Exam 6: Selecting Employees and Placing Them in Jobs

A) banding
B) generalizing
C) affirmative action
D) sensitizing
E) race norming

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A) Medical examinations may not be related to job requirements.
B) Medical examinations are conducted upon the receipt of a candidate's résumé.
C) Medical examinations are conducted specifically for individuals with disabilities.
D) Medical examinations that measure size and strength can never be used for a job.
E) Medical examinations are conducted after a candidate has been given a job offer.

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A) They provide fair evaluations for applicants.
B) They have the lowest level of validity compared to other tests.
C) These tests are highly generalizable.
D) Customization of these tests for various jobs is inexpensive.
E) They are best suited for identifying the particular skills or traits the individual possesses.

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A) job performance
B) physical ability
C) honesty
D) personality
E) cognitive ability

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A) It is a relatively expensive method of gathering information.
B) It does not allow applicants to highlight accomplishments.
C) Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description.
D) A résumé is biased in favor of the employer.
E) The content of the résumé is controlled by the applicant.

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A) by giving as much information as possible
B) by exclusively giving out positive information about a candidate
C) by only giving information about observable,job-related behaviors
D) by giving only broad opinions
E) by excluding employment dates and the employee's final salary

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A) predictive validation
B) concurrent validation
C) content validation
D) construct validation
E) diagnostic validation

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A) conscientiousness
B) extroversion
C) aggression
D) depression
E) inquisitiveness

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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) Where were you born?
E) Will you need any reasonable accommodation for this hiring process?

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A) criterion-related
B) content
C) concurrent
D) construct
E) predictive

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A) Interviews are narrow and standardized,so they do not allow interviewers to test the integrity of interviewees with ease.
B) Interviews are subjective,so they have the potential of assessing candidates based on questions not related to the job.
C) Interviews are situational,so they provide a means to check the accuracy of information provided by the candidate.
D) Interviews are expensive,so their validity and reliability are always in question.
E) Interviews require polygraph tests,which give the interviewer an opportunity to ask questions that can violate the privacy rights of the interviewee.

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A) reviewing Rita's work samples
B) negotiating salary and benefits with Rita
C) verifying Rita's qualifications through background checks
D) sending Rita a job offer letter
E) getting Rita to sign the job offer

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A) paper-and-pencil honesty test
B) in-basket test
C) cognitive ability test
D) exit test
E) work sample test

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A) as a substitute for interviews
B) as a basis for deciding which candidates to investigate further
C) as a way to avoid the cost of administering tests related to job performance
D) as a way to control the content of the information and the way it is presented
E) as a way to obtain an objective source of information

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