Question 1

Overt integrity tests have been found to predict job performance with a validity coefficient of .33,and to predict counter-productive behaviours (including theft,accidents,disciplinary problems,and absenteeism)with a validity of .39.

Accepted Answer

A) True 
 B)False

Question 2

For interviews to have high validity means that the interpretation of interview results should:

Accepted Answer

A)  not vary from one interviewer to another
B)  not correlate with job performance
C)  be done on time as scheduled
D)  be reviewed immediately by an human resource professional
E)  be held in confidence until the candidate is actually hired

Question 3

In defending drug testing of all new employees,executives at TD Canada Trust argued that drug users are more likely to:

Accepted Answer

A)  miscount their cash
B)  associate with criminal elements
C)  injure themselves at the TD Centre
D)  misbehave in the staff lunchroom
E)  arrive late for work

Question 4

In which of the following approaches does a decision maker look at the scores received by various applicants on predictors,and then use his/her judgment to evaluate the results?

Accepted Answer

A)  multiple cutoff approach
B)  judgmental approach
C)  compensatory approach
D)  subjective approach
E)  non-discriminatory approach

Question 5

Companies that do not use the realistic job preview tend to show lower employee turnover.

Accepted Answer

A) True 
 B)False

Question 6

There are a wide variety of employment tests available,though each type of test has only limited usefulness.

Accepted Answer

A) True 
 B)False

Question 7

The selection process begins:

Accepted Answer

A)  with a job vacancy
B)  once the recruiting process has provided a pool of applicants
C)  as soon as the human resource department becomes involved
D)  between job analysis and recruiting
E)  with the hiring of the best applicant

Question 8

Though interviewing is a popular selection technique,interviews do have some shortcomings including:

Accepted Answer

A)  they allow the company to sell itself to the candidate
B)  they allow the employer to assess personal suitability of the candidate
C)  they vary measurably in reliability and validity
D)  they can be a public relations tools for the organization
E)  they allow the candidate to make an impression

Question 9

Behavioural oriented interviews are based on the principle that:

Accepted Answer

A)  people will tell you how they would like to behave
B)  past behaviour is one of the best predictors of future behaviour
C)  they are legal while polygraph testing sometimes is not
D)  watching how a person behaves while they are being interviewed is informative
E)  some demographic will behave differently than others

Question 10

Proper selection processes are integral to a firm's success because of all the following EXCEPT:

Accepted Answer

A)  an organization's success depends on the caliber of its employees
B)  the skills and qualifications of new hires need to match the organization's culture
C)  improper hiring can cause legal problems
D)  poor selection can be expensive
E)  often it is necessary to utilize employment agencies to get the best employees

Question 11

Problems with personal references include:

Accepted Answer

A)  they are often too long
B)  they tend to be overused
C)  written references usually emphasize only positive points
D)  the writers do not provide enough information
E)  they are usually not signed,therefore illegal

Question 12

Effects of the realistic job preview,particularly where work conditions do not appear appealing,can include:

Accepted Answer

A)  far less recruits refusing job offers
B)  less turnover of new employees
C)  improved employee satisfaction with unpleasant working conditions
D)  facilitating employment equity programs
E)  paying lower wages

Question 13

Integrity tests are tests that measure an applicant's honesty and trustworthiness.

Accepted Answer

A) True 
 B)False

Question 14

Reliability in the framework of testing means that a test:

Accepted Answer

A)  yields consistent results over time
B)  if taken by more than one person will show all scores to be closely related
C)  is always held at a certain time and place
D)  relates significantly to job performance
E)  measures what it is supposed to measure

Question 15

Which of the following is NOT an application of personality tests?

Accepted Answer

A)  measures personality and is used to provide vocational guidance,hiring,and promotion recommendations
B)  measures the factors affecting personality and the relationship to environmental working conditions
C)  measures the big five personality factors in 12-99-year-olds
D)  measures normal personality and is used to predict job performance
E)  measures six factors of personality including honesty/humility

Question 16

In most organizations the selection process is usually a single step.

Accepted Answer

A) True 
 B)False

Question 17

The multiple cutoff approach allows applicants to make up for a poor score in one predictor by a strong score in another predictor.

Accepted Answer

A) True 
 B)False

Question 18

One method of integrity testing is the use of graphic responses tests.A method that is prohibited in some provinces by the Employment Standards Act is:

Accepted Answer

A)  written tests
B)  attitude tests
C)  polygraph testing
D)  computer interactive testing
E)  employment testing

Question 19

A selection ratio of 2:50 would normally be considered:

Accepted Answer

A)  a sign that the company did not get enough applicants
B)  a sign that the company did not recruit from appropriate sources
C)  a large selection ratio
D)  impossible (it could not exist) 
E)  irrelevant,as selection ratios are not considered important to the selection process

Question 20

The testing of job applicants for drugs in Canada is:

Accepted Answer

A)  illegal
B)  justifiable if it is a bona fide occupational requirement for the job
C)  used at the discretion of the employer
D)  taken voluntarily only if the applicant offers
E)  required by law for many jobs

Exam 6: Selection

The selection process begins:

Correct AnswerverifiedShow Answer

Overt integrity tests have been found to predict job performance with a validity coefficient of .33,and to predict counter-productive behaviours (including theft,accidents,disciplinary problems,and absenteeism)with a validity of .39.

Correct AnswerverifiedShow Answer

In most organizations the selection process is usually a single step.

Correct AnswerverifiedShow Answer

Reliability in the framework of testing means that a test:

Correct AnswerverifiedShow Answer

For interviews to have high validity means that the interpretation of interview results should:

Correct AnswerverifiedShow Answer

There are a wide variety of employment tests available,though each type of test has only limited usefulness.

Correct AnswerverifiedShow Answer

In which of the following approaches does a decision maker look at the scores received by various applicants on predictors,and then use his/her judgment to evaluate the results?

Correct AnswerverifiedShow Answer

In defending drug testing of all new employees,executives at TD Canada Trust argued that drug users are more likely to:

Correct AnswerverifiedShow Answer

Effects of the realistic job preview,particularly where work conditions do not appear appealing,can include:

Correct AnswerverifiedShow Answer

The testing of job applicants for drugs in Canada is:

Correct AnswerverifiedShow Answer

Integrity tests are tests that measure an applicant's honesty and trustworthiness.

Correct AnswerverifiedShow Answer

Problems with personal references include:

Correct AnswerverifiedShow Answer

Companies that do not use the realistic job preview tend to show lower employee turnover.

Correct AnswerverifiedShow Answer

Behavioural oriented interviews are based on the principle that:

Correct AnswerverifiedShow Answer

One method of integrity testing is the use of graphic responses tests.A method that is prohibited in some provinces by the Employment Standards Act is:

Correct AnswerverifiedShow Answer

Proper selection processes are integral to a firm's success because of all the following EXCEPT:

Correct AnswerverifiedShow Answer

Which of the following is NOT an application of personality tests?

Correct AnswerverifiedShow Answer

A selection ratio of 2:50 would normally be considered:

Correct AnswerverifiedShow Answer

Though interviewing is a popular selection technique,interviews do have some shortcomings including:

Correct AnswerverifiedShow Answer

The multiple cutoff approach allows applicants to make up for a poor score in one predictor by a strong score in another predictor.

Correct AnswerverifiedShow Answer

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