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Chapter 09 External Selection II Answer Key
Substantive Assessment Methods
True / False Questions
1. Substantive assessment methods are used to reduce the applicant pool to candidates. FALSE
2. Personality tests and ability tests are examples of substantive assessment methods. TRUE
3. Discretionary assessment methods are used to reduce the candidate pool to finalists for a job. FALSE
4. Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job. TRUE
5. Currently, personality tests are viewed as having no validity whatsoever as selection methods. FALSE
6. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality. FALSE
FALSE 13. Evidence suggests that faking or enhancement almost never occurs on personality tests. higher job satisfaction. TRUE 10. FALSE 11. The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments. Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts. or presenting oneself in a favorable light. There is little controversy over the use of personality measures in personnel selection. FALSE 14. better leadership performance. doesn't end once someone takes a job. Extraversion is associated with higher levels of creativity and adaptability. Conscientiousness is a trait that is associated with better job performance. TRUE 9-2 . and not by genetics. and higher retention. TRUE 12. TRUE 9. Socially desirable responding.Chapter 09 . Surveys are the most common means of assessing personality.External Selection II 7. FALSE 8.
clerical. The two major types of ability tests are aptitude and achievement. FALSE 19. but they are of no value for entry level. Evidence suggests that most applicants have relatively positive reactions towards personality testing.Chapter 09 . FALSE 20. because it requires long face-to-face sessions with a trained psychologist. The Wonderlic Personnel test is prohibitively expensive for most organizations. or blue collar jobs. TRUE 17. The true validity of measures of general cognitive ability is roughly . Measures of specific cognitive abilities do not reflect general intelligence. 80% of organizations use some sort of ability test in selection decisions.50.External Selection II 15. Validities for cognitive ability tests appear to be culturally specific. FALSE 18. TRUE 9-3 . FALSE 22. with far lower validities in the European Union relative to the United States. Cognitive ability tests are excellent predictors for executive and professional jobs. FALSE 21. FALSE 16.
Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions). other aware (good at recognizing others' emotions). and good at making use of or managing this awareness. Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries.External Selection II 23. Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli. Most experts agree that cognitive ability cannot be measured accurately by standardized tests. The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration. TRUE 25. A concern regarding the use of cognitive ability tests is adverse impact against African Americans. such as carpal tunnel syndrome. FALSE 24. TRUE 9-4 . FALSE 26. Research suggests that job knowledge tests have relatively poor validity in predicting job performance. FALSE 29. TRUE 28.Chapter 09 . TRUE 27.
and the latter explicitly taps the content of the job.Chapter 09 . FALSE 33. TRUE 35. FALSE 32. once you control these factors. TRUE 31. Measures of emotional intelligence are a valuable supplement to personality tests in a selection context.External Selection II 30. Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality. EI has nothing unique to offer. FALSE 9-5 . Performance tests and work samples are readily accepted by applicants as job relevant. A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job. because they have little similarity to personality. but they need to be supplemented with other predictors because they do not have high content validity. Performance tests are a useful indicator of some job skills. Performance tests and work samples assess applicants' underlying capacities and dispositions. FALSE 36. The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations. FALSE 34.
Interviewer evaluations of applicant integrity are usually very good. FALSE 39. TRUE 41. TRUE 9-6 .External Selection II 37. Interest inventories play a key role in organizational selection decisions. The construct of "integrity" is well understood. Interest inventories tend to be more tied to the occupation. the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior. rather than the organization or the job. FALSE 40. TRUE 42. Although applicants probably do sometimes fake their answers on integrity tests. TRUE 44. and experts like judges and psychologists can detect lying most of the time. A typical unstructured interview often contains highly speculative questions. Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character.Chapter 09 . FALSE 43. TRUE 38. The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.
one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.External Selection II 45. Situational interviews assess an applicant's ability to project what his/her behavior would be in the future. TRUE 48. Applicant appearance may be a source of error or bias in an unstructured interview. FALSE 49. The starting point for the structured interview is the job rewards matrix. TRUE 9-7 . When developing structured interviews. FALSE 47. Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests. TRUE 50. Applicants tend to react very negatively to the interview. The interview is the central means through which an applicant can learn about the job and organization. FALSE 51.Chapter 09 . TRUE 46.
Extraversion C. Discretionary D. Which of the following is not one of the five-factor model personality traits? A.Chapter 09 . B. They are reasonably valid in predicting job performance. Neuroticism 54. Conscientiousness B. 55. Contingent 53. Initial B. Openness to experience 9-8 . Extroversion C. Agreeableness D. higher job satisfaction. General mental ability D. They represent emotional traits. C. ________ assessment methods are used to reduce the candidate pool to finalists for a job. D. None of the above. They represent cognitive abilities. A. Substantive C. A.External Selection II Multiple Choice Questions 52. and lower adaptability on the job. Neuroticism B. Conscientiousness E. Which of the following is true regarding the Big Five personality factors? A. This personality trait is associated with better performance.
Extraversion C. emotional stability 59. This personality trait is associated with more creativity. Conscientiousness E. for selection contexts? A. A. A. and a lower commitment to one's employer. extraversion B. Agreeableness. None of the above. Extraversion C. emotional stability. extraversion D.External Selection II 56. Conscientiousness E. openness to experience C. Agreeableness D. This personality trait is associated with more helping behaviors. The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. Agreeableness D. The aspect of emotional stability that is more relevant to job performance is stress proneness. in order. teamwork. B. Emotional stability is a much more valid predictor of job performance when it is measured narrowly. Concientiousness. Openness to experience 58.Chapter 09 . Openness to experience 57. Emotional stability. 9-9 . What are the most useful personality traits. openness to experience. effective leadership. D. conscientiousness. Extraversion. Neuroticism B. Neuroticism B. Which of the following is true regarding the use of personality tests in the selection process? A. and difficulty in coping with conflicts. conscientiousness. C.
their observed scores tend to increase C.External Selection II 60. Extraversion predicts job performance for most jobs. personality tests D. A. All of the above are correct 64. There is little evidence that people fake their scores on personality tests in the hiring contexts B. All of the above are true. Conscientiousness predicts performance across occupational groups. knowledge tests 63. Which of the following statements is false? A. D. interest inventories B. quantitative abilities C. Job Characteristics Inventory 9-10 . 61. Wonderlic Personnel Test D. A. None of the above statements is false 62.Chapter 09 . Which of the following is true regarding research on the validity of personality tests? A. Faking has a negative impact on the validity of personality tests D. MMPI B. verbal abilities B. ability tests C. B. When individuals believe their scores are being used for selection. Openness to experience does not predict training performance. Myers-Briggs C. reasoning abilities D. C. Which of the following cognitive abilities appear to reflect general intelligence? A. Measures which assess an individual's capacity to function in a certain way are called ______. The most widely used test of general mental ability for selection decisions is the _____.
A. they have an adverse impact on minorities 68. decreasing over time C. 66. lower when tests are given in an open-ended format D. The biggest reason why cognitive ability tests are not more widely used is _____________.External Selection II 65. A. job knowledge B. Which of the following is true regarding cognitive ability tests? A. Cognitive ability tests do not generalize to a wide range of organizations and jobs. relatively strong B. Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____. diligence 67. demonstrated to be an artifact of question wording B. The difference between black and white test takers on cognitive ability tests has been _____. Research studies have found ___________ support for the validity of job knowledge tests. presentation skills C. they are too time-consuming C. social networking capacity D. some 9-11 . C. very weak D. A. they are difficult to administer D.Chapter 09 . Cognitive ability tests are among the least valid methods of selection. both b and c 69. All of the above are true. B. A. D. no support C. they are too expensive B. There is reason to believe cognitive ability tests will be associated with positive financial returns.
Which of the following is true regarding integrity tests? A. Situational judgment tests ______. B. are based on applicants' evaluations of photographs D. customer service B. A. A. work sample tests D. A. They are usually paper-and-pencil or computerized measures. Work samples and performance tests are useful for a broad range of jobs. They are used to reduce employee accidents. Their use has declined in the past decade. assembly C. involve applicants' descriptions of how they would behave in work scenarios C. psychomotor C. C. job knowledge B. D. high fidelity D. none of the above 73. have very low validity 74.External Selection II 70.Chapter 09 . have very high adverse impact B. 9-12 . behavioral implementation tests C. bank teller D. A. low fidelity 72. situational judgment tests B. although they are difficult to use in __________ jobs. Job simulation tests 71. job-related situations and asking them to choose a course of action among several alternatives is called _____________. The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test. The process of administering tests that place applicants in hypothetical. The construct of integrity is well understood.
D. A. 77. situational B. The first step of the structured interview process is __________. C.External Selection II 75. A. Primacy effects. D. projective D. The interviewer is highly prepared. KSAO-based 9-13 . Research suggests that these inventories ____. It is usually carefully planned. A. The interviewer makes a quick and final evaluation of the candidate. Which of the following is a source of error or bias in unstructured interviews? A. All of the above are true. Which of the following is a characteristic of a typical unstructured interview? A. are not strongly predictive of job performance D. are more predictive of job performance than ability tests C. are prohibited by law 76. Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work.Chapter 09 . B. consulting the job requirements matrix D. objective questioning. developing selection goals 79. developing the selection plan C. selecting and training interviewers B. experience-based C. 78. Nonverbal cues from interviewees influence interview ratings. C. It consists of formal. B. Low reliability between interviewers. are about as predictive of job performance as ability tests B. The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview.
Applicants' reactions to interviews tend to be _________. moderately negative D. A.Chapter 09 . Selection for team contexts ____. should not involve members of the team. very favorable B. very negative 82. A. somewhat favorable C. Situational interviews are less valid than job-related interviews. The validity of structured interviews is low. D. All of the above are true. is not much different than for selection in general B. zero C. TRUE 9-14 . Which of the following is(are) true based on research regarding interviews? A. neutral D. B. all of the above Discretionary and Contingent Assessment Methods True / False Questions 84. 81. should emphasize both interpersonal and self-management KSAOs C. A. somewhat unfavorable 83. The correlation between structured interviews and cognitive ability tests is ____________. C.External Selection II 80. Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker. Panel interviews were less valid than individual interviews. positive B. because that only leads to resentment D.
Organizations may make medical inquiries or require medical exams prior to making a job offer. TRUE 88. Some organizations have begun to screen out those who smoke tobacco. Federal law prohibits drug testing for a majority of jobs. Contingent assessment methods are always used in the selection process. Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work. FALSE 9-15 . Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test. FALSE 87.External Selection II 85. Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors. TRUE 91. if the proper procedures are followed. Drug test results can be very accurate with low error rates. FALSE 89. FALSE 86. FALSE 92.Chapter 09 . TRUE 90.
the tests produce a massive number of false positive results 97. Drug testing should be done with all jobs. discuss job responsibilities D. D. Upper-level employees are more likely to be tested than lower-level employees. A medical examination for employees is defined the same way as for job applicants. TRUE Multiple Choice Questions 94. D. A. Do not inform applicants of the test results. conduct background checks C.External Selection II 93. B. Which of the following is true regarding drug testing? A. 95. The rate of drug testing has declined slightly in recent years. make medical inquiries B. All of the above 96. Applicants were twice as likely to be tested for alcohol use as drug use. C. none of the above 9-16 . All of the above are true. Organizations may not ______ prior to making a job offer. Provide rejected applicants with an opportunity to appeal. drug tests are extremely expensive D. A. Drug tests are not common for many jobs because _____. drug tests do not "catch" many people B. the law essentially bans drug tests for all jobs not involving operating a vehicle C. C. Which of the following is a recommendation for the use of drug testing programs? A.Chapter 09 . B.
Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid. FALSE 101. pending the results of a medical exam. FALSE 103. and administrative validity. TRUE 102. TRUE 9-17 . TRUE 99. nor make a job offer conditional. The three types of validity studies considered acceptable by the UGESP include face validity. unless the selection procedure is job-related and consistent with business necessity. and if so. The UGESP addresses the need to determine if a selection procedure is causing adverse impact.External Selection II Legal Issues True / False Questions 98. It is unlawful to screen out individuals with disabilities. There are some jobs for which drug and alcohol testing is mandated by law. the validation requirements for the procedure. construct validity. An organization may not require medical exams of an applicant. TRUE 100.Chapter 09 .
Which of the following inquiries can be made prior to giving a job offer? A. a set of federal regulations related to selection systems as covered by the Civil Rights Act C. keep records based on religion and marital status for all employees B. Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act? A. regulations for drug testing in the workplace B. regulations that deal only with gender equity and job selection 106.Chapter 09 .External Selection II 104. The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff 108. The UGESP requires employers to ____. It is unlawful to screen out individuals with disabilities for any reason C. although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise. Questions about history of illegal drug use B. It is unlawful for employers to require employees to physical agility tests in a selection context D. None of the above 9-18 . FALSE Multiple Choice Questions 105. perform a local validation study for every subgroup of employees C. A. The best description of UGESP is that they are _____. Psychological exams designed to detect mental illness C. Records for medical exams of established employees must be kept in relative confidence. assess employee history of drug abuse 107. consider suitable alternative selection procedures if one of the selection techniques has adverse impact D. a set of regulations relating only to disabled individuals D. Oral or written questions about the existence of a disability D. A. It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity B.
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