Reference no: EM13524433
True / False Questions
1. Applicant appearance may be a source of error or bias in an unstructured interview.
True False
2. The starting point for the structured interview is the job rewards matrix.
True False
3. Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.
True False
4. Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.
True False
5. The interview is the central means through which an applicant can learn about the job and organization.
True False
6. Applicants tend to react very negatively to the interview.
True False
7. When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.
True False
8. Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.
True False
9. Contingent assessment methods are always used in the selection process.
True False
10. Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.
True False
11. Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.
True False
12. Federal law prohibits drug testing for a majority of jobs.
True False
13. Drug test results can be very accurate with low error rates, if the proper procedures are followed.
True False
14. Some organizations have begun to screen out those who smoke tobacco.
True False
15. Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.
True False
16. Organizations may make medical inquiries or require medical exams prior to making a job offer.
True False
17. A medical examination for employees is defined the same way as for job applicants.
True False
18. The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure.
True False
19. Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid.
True False
20. The three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity.
True False
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Validate samples from an initial screening test
: Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test.
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Performance and deviant workplace behavior
: Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.
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Substantive assessment methods
: Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.
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Interest inventories are designed to improve person job
: Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories
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Discretionary and contingent assessment methods
: The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure
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This personality trait is associated with better performance
: This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
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Predictors for executive and professional jobs
: Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs.
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Substantive assessment methods
: The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
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Most valid predictor of performance
: This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
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