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Kelsey is filling out an application form for the position of an elementary school teacher. While she is filling it out, she comes across a section that asks for information about her high school and college courses and grades. Which section of the application form is being referred to here?


A) mailing address
B) work experience
C) racial details
D) educational background
E) declaration

F) D) and E)
G) C) and D)

Correct Answer

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Which action during the selection process would be illegal under the equal employment opportunity laws?


A) asking candidates whether they are able to perform the essential functions of a job
B) asking all candidates whether they have ever worked under a different name
C) asking candidates how close they are to retirement age
D) asking all candidates which schools they have attended
E) asking candidates whether they will need any reasonable accommodation to complete the selection process

F) B) and E)
G) None of the above

Correct Answer

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How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation?


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

F) A) and B)
G) C) and E)

Correct Answer

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Identify the correct statement regarding job performance tests.


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.

F) A) and B)
G) All of the above

Correct Answer

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The HR department at Hufton Co. recently developed and employed a certain test in the selection process for managers. After observing trends within the organization, the HR department concluded that the test was not a valid selection criterion. What most likely led to the observation that the test was not valid?


A) Managers who were recruited without the tests performed well when promoted to other roles.
B) Managers who got low scores on the tests performed poorly when promoted to other roles.
C) Managers who fared well in the tests performed well in their roles.
D) Managers who performed well on the tests performed poorly in their roles.
E) Managers who were recruited without the tests performed poorly in their roles.

F) A) and C)
G) A) and E)

Correct Answer

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The extent to which something provides economic value greater than its cost is called its


A) practicality.
B) utility.
C) validity.
D) accountability.
E) reliability.

F) B) and D)
G) C) and D)

Correct Answer

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Gretchen applies for a data systems operator position in one of the federal governmental agencies. As part of the selection process, she takes a civil services exam that measures her existing knowledge and skills. This scenario exemplifies a(n)


A) psychometric test.
B) critical thinking test.
C) judgment test.
D) aptitude test.
E) achievement test.

F) A) and E)
G) D) and E)

Correct Answer

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Chad wants to build a start-up company with a small number of people working for him. He decides to do all the hiring himself. Lucas, a friend of Chad's who is a lawyer, warns Chad about the risk of discrimination complaints he could receive from applicants who are not hired. Which statement best expresses the basis of Lucas's concern about avoiding discrimination?


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.

F) D) and E)
G) A) and B)

Correct Answer

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A reliable measurement generates consistent results.

A) True
B) False

Correct Answer

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Moose Tech, a software start-up, is putting together a new team to work on the marketing strategies for their expansion project. In the context of using the "Big Five" personality traits for effective team building, which employees would be good additions to a team that encourages a strong and harmonious culture and is most likely to give the best results?


A) Kelly is very organized; Allison is very cooperative.
B) Liz is not achievement-oriented; Connor is laid-back.
C) Both Nick and Drew are domineering.
D) Both Rebecca and Leann are aggressive and unforgiving.
E) Ryan is emotionally unstable; Tabitha is constantly depressed.

F) None of the above
G) B) and D)

Correct Answer

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Define what is meant by reliability, validity, and utility in the employment selection context.

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Reliability is the extent to which a mea...

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Reliability answers the important question of


A) whether you are measuring something accurately.
B) whether you are measuring something that matters.
C) how you are measuring correlation coefficients.
D) how many errors something can achieve while still being considered useful.
E) intelligence in employees.

F) B) and C)
G) D) and E)

Correct Answer

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The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.

A) True
B) False

Correct Answer

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Interviews are the least expensive method of employee selection.

A) True
B) False

Correct Answer

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Selection methods should accurately predict how well individuals perform, and they should


A) produce information that actually benefits the organization.
B) not cost the company a great deal of money.
C) all be applicable to many different roles in many different locations.
D) only be applicable to the company where they are being used.
E) only be used on current employees with leadership aspirations.

F) B) and C)
G) D) and E)

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While applying for the position of administrative assistant, Monica was asked to provide the name and phone number of her previous supervisor. She was also provided the alternative of presenting a letter from her previous supervisor vouching for her performance on the job. Which tool used in the initial selection process is illustrated in this case?


A) application form
B) résumé
C) background checks
D) aptitude tests
E) references

F) A) and C)
G) A) and B)

Correct Answer

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A test that is valid in other contexts beyond the context in which it was developed is known as a(n) ________ method.


A) practical
B) generalizable
C) reliable
D) invalid
E) concurrent

F) D) and E)
G) B) and D)

Correct Answer

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Discuss the burden placed on people or organizations contacted as references for job candidates. How do organizations cope with this burden?

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Providing information as references for ...

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Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

A) True
B) False

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Along with 50 other candidates, Paula applied for the position of analyst at Atticus Inc. Because Paula's profile stood out from other candidates' profiles, she was called for an interview in which she performed well. In the context of the steps involved in the selection process for recruitment, which step would most likely be taken next by the recruiter?


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

F) A) and B)
G) B) and D)

Correct Answer

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