Chapter 6 Selecting Employees and Placing Them in Jobs

lOMoARcPSD|12515046
Chapter 06 - Selecting Employees and Placing Them in Jobs
26. (p. 158) The process through which organizations make decisions about who will or will not
be allowed to join the organization is referred to as ___.
A. recruitment
B. job analysis
C. career development
D. needs analysis
E. personnel selection
Through personnel selection, organizations make decisions about who will or will not be
allowed to join the organization.
AACSB: Reflective Thinking

Bloom's: Understand
Difficulty: Medium
Learning Objective: 06-01 Identify the elements of the selection process.
Topic: Selection Process
27. (p. 158) For most companies, the first step in the personnel selection process is:
A. verification of the applicants' qualifications through reference and background checks.
B. determining the best recruitment source.
C. screening the applications to see who meet the basic requirements for the job.
D. administering tests and reviewing work samples to rate the candidates' abilities.
E. inviting candidates with the best abilities to the organization for one or more interviews.
The process of selecting employees varies considerably from organization to organization and
from job to job. At most organizations, however, first, a human resource professional reviews
the applications received to see which meet the basic requirements of the job.

Bloom's: Understand
Difficulty: Medium
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28. (p. 158) At which stage in the selection process are supervisors and team members often
involved?
A. Administering tests
B. Receiving résumés from various sources
C. Screening applications
D. Reference and background checks
E. Interviewing candidates
Candidates with the best abilities are invited to the organization for one or more interviews.
Often, supervisors and team members are involved in this stage of the process.
AACSB: Analytic
Bloom's: Knowledge
Difficulty: Medium
29. (p. 160) The _____ of a type of measurement indicates how free that measurement is from
random error.
A. reliability
B. validity
C. generalizability
D. utility
E. verifiability
The reliability of a type of measurement indicates how free that measurement is from random
error. A reliable measurement therefore generates consistent results.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 06-02 Define ways to measure the success of a selection method.
Topic: Reliability
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30. (p. 160) What does a correlation coefficient of 0 indicate?

A. A perfect positive relationship
B. A perfect negative relationship
C. A partial correlation
D. No correlation
E. An indefinite correlation
Correlation coefficients measure the degree to which two sets of numbers are related. At one
extreme, a correlation coefficient of 1.0 means a perfect positive relationship—as one set of
numbers goes up, so does the other. At the other extreme, a correlation of -1.0 means a perfect
negative correlation—when one set of numbers goes up, the other goes down. In the middle, a
correlation of 0 means there is no correlation at all.

Bloom's: Understand
Difficulty: Medium
Topic: Reliability
31. (p. 160) A correlation coefficient of -1.0 between two sets of numbers indicates:
A. a complete lack of any correlation between the two sets.
B. that when one set of numbers goes up, so does the other set.
C. that when one set of numbers goes up, the other set goes down.
D. a partial correlation between the two sets.
E. an indefinite relationship between the two sets.
Correlation coefficients measure the degree to which two sets of numbers are related. At one
extreme, a correlation coefficient of 1.0 means a perfect positive relationship—as one set of
numbers goes up, so does the other. At the other extreme, a correlation of -1.0 means a perfect
negative correlation—when one set of numbers goes up, the other goes down.

Bloom's: Understand
Difficulty: Hard
Topic: Reliability
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32. (p. 160) A reliable test would be one for which scores by people with _____ attributes have a
correlation close to ___.
A. different; 1.0
B. similar; 0
C. similar; 1.0
D. different; -1.0
E. different; 0
A reliable test would be one for which scores by the same person (or people with similar
attributes) have a correlation close to 1.0.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Reliability
33. (p. 160) The _____ of an employment test is indicated by the extent to which test scores
relate to actual job performance.
A. reliability
B. validity
C. generalizability
D. utility
E. dependability
For a selection measure, validity describes the extent to which performance on the measure
(such as a test score) is related to what the measure is designed to assess (such as job
performance).
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
Topic: Validity
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34. (p. 160) The federal government's Uniform Guidelines on Employee Selection Procedures
accept three ways of measuring validity: criterion-related, content, and _____ validity.
A. concept
B. standard
C. generalizable
D. construct
E. parallel
The federal government's Uniform Guidelines on Employee Selection Procedures accept three
ways of measuring validity: criterion-related, content, and construct validity.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Validity
35. (p. 160) _____ validity is a measure of validity based on showing a substantial correlation
between test scores and job performance scores.
A. Criterion-related
B. Discriminant
C. Content
D. Convergent
E. Construct
Criterion-related validity is a measure of validity based on showing a substantial correlation

between test scores and job performance scores.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Validity
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36. (p. 161) Predictive validation:

A. is the least effective method of measuring validity.
B. uses the test scores of all applicants and looks for a relationship between the scores and
future performance.
C. involves administering a test to people who currently hold a job and comparing their scores
to existing measures of job performance.
D. is quick and easy compared to other ways of measuring validity.
E. is usually conducted on the basis of expert judgment.
Predictive validation involves using the test scores of all applicants and looking for a
relationship between the scores and future performance. The researcher administers the tests,
waits a set period of time, and then measures the performance of the applicants who were
hired.

Bloom's: Understand
Difficulty: Medium
Topic: Validity
37. (p. 161) Predictive validation is more accurate than concurrent validation because:
A. the research administers tests to people who currently hold the job.
B. test performance is influenced by firsthand experience with the job.
C. the group is more likely to include people who perform poorly on the test.
D. it is less time-consuming and relatively simple.
E. test takers tend to be less motivated to do well on the tests.
Predictive validation involves using the test scores of all applicants and looking for a
relationship between the scores and future performance. Thus, the group studied in this
method is more likely to include people who perform poorly on the test—a necessary
ingredient to accurately validate a test.

Bloom's: Understand
Difficulty: Hard
Topic: Validity
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38. (p. 161) To test the validity of your selection device for widget makers, you have given it to
the present widget makers in your company and correlated it with their latest performance
appraisal scores. What type of validation have you used?
A. Predictive
B. Concurrent
C. Content
D. Construct
E. Discriminant
Concurrent validation research administers a test to people who currently hold a job and then
compares their scores to existing measures of job performance. If the people who score
highest on the test also do better on the job, the test is assumed to be valid.
AACSB: Analytic
Bloom's: Apply
Difficulty: Medium
Topic: Validity
39. (p. 161) You want to establish the validity of a test designed for computer technicians using a
predictive criterion-related validation strategy. To do so, you must administer the test to:
A. at least half your present computer technicians.
B. people doing similar jobs in other companies.
C. people applying for computer technician jobs in your company.
D. only current computer technicians who are performing at acceptable levels.
E. a random selection of computer technicians currently employed with the organization.
Predictive validation research uses the test scores of all applicants and looks for a relationship
between the scores and future performance. The researcher administers the tests, waits a set
period of time, and then measures the performance of the applicants who were hired.

Bloom's: Understand
Difficulty: Medium
Topic: Validity
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40. (p. 161) A construction firm is in need of a construction superintendent, whose primary
responsibilities involve organizing, supervising, and inspecting the work of several
subcontractors. The firm administers a construction-error recognition test, where an applicant
enters a shed that has been specially constructed to have 25 common and expensive errors and
where he/she is asked to record as many of these problems as can be detected. What type of
validation is being used?
A. Concurrent
B. Construct
C. Content
D. Generalizable
E. Predictive
Content validity is the consistency between the test items and the kinds of situations that
occur on the job. A test that is "content valid" exposes the job applicant to situations that are
likely to occur on the job. It tests whether the applicant has the knowledge, skills, or ability to
handle such situations.

Bloom's: Apply
Difficulty: Medium
Topic: Validity
41. (p. 162) Content validity:

A. is usually measured on the basis of expert judgment.
B. is measured statistically.
C. is most suitable for tests that measure abstract qualities.
D. is based on objective methods.
E. is useful for tests that measure intelligence and leadership quality.
The usual basis for deciding that a test has content validity is through expert judgment. For
this reason, content validity is most suitable for measuring behavior that is concrete and
observable.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
Topic: Validity
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42. (p. 162) For tests that measure abstract qualities like intelligence or leadership skills, validity
would best be established by:
A. criterion-related validation.
B. content validation.
C. concurrent validation.
D. construct validation.
E. predictive validation.
For tests that measure abstract qualities such as intelligence or leadership ability,
establishment of validity may have to rely on construct validity. This involves establishing
that tests really do measure intelligence, leadership ability, or other such "constructs," as well
as showing that mastery of this construct is associated with successful performance of the job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Validity
43. (p. 162) A selection method that is valid in other contexts beyond the context in which it was
developed is said to be:
A. reliable.
B. generalizable.
C. practical.
D. utilitarian.
E. dependable.
A generalizable method applies not only to the conditions in which the method was originally
developed—job, organization, people, time period, and so on. It also applies to other
organizations, jobs, applicants, and so on. In other words, a generalizable method is a
selection method that was valid in one context and is also valid in other contexts.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Ability to Generalize
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44. (p. 162) You, as HR manager of a company, want to know if a certain test of cognitive ability
in use in the industry can be successfully used in your organization. In other words, you want
to know if this test is a _____ method of personnel selection.
A. reliable
B. dependable
C. practical
D. generalizable
E. utilitarian
A generalizable method applies not only to the conditions in which the method was originally
developed—job, organization, people, time period, and so on. It also applies to other
organizations, jobs, applicants, and so on. In other words, a generalizable method is a
selection method that was valid in one context and is also valid in other contexts.

Bloom's: Understand
Difficulty: Hard
Topic: Ability to Generalize
45. (p. 162) Methods that provide economic value greater than the cost of using them are said to
have ___.
A. reliability
B. utility
C. validity
D. generalizability
E. dependability
Methods that provide economic value greater than the cost of using them are said to have
utility.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Practical Value
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46. (p. 163) The use of a neutral-appearing selection method that damages a protected group is:
A. legal if the discrimination is unintentional.
B. legal if good performance includes "brand image" as a justification for adverse impact.
C. legal if the employer can show that there is a business necessity for using that method.
D. illegal and prohibited under all circumstances.
E. legal if good performance includes "customer preference" as a justification for adverse
impact.
According to the Civil Rights Act of 1991 and the Age Discrimination in Employment Act of
1967, an employer that uses a neutral-appearing selection method that damages a protected
group is obligated to show that there is a business necessity for using that method.

Bloom's: Understand
Difficulty: Medium
Learning Objective: 06-03 Summarize the government's requirements for employee selection.
Topic: Legal Standards for Selection
47. (p. 163) Which act prohibits preferential treatment in favor of minority groups?
A. The Americans with Disabilities Act of 1991
B. The Immigration Reform and Control Act of 1986
C. The Age Discrimination in Employment Act of 1967
D. The Civil Rights Act of 1991
E. The Fair Labor Standards Act of 1938
The Civil Rights Act of 1991 prohibits preferential treatment in favor of minority groups. In
the case of an organization using a test that tends to reject members of minority groups, the
organization may not simply adjust minority applicants' scores upward. Such practices can
create an environment that is demotivating to all employees and can lead to government
sanctions.

Bloom's: Remember
Difficulty: Medium
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48. (p. 163) Under the Americans with Disabilities Act (ADA) of 1991:
A. preemployment questions may investigate disabilities.
B. an interviewer may not ask, "Can you meet the attendance requirements for this job?"
C. an interviewer may ask, "How many days did you miss work last year because you were
sick?"
D. the employer may use employment physical exams or other tests that could reveal a
psychological or physical disability for hiring decisions.
E. employers are required to make "reasonable accommodation" to disabled individuals.
The Americans with Disabilities Act (ADA) of 1991 requires employers to make "reasonable
accommodation" to disabled individuals and restricts many kinds of questions during the
selection process.

Bloom's: Understand
Difficulty: Hard
49. (p. 163-164) Which of the following is a permissible question for job applications and
interviews?
A. How would you feel about working for someone younger than you?
B. Are you a citizen of the United States?
C. What religious holidays do you observe?
D. When did you attend high school?
E. Will you need any reasonable accommodation for this hiring process?
Equal employment opportunity laws affect the kinds of information an organization may
gather on application forms and in interviews. The organization may not ask questions that
gather information about a person's protected status, even indirectly.

Bloom's: Remember
Difficulty: Medium
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50. (p. 163-164) Which of the following is an impermissible question for job applications and
interviews?
A. What is your full name?
B. Have you ever been convicted of a crime?
C. What was your major in college?
D. What is your height?
E. Can you meet the requirements of the work schedule?
Equal employment opportunity laws affect the kinds of information an organization may
gather on application forms and in interviews. The organization may not ask questions that
gather information about a person's protected status, even indirectly.

Bloom's: Understand
Difficulty: Medium
51. (p. 165) Under the Immigration Reform and Control Act of 1986, employers:
A. must verify and maintain records on the legal rights of applicants to work in the United
States.
B. must file a completed Form I-9 with the Immigration and Naturalization Service and retain
the documents for at least 30 days after hiring the applicant.
C. may pay lower wages to the immigrant workers without any legal documents.
D. must verify the legal age of employees who do not hold American citizenship.
E. are allowed to discriminate against persons on the basis of citizenship status.
Under the Immigration Reform and Control Act of 1986, employers must verify and maintain
records on the legal rights of applicants to work in the United States by having applicants fill
out the U.S. Citizenship and Immigration Services' Form I-9 and present documents showing
their identity and eligibility to work.

Bloom's: Understand
Difficulty: Hard
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52. (p. 166) Employers use application forms for all of the following reasons EXCEPT that:
A. they are a low-cost way to gather basic data from many applicants.
B. they ensure that the organization has certain standard categories of information.
C. they are not subject to equal employment opportunity standards.
D. they allow the employer to keep up-to-date records of job applicants.
E. they enable organizations to rank applicants.
The application form should not request information that could violate equal employment
opportunity standards. For example, questions about an applicant's race, marital status, or
number of children would be inappropriate.

Bloom's: Understand
Difficulty: Medium
Learning Objective: 06-04 Compare the common methods used for selecting human resources.
Topic: Application Forms
53. (p. 166) Which of the following may an application form include to gather information about
suitable candidates?
A. Marital status
B. History of disabilities
C. Number of children
D. Educational background
E. Applicant's race
Employment applications include areas for applicants to provide several types of information:
contact information, work experience, educational background, and applicant's signature.
Questions about an applicant's race, marital status, or number of children would be
inappropriate.

Bloom's: Remember
Difficulty: Easy
Topic: Application Forms
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54. (p. 166-168) Which of the following is a disadvantage of using résumés as a source of
information about job applicants?
A. It is a relatively expensive source of information.
B. It does not allow applicants to highlight accomplishments.
C. Its use is strictly regulated by the EEOC.
D. It is associated with an increased risk of defamation lawsuits.
E. The information contained in it may not be accurate.
An obvious drawback of this information source is that applicants control the content of the
information, as well as the way it is presented. This type of information is therefore biased in
favor of the applicant and may not even be accurate.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Résumés
55. (p. 168) Organizations typically use résumés:

A. as substitutes for interviews.
B. as a basis for deciding which candidates to investigate further.
C. to save the cost of administering tests related to the performance on the job.
D. since they can control the content of the information, as well as the way it is presented.
E. because they are generally an unbiased source of information.
An obvious drawback of a résumé is that applicants control the content of the information, as
well as the way it is presented. This type of information is therefore biased in favor of the
applicant and (although this is unethical) may not even be accurate. Organizations typically
use résumés as a basis for deciding which candidates to investigate further.

Bloom's: Understand
Difficulty: Medium
Topic: Résumés
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56. (p. 168) Review of résumés is most valid when the content is evaluated in terms of:
A. the elements of a job description.
B. comparison with other applicants' qualifications.
C. the incumbent's qualifications.
D. the incumbent's marital status.
E. the elements of a job specification.
Review of résumés is most valid when the content of the résumés is evaluated in terms of the
elements of a job description.

Bloom's: Understand
Difficulty: Medium
Topic: Résumés
57. (p. 168) Generally, the organization checks references:

A. only if it believes the information provided by the applicant is "suspect."
B. immediately after the applicant submits a résumé.
C. after it has determined that the applicant is a finalist for the job.
D. because it is a legal requirement under EEO laws.
E. of all applicants to a job.
Usually the organization checks references after it has determined that the applicant is a
finalist for the job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: References
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58. (p. 168) If a person who is included as a reference by a job candidate gives negative
information, there is a chance the candidate will claim ___, meaning the person damaged the
applicant's reputation by making statements that cannot be proved truthful.
A. defamation
B. prevarication
C. omission
D. lack of validity
E. negligence
If the person who is a reference gives negative information, there is a chance the candidate
will claim defamation, meaning the person damaged the applicant's reputation by making
statements that cannot be proved truthful.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: References
59. (p. 168) Should a former employer give a glowing statement about a candidate and the new
employer later learns of misconduct on the part of the employee during his/her previous
employment, the new employer may sue the former for:
A. lack of validity.
B. misrepresentation.
C. defamation.
D. negligent omission.
E. libel.
If the person who is a reference gives a glowing statement about a candidate, and the new
employer later learns of misdeeds such as sexual misconduct or workplace violence, the new
employer might sue the former employer for misrepresentation.

Bloom's: Understand
Difficulty: Easy
Topic: References
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60. (p. 168) Organizations or individuals acting as references for job applicants risk being sued
for defamation or misrepresentation. Which of the following is one of the ways in which they
can to minimize such risks?
A. By giving as much information as possible.
B. By saying only good things about a candidate.
C. By only giving information about observable, job-related behaviors.
D. By giving only broad opinions.
E. By leaving out employment dates and the employee's final salary.
In order to minimize the risks associated with providing information about job candidates,
most organizations have policies that the HR department will handle all requests for
references and that they will only verify employment dates and sometimes the employee's
final salary. In organizations without such a policy, HR professionals should be careful—and
train managers to be careful—to stick to observable, job-related behaviors and to avoid broad
opinions that may be misinterpreted.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: References
61. (p. 169) In general, the results of reference checks for job applicants will be most valid if the
employer:
A. contacts many references.
B. relies exclusively on the list provided by the applicant.
C. avoids direct contact with the reference.
D. checks a maximum of two references.
E. approaches the references through their legal department.
In general, the results of reference checking will be most valid if the employer contacts many
references (if possible, going beyond the list of names provided by the applicant) and speaks
with them directly by phone.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: References
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62. (p. 169) A recent investigation into the amount of false information on résumés found that it
spiked in 2007. Part of this increase is attributed to:
A. the recent recession.
B. the fact that few employers conduct criminal background checks.
C. employers catching more of this behavior by looking up information on the Internet.
D. the Internet providing better protection to candidates.
E. federal law banning credit checks.
A recent investigation into the amount of false information on résumés found that it spiked in
2007. Part of the increase came from more efforts to exaggerate or misrepresent facts; but in
addition, employers were catching more of this behavior simply by looking up information
with Internet search engines like Google.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Background Checks
63. (p. 170) Which of the following tests assesses how well a person can acquire skills and
abilities?
A. Personality inventories
B. Cognitive ability
C. Achievement
D. Aptitude
E. Physical ability tests
Aptitude tests assess how well a person can learn or acquire skills and abilities.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Learning Objective: 06-05 Describe major types of employment tests.
Topic: Employment Tests and Work Samples
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64. (p. 170) Achievement tests measure:

A. how well a person can learn skills.
B. a person's existing knowledge and skills.
C. how well a person can acquire abilities.
D. the future achievement potential of an individual.
E. the aptitude of an individual.
Achievement tests measure a person's existing knowledge and skills.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Employment Tests and Work Samples
65. (p. 170) How does the use of physical ability tests make the organization vulnerable to
charges of discrimination?
A. Absence of required physical ability would create safety hazards for the employees.
B. The tests measure candidates' psychomotor abilities, which is not permissible under law.
C. The tests gather candidates' private information which is illegal.
D. The tests tend to exclude women and people with disabilities.
E. The organization may want to generalize the results of a test for one job to candidates for
other jobs.
Although physical ability tests can accurately predict success at certain kinds of jobs, they
also tend to exclude women and people with disabilities. As a result, use of physical ability
tests can make the organization vulnerable to charges of discrimination.

Bloom's: Understand
Difficulty: Medium
Topic: Physical Ability Tests
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66. (p. 171) Cognitive ability tests:

A. are especially valid for complex jobs and those requiring adaptability.
B. measure personality traits such as extroversion and adjustment.
C. measure strength, endurance, psychomotor abilities, and other physical abilities.
D. tend to be valid but are not always generalizable.
E. are especially valid for simple jobs.
Cognitive ability tests —sometimes called "intelligence tests"—are designed to measure such
mental abilities as verbal skills, quantitative skills, and reasoning ability. The tests are
especially valid for complex jobs and for those requiring adaptability in changing
circumstances.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Cognitive Ability Tests
67. (p. 171) Which of the following is a concern relating to the use of cognitive ability tests?
A. Lack of validity of the tests
B. Lack of reliability of commercially available tests
C. Legal issues
D. Lack of generalizability of the tests
E. Relatively high cost
The evidence of validity, coupled with the relatively low cost of these tests, makes cognitive
ability tests appealing, except for one problem: concern about legal issues. These concerns
arise from a historical pattern in which use of the tests has had an adverse impact on African
Americans.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
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68. (p. 171) What is race norming?

A. Treating a range of scores as being similar.
B. Establishing different norms for hiring members of different racial groups.
C. A legal quota system that protects interests of minority groups.
D. Basing selection decisions on a common norm for all races, regardless of impact.
E. Use of cognitive tests that have an adverse impact on African Americans.
Race norming means establishing different norms for hiring members of different racial
groups. The Civil Rights Act of 1991 forbids the use of race or sex norming.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
69. (p. 171) The controversial practice that treats a range of scores as being similar and thus
allows the employer to give preference to underrepresented groups within these "similar"
scores is known as:
A. banding.
B. race or sex norming.
C. generalizing.
D. rationalizing.
E. ethnic gloss.
The concept of banding treats a range of scores as being similar. All applicants within a range
of scores, or band, are treated as having the same score. Then within the set of "tied" scores,
employers give preference to underrepresented groups.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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70. (p. 171) A typing test for an administrative assistant's job is an example of a(n):
A. job performance test.
B. perceptual accuracy test.
C. physical ability test.
D. mechanical test.
E. intelligence test.
Testing for job performance may involve a simulated work setting, perhaps in a testing center
or in a computerized "virtual" environment. Examples of job performance tests include tests
of keyboarding speed and in-basket tests.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Physical Ability Tests
71. (p. 171) An assessment center:

A. is a place where job applicants for manufacturing jobs undergo physical ability tests.
B. is relatively inexpensive.
C. uses multiple selection methods to rate managerial potential.
D. is a selection method generally used for clerical and secretarial positions.
E. has not proven to be high in validity.
An assessment center is a process whereby a wide variety of specific selection programs use
multiple selection methods to rate applicants or job incumbents on their management
potential.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Job Performance Tests and Work Samples
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72. (p. 171) The advantage of job performance tests is that:

A. they make applicants feel that the evaluation was fair.
B. they are commercially available.
C. the tests are highly generalizable.
D. the customization of tests for various jobs is inexpensive.
E. they are best suited for identifying the particular skills or traits the individual possesses.
Job performance tests have the advantage of giving applicants a chance to show what they can
do, which leads them to feel that the evaluation was fair.

Bloom's: Understand
Difficulty: Medium
73. (p. 171) In-basket tests are an example of _____ tests.

A. job performance
B. physical ability
C. honesty
D. personality
E. intelligence
Job performance testing may involve a simulated work setting, perhaps in a testing center or
in a computerized "virtual" environment. Examples of job performance tests include tests of
keyboarding speed and in-basket tests. An in-basket test measures the ability to juggle a
variety of demands, as in a manager's job.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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74. (p. 172) One way that psychologists think about _____ is in terms of the "Big Five" traits:
extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.
A. physical ability
B. cognitive ability
C. aptitude
D. personality
E. skills
One way that psychologists think about personality is in terms of the "Big Five" traits:
extroversion, adjustment, agreeableness, conscientiousness, and inquisitiveness.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Personality Inventories
75. (p. 173) Which of the following traits describe conscientiousness?

A. Sociable, gregarious, assertive, talkative
B. Dependable, organized, persevering, achievement-oriented
C. Courteous, trusting, good-natured, tolerant
D. Emotionally stable, non-depressed, secure, content
E. Curious, imaginative, artistically sensitive, broad-minded
Conscientiousness is indicated in a person who is dependable, organized, persevering,

thorough, and achievement-oriented.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
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76. (p. 173) If you, as HR manager of an organization, were specifically looking for a person
with the personality trait of extroversion to fill a sales position, you would want someone who
was:
A. sociable, gregarious, assertive, and expressive.
B. emotionally stable, nondepressed, secure, and content.
C. courteous, trusting, good-natured, tolerant, cooperative, and forgiving.
D. curious, imaginative, artistically sensitive, and broad-minded.
E. submissive, dependable, organized, persevering, and thorough.
Extroversion is indicated in a person who is described as sociable, gregarious, assertive,

talkative, and expressive.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
77. (p. 173) Which of the following tests is a legal means to test the integrity of job applicants
and generally involves asking applicants directly about their attitudes toward theft and their
own experiences with theft?
A. Polygraph tests
B. Paper-and-pencil honesty tests
C. Fitness-for-duty tests
D. Personality inventory tests
E. In-basket tests
Paper-and-pencil honesty (or integrity) tests ask applicants directly about their attitudes
toward theft and their own experiences with theft. These were developed in response to the
passage of the Polygraph Act in 1998 banning the use of polygraphs for screening job
candidates.
AACSB: Analytic
Bloom's: Understand
Difficulty: Medium
Topic: Honesty Tests and Drug Tests
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78. (p. 173) Employers should ensure that their drug-testing programs conform to all of the
following guidelines EXCEPT that they:
A. be routinely administered to all technical and managerial functions across the organization.
B. send the reports of the results to applicants along with information on how to appeal and
retest.
C. use drug testing for jobs that involve safety hazards.
D. be conducted in an environment that is not intrusive.
E. allow for strict confidentiality of results.
Drug tests should be systematically administered to all applicants for the same job.

Bloom's: Understand
Difficulty: Medium
79. (p. 174) Fitness-for-duty tests:

A. investigate the cause of any impairment in task performance.
B. are a type of personality test.
C. have been banned by the Polygraph Act.
D. are an alternative to drug-testing.
E. are used to test the honesty and integrity of candidates.
One way organizations can avoid some of the problems with drug testing is to replace those
tests with impairment testing of employees, also called fitness-for-duty testing. These testing
programs measure whether a worker is alert and mentally able to perform critical tasks at the
time of the test. The test does not investigate the cause of any impairment.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
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80. (p. 174) Medical examinations of job candidates are ideally conducted:
A. when they are called for an interview.
B. upon the receipt of their résumés.
C. before testing and reviewing of work samples.
D. right at the start of the selection process.
E. after the candidate has been given a job offer.
To protect candidates' privacy and to control costs, medical examinations of candidates to a

job may not be given until the candidate has received a job offer. Many organizations make
selection decisions first and then conduct the exams to confirm that the employee can handle
the job, with any reasonable accommodations required.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Medical Examinations
81. (p. 174) Which type of interview allows the interviewer discretion in choosing the questions
to be asked and generally includes open-ended questions about the candidate's strengths,
weaknesses, career goals, and work experience?
A. Behavior description
B. Situational
C. Nondirective
D. Structured
E. Panel
In a nondirective interview, the interviewer has great discretion in choosing questions. The
candidate's reply to one question may suggest other questions to ask. Nondirective interviews
typically include open-ended questions about the candidate's strengths, weaknesses, career
goals, and work experience.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 06-06 Discuss how to conduct effective interviews.
Topic: Interviewing Techniques
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82. (p. 175) A structured interview:

A. typically includes open-ended questions about the candidate's strengths, weaknesses, and
work experience.
B. gives results that have very low reliability.
C. establishes a set of questions for the interviewer to ask.
D. generally includes questions that are not related to job requirements.
E. gives the interviewer wide latitude.
In a structured interview, the interviewer is supposed to avoid asking questions that are not on
the list. Although interviewers may object to being restricted, the results may be more valid
and reliable than with a nondirective interview.

Bloom's: Understand
Difficulty: Medium
83. (p. 175) During an interview for a sales position, you are asked the following question:
"Suppose one of your clients refuses to speak to you after you lost one of his consignments;
what would you do to regain his business?" What type of structured interview format is being
used?
A. Behavior description
B. Situational
C. Nondirective
D. Flexible
E. In-basket
A situational interview is a structured interview in which the interviewer describes a situation

likely to arise on the job and asks the candidate what he/she would do in that situation.

Bloom's: Apply
Difficulty: Medium
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84. (p. 175) A(n) _____ interview is a situational interview in which the interviewer asks the
candidate to describe how he or she handled a type of situation in the past.
A. in-basket
B. fitness-for-duty
C. behavior description
D. nondirective
E. unstructured
A behavior description interview (BDI) is a situational interview in which the interviewer asks
the candidate to describe how he/she handled a type of situation in the past. Questions about
candidates' actual experiences tend to have the highest validity.

Bloom's: Understand
Difficulty: Medium
85. (p. 176) Which of the following is an advantage of using interviews as part of a personnel
selection process?
A. They are by far the most accurate method for making selection decisions.
B. They have high validity and reliability.
C. They are a relatively inexpensive means of making selection decisions.
D. They generally facilitate selection decisions that are free from bias against particular
groups.
E. They are a means to check the accuracy of the information on the applicant's résumé or job
application.
Interviews provide a means to check the accuracy of information on the applicant's résumé or
job application. Asking applicants to elaborate about their experiences and offer details
reduces the likelihood of a candidate being able to invent a work history. Research has shown
that interviews can be unreliable, low in validity, and biased against a number of different
groups. Interviews are also costly.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Advantages and Disadvantages of Interviewing
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86. (p. 176) Interviewing effectiveness may be enhanced by:

A. keeping the emphasis on making subjective judgments.
B. keeping the interviews narrow, structured, and standardized.
C. limiting the use of panel interviews.
D. asking questions that measure abilities and skills.
E. focusing on accomplishing a wide range of goals.
Human resource staff should keep the interviews narrow, structured, and standardized. The
interview should focus on accomplishing a few goals, so that at the end of the interview, the
organization has ratings on several observable measures, such as ability to express ideas. The
interview should not try to measure abilities and skills that tests can measure better.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Advantages and Disadvantages of Interviewing
87. (p. 177) A well-planned interview should:

A. address subjective matters.
B. specifically measure the individual's skills.
C. focus on the job and the organization.
D. be unstructured and nondirective.
E. focus on measuring the individual's abilities.
A well-planned interview should be standardized, comfortable for the participants, and

focused on the job and the organization.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Topic: Preparing to Interview
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88. (p. 178) What is a multiple-hurdle model of personnel selection?

A. A process in which a very high score on one type of assessment can make up for a low
score on another.
B. A process of arriving at a selection decision by eliminating some candidates at each stage
of the selection process.
C. A selection process in which several members of the organization meet to interview each
candidate.
D. A testing program to measure whether a worker is alert and mentally able to perform
critical tasks at the time of the test.
E. A selection process which treats a range of scores as being similar and divides candidates
into groups based on the range into which they fall.
The multiple-hurdle model is the process of arriving at a selection decision by eliminating

some candidates at each stage of the selection process.
AACSB: Analytic
Bloom's: Remember
Difficulty: Medium
Learning Objective: 06-07 Explain how employers carry out the process of making a selection decision.
Topic: How Organizations Select Employees
89. (p. 178) The process of arriving at a selection decision in which a very high score on one
type of assessment can make up for a low score on another is termed the _____ model.
A. multiple-hurdle
B. norming
C. compensatory
D. multiple-cutoff
E. rationalization
A compensatory model of personnel selection is one in which a very high score on one type of
assessment can make up for a low score on another.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: How Organizations Select Employees
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90. (p. 179) Which of the following information does NOT need to be included in a job offer?
A. Employment history of the candidate
B. Job responsibilities
C. Work schedule
D. Rate of pay
E. Details of mandatory physical exams
When a candidate has been selected, the organization should communicate the offer to the
candidate. The offer should include the job responsibilities, work schedule, rate of pay,
starting date, and other relevant details.
AACSB: Analytic
Bloom's: Remember
Difficulty: Easy
Topic: Communicating the Decision
Essay Questions
91. (p. 158-159) Discuss the elements of the selection process.
The process of selecting employees varies considerably from organization to organization and
from job to job. However, in most organizations, selection typically begins with a review of
candidates' employment applications and résumés. The organization administers tests to
candidates who meet basic requirements, and qualified candidates undergo one or more
interviews. Organizations check references and conduct background checks to verify the
accuracy of information provided by candidates. A candidate is selected to fill each vacant
position. Candidates who accept offers are placed in the positions for which they were
selected.

Bloom's: Understand
Difficulty: Medium
6-65

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

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Chapter 06 - Selecting Employees and Placing Them in Jobs

30. (p. 160) What does a correlation coefficient of 0 indicate?

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Chapter 06 - Selecting Employees and Placing Them in Jobs

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Chapter 06 - Selecting Employees and Placing Them in Jobs

Criterion-related validity is a measure of validity based on showing a substantial correlation

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Chapter 06 - Selecting Employees and Placing Them in Jobs

36. (p. 161) Predictive validation:

AACSB: Reflective Thinking

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

41. (p. 162) Content validity:

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Chapter 06 - Selecting Employees and Placing Them in Jobs

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

AACSB: Reflective Thinking

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Chapter 06 - Selecting Employees and Placing Them in Jobs

55. (p. 168) Organizations typically use résumés:

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Chapter 06 - Selecting Employees and Placing Them in Jobs

AACSB: Reflective Thinking

57. (p. 168) Generally, the organization checks references:

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