all applicants take a paper-and-pencil test to assess their ability to
apply knowledge about spreadsheet software. Amanda is giving her applicants a(n)
______ test.
A. honesty
B. skills
C. interest
D. cognitive ability
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
45. Micah requires all applicants take a paper-and-pencil test to assess their intellectual
curiosity and motivation in a particular field. Micah is giving his applicants a(n) ______
test.
A. genetic
B. skills
C. interest
D. cognitive ability
46. Trevor requires all applicants take a paper-and–pencil test with questions like “If a
customer accidentally gave you too much money, would you return the excess?” Trevor
is giving his applicants a(n) ______ test.
A. genetic
B. honesty
C. personality
D. cognitive ability
47. In a(n) ______ test, an organization provides the type of work that the candidate
would perform on the job and asks the candidate to perform the tasks under some type
of controlled conditions.
A. work sample
B. interview
C. physical exam
D. cognitive ability
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
48. ______ are places where job applicants undergo a series of tests, interviews, and
simulated experiences to determine their potential for a particular job.
A. Selection areas
B. Simulation chambers
C. Work samples
D. Assessment centers
49. ______ tests put job candidates into a high-pressure situation, but in a controlled
environment so that the danger and cost are limited.
A. Cognitive ability
B. Work sample
C. Simulation
D. Selection
50. The primary reasons for drug testing vary in different organizations, but will
generally be ______.
A. discrimination avoidance
B. theft-prevention
C. honesty
D. workplace safety and productivity
Lussier, Human Resources Management 3e
SAGE Publishing, 2019
51. Drug testing must be done systematically in one of two forms: either random or
______.
A. selective
B. assigned
C. universal
D. staggered
52. Joseph is hiring a doctor to work in one of Acme Global’s field offices. The doctor
may have to perform complicated surgeries from time to time. Joseph can test each
candidate’s abilities using a(n) ______, all without risking the life of a real patient.
A. work sample
B. cognitive test
C. integrity test
D. simulation
53. When hiring forklift drivers, Acme Global provides at test that involves driving a
forklift to move pallets from one place to another. This would be an example of a
______ test.
A. work sample
B. cognitive ability
C. mechanical design