Section (5)

Chapter (4), Employee Testing and Selection

True or False:
1) Nothing HR manager can do at work is more important than hiring
the right employees. ( )
2) Hiring the right employees important for two main reasons:
performance, and legal obligations. ( )
3) Employees with the right skills will do a better job for you and the
company. ( )
4) It's costly to recruit and hire employees. ( )
5) Hiring and training will never cost in fees and supervisory time. (
)
6) The total cost of hiring a manager could easily be 10 times as high
once you add search fees, interviewing time, reference checking, and
travel and moving expenses. ( )
7) Legal Obligations important because mismanaging the hiring process
has three serious legal implications: EEO, negligent hiring, and
defamation. ( )
8) Avoiding negligent hiring claims doesn't require good screening. (
)
9) Good screening: means taking "reasonable" action to investigate the
candidate's background. ( )
10) Using a test (or any selection tool) assumes the tool is both reliable
and valid. ( )

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11) Validity is a test's first requirement and refers to its consistency
while Reliability refers the correctness of the conclusion that we can
make based on the test. ( )
12) Validity, while indispensable, only tells you that the test is
measuring something consistently. ( )
13) Criterion Validity means that the test has validity to the extent that
the people with higher test scores perform better on the job while
Content Validity identify job tasks that are critical to performance, and
then randomly select a sample of those tasks to test. ( )
14) Test takers have rights to privacy and feedback under standards for
educational and psychological tests. ( )
15) Common law provides no protection against disclosing information
about employees to people outside the company. ( )
Cognitive tests include tests of general reasoning ability )16
.(intelligence) and tests of specific mental abilities like memory
) (
17) Intelligence (IQ) tests are tests of general intellectual abilities. They
measure a single trait which is the memory. ( )
18) Personality tests measure basic aspects of an applicant's
personality, such as stability, and motivation while Achievement tests
measure what someone has learned. ( )
19) Most of the tests you take in school are Personality tests. ( )
20) Once the employer extends the person a job offers; a medical exam
is often the next step in the selection (although it may also occur after
the new employee starts work). ( )
21) Personality tests—particularly the projective type—are the most
difficult tests to evaluate and use. ( )
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22) The "Big Five" is about what traits to measure which are:
Extraversion, Emotional stability, Openness to experience,
Agreeableness and Conscientiousness. ( )

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MCQ:
1) …….…….. Requires nondiscriminatory selection procedures.
A. EEO
B. Negligent hiring
C. Defamation
D. A test
2) ………………………. Is the action of damaging the good reputation of
someone.
A. EEO
B. Negligent hiring
C. Defamation
D. A test
3) ………………… means hiring employees with criminal records or other
problems who then use access to customers' homes (or similar
opportunities) to commit crimes.
A. EEO
B. Negligent hiring
C. Defamation
D. A test
4) ………………… is, basically, a sample of a person's behavior.
A. EEO
B. Negligent hiring
C. Defamation
D. A test
5) …………………………… 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.
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 A. A validity test
B. A reliable test
C. Criterion Validity
D. Content Validity
6) ……………. answers the question "Does this test measure what it's
supposed to measure?"
A. A validity test
B. A reliable test
C. Criterion Validity
D. Content Validity
7) …………. means that those who do well on the test also do well on the
job, and that those who do poorly on the test do poorly on the job.
A. A validity test
B. A reliable test
C. Criterion Validity
D. Content Validity
8) ………….. Means the tasks the person performs on the test are really a
comprehensive and random sample of the tasks performed on the job
and the conditions under which the person takes the test resemble the
work situation is not always easy.
A. A validity test
B. A reliable test
C. Criterion Validity
D. Content Validity
9) Reasons for preemployment medical exams?
A. To verify that the applicant meets the position's physical
requirements

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 B. To discover any medical limitations, you should consider in placing
him or her
C. To establish a baseline for future insurance or compensation
claims
D. All of the above
E. None of the above
10) .……………. The tendency to be sociable, active, and to experience
positive effects, such as energy.
A. Emotional stability/neuroticism
B. Extraversion
C. Openness to experience
D. Agreeableness
11) ……………… The disposition to be imaginative, nonconforming,
unconventional.
A. Emotional stability/neuroticism
B. Extraversion
C. Openness to experience
D. Agreeableness
12) …………… The tendency to exhibit poor emotional adjustment and
experience negative effects.
A. Emotional stability/neuroticism
B. Conscientiousness
C. Openness to experience
D. Agreeableness
13) ……………… The tendency to be trusting, compliant, and gentle.
A. Emotional stability/neuroticism
B. Conscientiousness

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 C. Openness to experience
D. Agreeableness
14) ……………….. Is comprised of two related facets: achievement and
dependability
A. Emotional stability/neuroticism
B. Conscientiousness
C. Openness to experience
D. Agreeableness