Substantive assessment methods

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Reference no: EM13524430

 True / False Questions 

1. Substantive assessment methods are used to reduce the applicant pool to candidates. 

True    False 

2. Personality tests and ability tests are examples of substantive assessment methods. 

True    False 

3. Discretionary assessment methods are used to reduce the candidate pool to finalists for a job. 

True    False 

4. Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job. 

True    False 

5. Currently, personality tests are viewed as having no validity whatsoever as selection methods. 

True    False 

6. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality. 

True    False

7. The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics. 

True    False 

8. Surveys are the most common means of assessing personality. 

True    False 

9. Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention. 

True    False 

10. Extraversion is associated with higher levels of creativity and adaptability. 

True    False 

11. Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts. 

True    False 

12. There is little controversy over the use of personality measures in personnel selection. 

True    False 

13. Evidence suggests that faking or enhancement almost never occurs on personality tests. 

True    False 

14. Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job. 

True    False

15. Evidence suggests that most applicants have relatively positive reactions towards personality testing. 

True    False 

16. The two major types of ability tests are aptitude and achievement. 

True    False 

17. 80% of organizations use some sort of ability test in selection decisions. 

True    False 

18. Measures of specific cognitive abilities do not reflect general intelligence. 

True    False 

19. The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist. 

True    False 

20. Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States. 

True    False 

Reference no: EM13524430

Questions Cloud

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
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
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.
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.
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.
Most valid predictor of performance : This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
Logic of prediction to work in practice for selecting employ : Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
The laws in most states provide employers : The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.
Scored evaluations of unweighted application : The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior.

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