interview, val, test, pysch Ch 6

Terms in this set (140)

The HR manager at a A) I-9

manufacturing plant is
required to use E-Verify to
check the information
provided on each employee's
________.
A) I-9
B) W-2
C) W-4
D) 1099

Members of Congress who D) biometrics

claim that E-Verify fails to
prevent employers from hiring
illegal immigrants advocate
replacing the system with one
based on ________.
A) nanotechnology
B) fingerprinting
C) graphology
D) biometrics
What is the primary criticism D) privacy and security risks
against a national
identification system based
on biometric data?
A) EEOC laws
B) political risks
C) immigration influxes
D) privacy and security risks

Which term refers to the B) selection

process of choosing from a
group of qualified applicants
the individual best suited for a
particular position?
A) recruitment
B) selection
C) HR planning
D) job bidding

Which of the following is the D) competent employees

Confirm your email address now!
primary factor that
determines the success or
Resend email Need help?
failure of a company?
A) visionary business strategy
B) high-tech control systems
C) sound organizational
structure
D) competent employees
Marshall Consulting needs to A) conducting extensive background checks
hire a new CEO in the next
two months. As an HR
manager at Marshall
Consulting, which of the
following is your most
important task when filling this
position?
A) conducting extensive
background checks
B) devising new selection
tests
C) creating application forms
D) gathering biometric data

VRA Technologies needs to B) requiring a word processing test

hire a data entry specialist. As
an HR manager at the firm,
which of the following is your
most important task when
filling this position?
A) conducting multiple
background checks
B) requiring a word
processing test
C) checking medical histories
D) calling personal references
Which term refers to the C) applicant pool
number of qualified
applicants recruited for a
particular job?
A) job pool
B) labor market
C) applicant pool
D) applicant market

The selection ratio is the C) applicant pool

number of people hired for a
particular job compared to
the number of qualified
individuals in the ________.
A) workforce
B) population
C) applicant pool
D) labor market

If the selection ratio is 1.00, B) 1

how many qualified
applicants are there for one
open position at a firm?
A) 0
B) 1
C) 10
D) 100
What refers to management's D) organizational fit
perception of the degree to
which the prospective
employee will fit in with the
firm's culture or value system?
A) occupational fit
B) personality fit
C) co-worker fit
D) organizational fit

Which of the following D) 0.01

selection ratios indicates the
highest number of qualified
applicants for a position?
A) 10.0
B) 1.00
C) 0.10
D) 0.01

Which of the following can A) probationary period

serve as a substitute for
certain selection tools and as
a method of determining an
employee's suitability?
A) probationary period
B) stress interview
C) reference check
D) selection ratio
What is the length of the B) 60 to 90 days
typical probationary period?
A) 30 to 60 days
B) 60 to 90 days
C) 90 to 180 days
D) one year

The selection process D) preliminary interview

typically begins with the
________.
A) application review
B) employment interview
C) background check
D) preliminary interview

Carlos, an HR manager, has D) giving applicants selection tests

reviewed the applications and
résumés of five candidates for
a data analyst position at his
firm. Which of the following is
the most likely next step that
Carlos will take in the
selection process?
A) interviewing applicants for
prescreening
B) having applicants take
physical exams
C) checking applicants'
references
D) giving applicants selection
tests
What is a software application A) applicant tracking system
designed to help an
enterprise select employees
more efficiently?
A) applicant tracking system
B) selection tracking process
C) cognitive aptitude test
D) job selection system

Applicant tracking systems D) quality-of-hire metrics

are being redesigned to
include ________.
A) automated résumé ranking
tools
B) background check
capabilities
C) customized input forms
D) quality-of-hire metrics

Applicant tracking systems B) sorting résumés from online job boards

are primarily used for ________.
A) generating legally
appropriate interview
questions
B) sorting résumés from
online job boards
C) measuring the quality of
applicants
D) tracking HR manager
requisitions
The primary purpose of the C) eliminating unqualified applicants
preliminary interview is ________.
A) gathering a detailed work
history from applicants
B) measuring the likelihood of
an applicant's success
C) eliminating unqualified
applicants
D) determining applicant
interest

Which of the following would A) statement that the applicant's former

LEAST likely appear as a employers will not be contacted
preprinted statement on most
job application forms?
A) statement that the
applicant's former employers
will not be contacted
B) statement that the
applicant certifies everything
on the form is true
C) statement that the
company is an employment at
will organization
D) statement that the
applicant gives permission to
have his or her references
checked
The purpose of ________ is to B) candidate relationship management
help a company manage
potential and actual
applicants in an organized
manner.
A) applicant tracking
B) candidate relationship
management
C) human capital metrics
D) work-sample validity

Tyra, an HR manager at an A) job description

automotive parts facility,
received 500 online
applications for 30 job
openings in the production
department. To determine if
an applicant is qualified, Tyra
will most likely compare the
information provided in each
application to a ________.
A) job description
B) job-knowledge test
C) merit pay program
D) gainsharing assessment
Which of the following should C) birthplace
NOT be requested on a job
application form?
A) experience
B) education
C) birthplace
D) skills

A goal-directed summary of a A) résumé

person's experience,
education, and training
developed for use in the
selection process is known as
a(n) ________.
A) résumé
B) application form
C) job requisition
D) work sample test

Which term refers to words or D) keyword

phrases that are used to
search databases for résumés
that match?
A) application match
B) job objective
C) résumé hit
D) keyword
What type of résumé presents D) keyword résumé
the job seeker's
characteristics and
experience in terms that
accommodate the computer
search process?
A) cyber résumé
B) hard hit résumé
C) electronic résumé
D) keyword résumé

Robert, a recent college C) organized

graduate, is applying to
accounting firms for an entry-
level position. Since most
large firms use applicant-
tracking systems, which of the
following words or phrases
would be LEAST beneficial?
A) problem solving
B) PowerPoint 2010
C) organized
D) bilingual

Which of the following factors C) motivation

would most likely be rated in
a selection test?
A) habits
B) family life
C) motivation
D) financial equity
Selection tests may accurately C) motivation
predict an applicant's ability
to perform the job, but they
are less successful in
indicating the extent to which
the individual has the
necessary ________.
A) experience
B) education
C) motivation
D) qualifications

Experts suggest that a slight B) beneficial

amount of test anxiety is
________.
A) abnormal
B) beneficial
C) detrimental
D) unprofessional

The uniformity of the C) standardization

procedures and conditions
related to administering tests
is referred to as ________.
A) objectivity
B) norms
C) standardization
D) reliability
Which of the following relates C) standardization
most closely to test
conditions?
A) objectivity
B) norms
C) standardization
D) reliability

When everyone scoring a test B) objective

obtains the same results, the
test is said to be ________.
A) reliable
B) objective
C) valid
D) consistent

What provides a frame of A) norms

reference for comparing an
applicant's performance with
the performance of similar
individuals?
A) norms
B) keywords
C) objectivity
D) reliability

A selection tool that provides B) reliable

consistent results is said to be
________.
A) valid
B) reliable
C) objective
D) standardized
A student takes an IQ test one A) unreliable
week and scores 140. The
student retakes the test one
week later and scores 90.
Which of the following best
describes the test?
A) unreliable
B) abnormal
C) subjective
D) objective

The basic requirement for a A) valid

selection test is that it be
________.
A) valid
B) reliable
C) objective
D) standardized

The extent to which a test C) validity

measures what it claims to
measure is known as ________.
A) reliability
B) subjectivity
C) validity
D) objectivity

Validity is commonly reported D) correlation coefficient

as a ________.
A) standard deviation
B) standard error
C) selection procedure
D) correlation coefficient
When are employers required D) when the selection process results in an
to validate their selection adverse impact on a protected group
tests?
A) There is no such
requirement.
B) All selection tests are
validated automatically.
C) when an employment
discrimination lawsuit has
been filed
D) when the selection process
results in an adverse impact
on a protected group

When criterion-related B) job performance factors

validity is used, the scores on
the selection test are
compared to ________.
A) scores on the pre-test
B) job performance factors
C) scores on the post-test
D) a national norm

Comparing the scores on D) criterion-related validity

selection tests to some
aspect of job performance is
referred to as ________.
A) objective-related validity
B) standardized-related
validity
C) normality-related validity
D) criterion-related validity
Which of the following is B) concurrent validity
determined when a firm
obtains test scores and
criterion data at
approximately the same time?
A) predictive validity
B) concurrent validity
C) construct validity
D) content validity

Which of the following A) predictive validity

involves administering a test
and later obtaining criterion
information?
A) predictive validity
B) concurrent validity
C) construct validity
D) content validity

As an HR manager, why C) associated time and cost

would you most likely NOT
use predictive validity to
validate a selection test?
A) lack of technical soundness
B) stressful for job applicants
C) associated time and cost
D) poor motivation test
A test validation method B) content validity
whereby a person performs
certain tasks that are actually
required by the job is referred
to as ________.
A) concurrent validity
B) content validity
C) construct validity
D) predictive validity

Kyla is applying for a job at a B) content validity

telecommunications company
as a terminal operator, which
primarily involves word
processing tasks. Kyla has
been asked to take a word
processing test, so the firm is
most likely using ________ in the
selection process.
A) construct validity
B) content validity
C) concurrent validity
D) predictive validity

A test validation method that A) construct

determines whether a test
measures certain traits that
job analysis finds to be
important in performing a job
is referred to as ________ validity.
A) construct
B) content
C) concurrent
D) predictive
During the selection process D) cognitive aptitude
for an IT position, Jeff was
required to take a test that
measured his memory and
vocabulary. Which type of
test did Jeff most likely take?
A) work-sample
B) psychomotor abilities
C) job knowledge
D) cognitive aptitude

Hannah is applying for a job B) psychomotor abilities

as a technician at a
manufacturing facility. The job
requires employees to use
magnifying lenses when
assembling products, so
Hannah's psychomotor
abilities were tested. Which
type of test did Hannah most
likely take?
A) cognitive aptitude
B) psychomotor abilities
C) job knowledge
D) work-sample
During the selection process C) job knowledge
for a telemarketing position,
Alex was given a test to
measure his awareness of the
job's duties. Which type of
test did Alex most likely take?
A) psychomotor abilities
B) cognitive aptitude
C) job knowledge
D) work-sample

Kim is applying for a job as an D) work-sample

accounts specialist, which will
require extensive use of Excel.
During the selection process,
the employer provides Kim
with data and asks her to
compile an Excel spreadsheet
with the information. Which
type of test did Kim most
likely take?
A) cognitive aptitude
B) psychomotor abilities
C) job knowledge
D) work-sample
Brian is seeking a sales B) vocational interest
position after scoring high on
a test that compared his
individual interests with those
of successful sales managers.
What type of test did Brian
most likely take?
A) cognitive aptitude
B) vocational interest
C) job knowledge
D) work-sample

Craig is applying for a sales A) personality traits

position at a commercial real
estate firm. The HR manager
gave Craig the Myers-Briggs
test during the selection
process. Which of the
following is most likely being
measured by the firm?
A) personality traits
B) cognitive abilities
C) vocational interest
D) psychomotor skills

Kara took a test that indicated B) genetic

she has a predisposition for
breast cancer. What type of
test did Kara most likely take?
A) blood
B) genetic
C) urine
D) skin
Which law protects healthy A) Americans with Disabilities Act
individuals who have a
genetic predisposition for a
disease?
A) Americans with Disabilities
Act
B) Family and Medical Leave
Act
C) Davis-Bacon Act
D) Equal Pay Act

The ________ is designed to D) Genetic Information Nondiscrimination Act

prohibit the improper use of
genetic information in health
insurance and employment.
A) Freedom of Information
Act
B) Federal Genealogy Act
C) Americans with Disabilities
Act
D) Genetic Information
Nondiscrimination Act

Which Act limited the use of D) Employee Polygraph Protection Act of 1988
polygraph tests in the private
sector?
A) Lie Detector Protection
Act of 2001
B) Federal Polygraph
Protection Act of 1999
C) Polygraph Confirmation
Act of 1990
D) Employee Polygraph
Protection Act of 1988
Persons who take polygraph C) right to review results prior to distribution
tests have all of the following
rights EXCEPT the ________.
A) right to refuse or
discontinue a test
B) right to a written notice
before testing
C) right to review results prior
to distribution
D) right not to have test
results disclosed to
unauthorized persons

What selection technique B) assessment center

requires individuals to
perform activities similar to
those they might encounter in
an actual job?
A) psychomotor abilities test
B) assessment center
C) vocational interest test
D) job-related center

Firms most likely use B) predict the job performance of applicants

assessment centers during the
selection process to ________.
A) compare applicants with
current employees
B) predict the job
performance of applicants
C) assess an applicant's job
motivation
D) ensure applicants are
healthy
Kelly is applying for a position C) psychomotor abilities tests
with Citibank and will be
participating in an assessment
center. Which of the following
activities is Kelly LEAST likely
to do in the assessment
center?
A) in-basket exercises
B) management games
C) psychomotor abilities tests
D) leaderless discussion
groups

What is a goal-oriented D) employment interview

conversation in which the
interviewer and applicant
exchange information called?
A) recruitment interview
B) training interview
C) development interview
D) employment interview

What selection method C) employment interviews

continues to be the primary
method companies use to
evaluate applicants?
A) background checks
B) cognitive ability tests
C) employment interviews
D) assessment centers
Robert, an HR manager, is B) prescreening additional applicants with
preparing to interview behavioral selection tests
candidates for a software
engineer position. Which of
the following is LEAST likely to
appear on Robert's interview
planning checklist?
A) developing questions
related to the qualities sought
B) prescreening additional
applicants with behavioral
selection tests
C) comparing an applicant's
application and résumé with
job requirements
D) preparing a step-by-step
plan to present the position,
company, division, and
department

Which of the following issues C) personal likes and dislikes

is LEAST relevant during an
employment interview?
A) occupational experience
B) interpersonal skills
C) personal likes and dislikes
D) academic achievement
A ________ refers to a tendency D) halo error bias
of an interviewer to form a
generalized positive
impression of an applicant,
and rate that person highly on
all rating criteria even if the
applicant really doesn't
deserve a high rating for
every one of them.
A) contrast bias
B) stereotyping bias
C) premature judgment bias
D) halo error bias

A(n) ________ occurs when an B) stereotyping bias

interviewer assumes that an
applicant has certain traits
because he or she is a
member of a certain class.
A) contrast bias
B) stereotyping bias
C) premature judgment bias
D) interview illusion bias

The concept of ________ D) premature judgment bias

suggests that interviewers
often make a judgment about
a candidate during the first
few minutes of the interview.
A) stereotyping bias
B) contrast bias
C) interview illusion bias
D) premature judgment bias
What does the unstructured A) asking candidates probing, open-ended
interview involve? questions
A) asking candidates probing,
open-ended questions
B) using novice interviewers
to assess candidates
C) validating candidate test
scores against norms
D) asking identical questions
to all candidates

What type of interview is A) unstructured

comprehensive and involves
the applicant talking more
than the interviewer?
A) unstructured
B) structured
C) stress
D) directive

What type of interview has B) unstructured

potential legal problems
because of the likelihood of
discussing potentially
discriminatory information?
A) structured
B) unstructured
C) stress
D) directive
A structured interview usually D) family and medical history questions
contains all of the following
questions EXCEPT ________.
A) situational questions
B) job knowledge questions
C) job sample simulation
questions
D) family and medical history
questions

Behavioral interviews are B) quantify task results

primarily intended to
determine all of the following
qualities about an applicant
EXCEPT the applicant's ability
to ________.
A) work under pressure
B) quantify task results
C) work with other people
D) resolve difficult problems

A structured interview where C) behavioral interview

applicants are asked to relate
actual incidents from their
past relevant to the target job
is referred to as a ________.
A) stress interview
B) career related preview
C) behavioral interview
D) realistic interview
During a job interview, Sara is D) behavioral interview
asked to describe a time
when she was responsible for
motivating others. Which of
the following most likely
describes this type of
interview?
A) group interview
B) stress interview
C) board interview
D) behavioral interview

Several applicants interacting C) group

in the presence of one or
more interviewers is typical of
what type of interview?
A) stress
B) board
C) group
D) role-play

Several of the firm's B) board

representatives interviewing a
candidate at the same time is
typical of what type of
interview?
A) group
B) board
C) stress
D) role-play
What type of interview is most A) stress
likely being conducted when
an interviewer says, "I think
your answer is totally
inadequate: it doesn't deal
with my concerns at all, can't
you do better than that?"
A) stress
B) board
C) group
D) behavioral

Purposely making the B) stress

candidate uncomfortable by
asking blunt and often
discourteous questions would
most likely occur during a
________ interview.
A) nondirective
B) stress
C) board
D) group

What concept is based on the C) crowd sourcing

idea that a group of people is
smarter than a single expert?
A) broadbanding
B) reverse mentoring
C) crowd sourcing
D) reengineering
What process conveys D) realistic job preview
positive and negative job
information to the applicant in
an unbiased manner?
A) advancement related
preview
B) career related preview
C) job-related preview
D) realistic job preview

When should a realistic job B) early in the selection process

preview be given to
applicants?
A) after a job offer is made
B) early in the selection
process
C) during a performance
appraisal
D) during employee
orientation

The most basic interviewing C) ask only job-related questions

rule is to ________.
A) dominate every aspect of
the interview
B) never let a job applicant
see you sweat
C) ask only job-related
questions
D) save the realistic job
preview until after the
candidate has been hired
The primary reason for A) hire better workers
conducting background
investigations is to ________.
A) hire better workers
B) check personal references
C) verify educational
credentials
D) prevent employment
discrimination

Which term refers to D) reference checks

validations from those who
know the applicant that
provide additional insight into
the information furnished by
the applicant?
A) background tests
B) employer referrals
C) polygraph tests
D) reference checks

Which term refers to the C) negligent hiring

liability a company incurs
when it fails to conduct a
reasonable investigation of an
applicant's background, and
then assigns a potentially
dangerous person to a
position in which he or she
can inflict harm?
A) negligent retention
B) negligent supervision
C) negligent hiring
D) negligent referral
Which of the following jobs C) home health attendant
would put an employer
particularly at risk for a
charge of negligent hiring?
A) grocery store manager
B) machine operator
C) home health attendant
D) college professor

Which federal law states that B) Americans with Disabilities Act

all medical exams must be
directly relevant to the job
requirements and that a firm
cannot order a medical exam
until the applicant is offered
employment?
A) Occupational Safety and
Health Act
B) Americans with Disabilities
Act
C) Uniform Guidelines Act
D) Fair Labor Standards Act

HR performance at a firm is D) human capital metrics

measured with ________.
A) bar graphs
B) HR scorecards
C) employee yield rates
D) human capital metrics
The term "False Starts" refers D) employees who quit within 120 days of being
to which of the following? hired
A) job candidates who are
from competing firms
B) job candidates who fail
employee selection tests
C) employees who fail to
meet performance goals
D) employees who quit within
120 days of being hired

What recruitment/selection C) acceptance rate

metric focuses on the number
of applicants who accepted
the job divided by the number
who were offered the job?
A) recruiting costs
B) selection rate
C) acceptance rate
D) turnover rate

What is the main problem of B) increasing recruiting costs

having a low acceptance
rate?
A) increasing training needs
B) increasing recruiting costs
C) limited number of available
positions
D) limited number of qualified
candidates
Which metric focuses on the B) selection rate
number of applicants hired
from a group of candidates
expressed as a percentage?
A) recruiting costs
B) selection rate
C) acceptance rate
D) turnover rate

Which metric focuses on the A) yield rate

percentage of applicants
from a particular source that
advance to the next stage of
the selection process?
A) yield rate
B) turnover rate
C) acceptance rate
D) selection rate

Many recruiters believe that A) quality of hire

________ is the most important
metric to use in the selection
process.
A) quality of hire
B) acceptance rate
C) return on recruiting
revenue
D) turnover yield
A company's ________ is the C) turnover rate
number of times on average
that employees have to be
replaced during a year.
A) retention percentage
B) quantity of hire
C) turnover rate
D) cost per hire

Comparing the decision- B) Japanese business leaders tend to make

making styles of U.S. decisions by consensus
executives and Asian
executives reveals that ________.
A) American business leaders
often put strategic decisions
up for a vote
B) Japanese business leaders
tend to make decisions by
consensus
C) Japanese CEOs prefer to
make decisions alone
D) American CEOs have little
leeway when making large,
strategic decisions
When determining which C) a country's culture
leadership style will be more
appropriate for a company,
________ plays a major role in
determining whether an
executive will be successful
or not.
A) a company's product line
B) a manager's educational
background
C) a country's culture
D) None of the above

Biometrics can be used in any False

situation requiring accurate
identification of an individual.

Selection is the process of True

choosing from a group of
applicants the individual best
suited for a particular position
and organization.

Hiring the wrong person is False

time consuming but has little
monetary or emotional impact
on the firm and its employees.

The selection process affects, True

and is affected by, virtually
every other HR function.
The manner in which an False
organization fills a position is
always the same for every job
within the organization.

The number of qualified True

applicants recruited for a
particular job makes up the
applicant pool.

Organizational fit refers to True

management's perception of
the degree to which the
prospective employee will fit
in with the firm's culture or
value system.

A selection ratio of .10 False

indicates that there is only
one qualified applicant for an
open position.

During probationary periods, False

which typically last from 30 to
60 days, firms evaluate
employees for suitability and
skill.

The selection process usually True

begins with the preliminary
screening interview.
Applicant tracking systems False
are primarily used by firms to
contact former employees
about available positions.

Preliminary screening True

attempts to eliminate
unqualified candidates
quickly.

Federal employment laws False

prohibit application forms
from indicating a position is
employment at will.

An application form is a goal False

directed outline of a person's
experience, education, and
training developed for use in
the selection process.

Most large companies use False

applicant-tracking systems to
sort résumés, but these
systems lack the capability of
flagging suspicious résumés,
which is problematic for HR
departments

In today's workplace, you can False

assume that managers and HR
employees will review your
résumé.
Modern job seekers should True
use keywords to ensure that
their résumés are not
immediately discarded by a
firm's applicant-tracking
system.

The keyword résumé uses True

keyword terms to describe an
applicant's characteristics and
industry-specific experience
to accommodate the
computer search process.

Studies indicate that selection False

tests accurately predict the
extent to which an individual
will be motivated to perform
a specific job.

The problems of hiring False

unqualified or less qualified
candidates and rejecting
qualified candidates have
been eliminated since firms
began using selection tests.

Objectivity refers to the False

uniformity of the procedures
and conditions related to
administering tests.
Validity in testing occurs when False
everyone scoring a test
obtains the same results.

Valence is the extent to which False

a selection test provides
consistent results.

Title VII requires the test to True

work without having an
adverse impact on minorities,
females, and individuals with
backgrounds or
characteristics protected
under the law.

Criterion-related validity is True

determined by comparing the
scores on selection tests to
an aspect of job
performance, such as quality
of work.

Construct validity is a test True

validation method that
determines whether a test
measures personal traits that
are important in performing a
job.
Predictive validity is False
considered an inexpensive
and quick method for
establishing the validity of a
selection test.

An IQ test is a type of True

cognitive aptitude test.

Psychomotor abilities tests False

measure a candidate's
knowledge of the duties of
the job for which he or she is
applying.

Job-knowledge tests require False

an applicant to perform a task
or set of tasks representative
of the job.

Personality tests assess an True

applicant's traits and
temperaments and help firms
determine an individual's
leadership and teamwork
skills.

An assessment center is a True

selection approach that
requires individuals to
perform activities similar to
those they might encounter in
an actual job.
Situational interviews focus on False
how an individual handled
job-related circumstances in
the past.

Interviews are valid predictors False

of success on the job, which is
why they are commonly used
to evaluate applicants

In the board interview, the False

interviewer deliberately
makes the candidate
uncomfortable by asking
blunt and often discourteous
questions.

During an unstructured True

interview, an interviewer will
most likely ask open-ended
questions to encourage the
applicant to talk.

Unstructured interviews are True

often time-consuming and
result in obtaining different
information from different
candidates.
Failure to validate is the False
liability an employer incurs
when it does not conduct a
reasonable investigation of an
applicant's background, and
then assigns a potentially
dangerous person to a
position in which he or she
can inflict harm.

A growing number of firms True

use social networking sites,
such as Facebook and
LinkedIn, to investigate the
backgrounds of potential
employees.

HR professionals use metrics True

to evaluate recruitment and
selection effectiveness by
determining the turnover rate,
selection rate, and
acceptance rate.