Fundamentals of Human Resource Management, 5e (Dessler)
Chapter 6 Selecting Employees
1) Hiring workers who have criminal backgrounds without proper safeguards is considered
________.
A) improper screening
B) negligent hiring
C) unreliable testing
D) improper hiring
2) For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for
customers. The company originated in Dallas and now boasts stores in 35 states. The business
has primarily expanded by selling franchises to qualified candidates. Golden Creamery
executives realize that the firm’s success depends upon the success of each franchise. In the past,
each individual franchise owner determined the best method for screening applicants. However,
as the firm grows, Golden Creamery executives want to standardize the hiring process by
requiring all franchisees to use the same preemployment tests.
Which of the following, if TRUE, supports the argument that Golden Creamery should require
franchise owners to use the firm’s preemployment tests?
A) Hourly employees at Golden Creamery stores typically remain with the company long
enough to be promoted to management positions.
B) Annual turnover rates for hourly employees of Golden Creamery stores are three times the
rate of comparable businesses.
C) Golden Creamery uses a series of videos to train new hires as well as a mentoring program
that has proven successful in the past.
D) Individuals interested in working at a Golden Creamery store can complete online
applications on the firm’s website.
3) What is the primary goal of employee selection?
A) achieving person-job fit
B) avoiding negligent hiring
C) developing a diverse workforce
D) maintaining valid test scores
4) As a manager, what is the most important reason to select employees carefully?
A) meet industry and organizational standards
B) comply with federal and state labor laws
C) improve employee and organizational performance
D) establish a high-performing work system
5) Effective employee screening will most likely ________.
A) improve team management skills
B) eliminate negative office politics
C) identify valid and reliable test procedures
D) reduce dysfunctional workplace behaviors
6) Which of the following questions should most likely be answered by a utility analysis?
A) Does it pay to use the test?
B) Is the test valid and reliable?
C) Does the test comply with the EEOC?
D) Is the test considered infallible?
7) Which of the following shows the degree to which using a selection measure improves the
quality of individuals selected for a job?
A) utility analysis
B) validity score
C) reliability coefficient
D) internal HR audit
8) Which of the following factors would LEAST likely be needed to conduct a utility analysis of
a firm’s candidate screening process?
A) average test scores of applicants
B) median salaries
C) number of applicants tested
D) testing costs
9) A reliable employment test will most likely yield ________.
A) consistent scores when a person takes two alternate forms of the test
B) improved scores when a person takes the same test more than once in a single day
C) high scores when two different people are administered the test at different times
D) similar scores when two different people are administered the test at the same time
10) If a person scores a 70 on an intelligence test on one day and scores 110 when retested on
another day, you might conclude that this test is ________.
A) valid
B) reliable
C) unreliable
D) inconsistent
11) If a person scores a 78 on a test on one day and scores a 79 when retested on another day,
you would most likely conclude that the test is ________.
A) valid
B) invalid
C) reliable
D) unreliable
12) Which of the following terms refers to the consistency of scores obtained by the same person
when retested with alternate forms of the same test?
A) equivalency
B) expectancy
C) reliability
D) validity
13) All of the following are used for estimating reliability of a test EXCEPT ________.
A) retest estimates
B) equivalent form estimates
C) content validity estimates
D) internal comparison estimates
14) Which of the following describes using a retest estimate to assess reliability?
A) administering a test with x number of items designed to assess a topic and then statistically
analyzing the degree to which responses vary
B) administering the same test to the same people at two different times and comparing their test
scores at time 2 with their scores at time 1
C) administering an employment test to measure the skills an individual needs to perform the job
D) administering a test to a person and then administering an equivalent test at a later time
15) ________ is used as an estimate of reliability and involves administering two equivalent tests
and then comparing the two resulting test scores.
A) Equivalent form estimate
B) Retest estimate
C) Internal comparison estimate
D) Criterion validity
16) Which of the following describes how you would implement an internal comparison estimate
to assess reliability?
A) Administer the same test to the same people at two different points in time and compare their
test scores at time 2 with the scores at time 1.
B) Administer a test with x number of items designed to assess a topic; then statistically analyze
the degree to which responses to the items vary together.
C) Administer different tests to different people and compare test scores of the different people.
D) Administer a test with content based on what a person actually needs to know to do the job in
question well.
17) The unreliability of a test would most likely be explained by all of the following EXCEPT
________.
A) poor sampling of question material
B) inconsistent testing conditions
C) failure to predict job performance
D) differences in the test-taker
18) Which of the following terms refers to the accuracy with which a test fulfills the function for
which it was designed?
A) validity
B) reliability
C) relevancy
D) consistency
19) The first step in the validation process is ________.
A) creating a test battery
B) analyzing the job
C) administering tests
D) cross-validating
20) What is the final step in the test validation process?
A) averaging test scores
B) analyzing the job
C) publishing the test
D) cross-validating
21) Demonstrating the content validity of a test can be accomplished by showing that ________.
A) tasks performed on the test are general enough to apply to any type of job
B) scores on the test indicate both internal and external reliability
C) higher test scores are statistically equivalent to proven, long-term job success
D) conditions under which the test is administered resemble the work situation
22) According to the American Psychological Association, all of the following are rights of test
takers EXCEPT the right to expect ________.
A) confidentiality of test results
B) tests to be the only selection tools for jobs
C) scores to be interpreted by qualified individuals
D) informed consent regarding the use of test results
23) For over 40 years, Golden Creamery has been mixing up fresh, gourmet ice cream for
customers. The company originated in Dallas and now boasts stores in 35 states. The business
has primarily expanded by selling franchises to qualified candidates. Golden Creamery
executives realize that the firm’s success depends upon the success of each franchise. In the past,
each individual franchise owner determined the best method for screening applicants. However,
as the firm grows, Golden Creamery executives want to standardize the hiring process by
requiring all franchisees to use the same preemployment tests.
Which of the following questions is most relevant to Golden Creamery’s decision to implement
preemployment testing for all franchises?
A) What is the best way for Golden Creamery to recruit both hourly and salaried employees?
B) How does testing correlate with Golden Creamery’s mission and vision statements?
C) How will Golden Creamery ensure the confidentiality of an applicant’s test results?
D) Should Golden Creamery use internal or external sources for job candidates?
24) Which of the following assessment methods has the lowest validity?
A) cognitive ability tests
B) job knowledge tests
C) structured interviews
D) personality tests
25) Blue Bay Hotels is in the process of modifying the assessment methods the company uses to
hire new employees. In the past, the hotel chain has been accused by minority organizations of
violating EEO laws in its hiring practices, regarding adverse impact. Which of the following
selection rate criteria should Blue Bay Hotels use to avoid adverse impact towards its minority
employment candidates?
A) Test selection rate of minority candidates is more than three-fifths of majority candidates’
selection rates.
B) Test selection rate of minority candidates is less than three-fifths of majority candidates’
selection rates.
C) Test selection rate of minority candidates is less than four-fifths of majority candidates’
selection rates.
D) Test selection rate of minority candidates is more than four-fifths of majority candidates’
selection rates.
26) Which assessment method has a high development cost?
A) cognitive ability tests
B) job knowledge tests
C) structured interviews
D) integrity tests
27) According to the text, which of the following factors led KeyBank to implement a virtual job
try out candidate assessment screening tool?
A) high rate of employee thefts
B) low employee diversity
C) high employee turnover
D) low employee morale
28) ION Consulting is a small firm that cannot afford to conduct validity studies for the selection
tools it uses. The HR director at ION plans to use a selection tool that is used by the firm’s largest
and most successful competitors. The decision by the HR director is most likely based on
________.
A) utility analysis
B) construct reliability
C) validity generalization
D) alternate form estimates
29) Which term refers to sifting through large amounts of employee information to find patterns
and identify traits that correlate with performance?
A) data mining
B) talent management
C) succession planning
D) workforce screening
30) Tests administered for hiring purposes should be both valid and reasonable if used by a firm
that adheres to evidence-based human resources.
31) A reliable test is one that yields consistent scores when a person takes two alternate forms of
the test or when he or she takes the same test on two or more different occasions.
32) Equivalent form estimates compare test scores from the same test administered at two points
in time to determine test equivalence.
33) The validation of tests used as employment screening tools will most likely be conducted by
the HR manager and line supervisor.
34) The American Psychological Association’s standards for educational and psychological tests
are legally enforceable by state and federal governments.
35) There are five steps in the validation process, beginning with analyzing the job and
concluding with administering the test.
36) A test that is criterion valid contains a fair sample of the tasks and skills actually needed for
the job in question.
37) 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.
38) Explain the five steps in the validation process.
39) How can the validity of a personnel test be determined? What types of personnel tests rate
high and low in validity?
40) How can background checks and preemployment tests help firms save both money and time?
41) Which of the following is NOT a “big five” personality dimension?
A) introversion
B) agreeableness
C) conscientiousness
D) emotional stability
42) ________ tests include tests of general reasoning ability and tests of specific mental abilities
like memory and inductive reasoning.
A) Personality
B) Achievement
C) Cognitive
D) Physical ability
43) 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
44) All of the following are measured by aptitude tests EXCEPT ________.
A) memory
B) temperament
C) numerical ability
D) deductive reasoning
45) As part of the selection process for a position at UPS, Jack has been asked to lift weights and
jump rope. Which of the following is most likely being measured by UPS?
A) interpersonal skills
B) physical abilities
C) achievements
D) cognitive skills
46) ________ tests include tests like finger dexterity, manual dexterity, and reaction time.
A) Motor ability
B) Personality
C) Achievement
D) Interest
47) All of the following are most likely assessed on personality tests EXCEPT ________.
A) sensitivity
B) reasoning
C) introversion
D) motivation
48) According to experts, most people are hired for their qualifications and fired for their
________.
A) physical limitations
B) lack of aptitude
C) nonperformance
D) inadequate cognitive skills
49) The Minnesota Multiphasic Personality Inventory (MMPI) and the Myers-Briggs test are
examples of ________ tests.
A) projective
B) apperception
C) intelligence
D) achievement
50) Mike Simmons has recently applied for a position with Pfizer Pharmaceuticals. Which
personality trait most likely has the strongest correlation to Mike’s success as a pharmaceutical
sales representative?
A) openness to experience
B) emotional stability
C) extroversion
D) agreeableness
51) While some personality characteristics are associated with success in different types of jobs,
which personality trait is most frequently associated with job performance in all jobs?
A) openness to experience
B) conscientiousness
C) agreeableness
D) extroversion
52) Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employees that
began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a
reputation as a fun, family restaurant that offers both excellent food and service. Red Robin’s
core values—honor, integrity, having fun, and continually seeking knowledge—serve as the
basis for all of the firm’s decisions and are even embroidered on the sleeves of every employee’s
uniform. As Red Robin continues to expand, executives are considering adding tests to the
screening process.
Which of the following, if TRUE, would best support the argument that Red Robin should use
personality tests in the employee selection process?
A) Red Robin desires employees with extensive knowledge of the restaurant industry and at least
2 years of experience serving customers.
B) Red Robin encourages employees to participate in the firm’s environmental stewardship
program to show community support.
C) Red Robin seeks outgoing, motivated, and compassionate employees to enhance the
experience of its customers.
D) Red Robin employees receive extensive training and are provided with opportunities to be
promoted to management positions.