Reference no: EM13524435
True / False Questions
1. Substantive assessment methods are used to reduce the applicant pool to candidates.
2. Personality tests and ability tests are examples of substantive assessment methods.
3. Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.
4. Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.
5. Currently, personality tests are viewed as having no validity whatsoever as selection methods.
6. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.
7. The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
8. Surveys are the most common means of assessing personality.
9. Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.
10. Extraversion is associated with higher levels of creativity and adaptability.
11. Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.
12. There is little controversy over the use of personality measures in personnel selection.
13. Evidence suggests that faking or enhancement almost never occurs on personality tests.
14. Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.
15. Evidence suggests that most applicants have relatively positive reactions towards personality testing.
16. The two major types of ability tests are aptitude and achievement.
17. 80% of organizations use some sort of ability test in selection decisions.
18. Measures of specific cognitive abilities do not reflect general intelligence.
19. The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.
20. 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
: While information from internal selection can be better because multiple point of view can be combined, there are concerns that
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Regarding the use of personality tests in the selection
: The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called
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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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