Hb 307 Ch. 6 Quiz and Answers PDF

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chapter 6 quiz with questions and answers...

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In Class 2/14/2018

Course: HB 307/001, SS18 Instructor: Melissa Bankroff

Assignment: Chapter 6 Quiz

1.

Even if a candidate is a good fit for the job, he or she may not be a good fit for the company because of _______. A. internal comparison estimates B. person-organization fit C. incompatible KSACs D. negligent hiring E. person-job fit

2.

To ensure a screening test measures what it is designed to measure, the test should _______. A. be valid B. be correlated to the job C. be reliable D. eliminate negligence E. have a strong reliability coefficient

3.

Which of the following uses statistics to demonstrate a relationship between test scores and performance? A. Talent analytics B. Test validity C. Content validity D. Criterion validity E. Construct validity

4.

What can be used to measure abstract ideas, such as empathy, that are important for the success of job performance? A. Construct validity B. Reliability coefficients C. Talent analytics D. Internal comparison estimates E. Reliability

5.

Which of the following uses statistical techniques, algorithms, and data cleaning to identify patterns that lead to success or failure on a particular job? A. Predictors B. Utility analysis C. Talent analytics D. Expectancy charts E. Validation

6.

In addition to being valid, a pre-employment test should be consistent with EEO laws, be ethical, and protect the test taker's privacy. These considerations are important when _______. A. conducting a utility analysis

B. C. D. E.

administering the test cross-validating scores analyzing the job choosing the test

7.

Which measurement tool is the most dependable way to validate a test by linking past performance to future success? A. Expectancy charts B. Predictive validation C. Concurrent validation D. Cross-validation E. Alternate form estimate

8.

Answering the question, “Does it pay to use the test?” requires ____________, which allows managers to determine if the use of a selection test makes a difference in employee selection and hiring. A. predictive validation B. validity generalization C. negligent hiring potential D. utility analysis E. bias potential

9.

Under the Uniform Guidelines, when would an employer have to meet validation requirements for testing? A. Only in conjunction with behavioral interview questions B. Only when the pre-employment test is being given to women C. Only when hiring for hourly positions D. Only when there is a claim of negligent hiring E. Only when adverse impact exists

10.

Which of the following gives federal employees limits on the disclosure of personnel information without employee consent? A. EEOC B. Uniform Guidelines C. Common law D. Federal Privacy Act E. Freedom of Information Act

11.

If an employer wanted to test a candidate's deductive reasoning skills and memory, what type of test might be used? A. Personality and interest B. Achievement C. Interest inventory D. Psychological E. Aptitude What pre-employment test can be used to measure traits such as emotional stability and agreeableness and has been correlated with job performance? A. Interest inventory B. Personality C. Cognitive

12.

D. E.

Motor and physical abilities Intelligence

13.

Which aspect of the Global Competencies Inventory helps to determine a candidate's awareness of the impact they make on others? A. The Self-Management Factor B. The Relationship Management Factor C. The Mental and Emotional Health Factor D. The Complexity and Uncertainty Factor E. The Perception Management Factor

14.

What type of assessment test tries to predict performance by having a candidate perform a sample of the job's tasks? A. In-basket assessment B. Miniature job training C. Situational judgment D. Management games E. Work sampling

15.

Which of the following does NOT test for skills related to job tasks but rather tests how an applicant would respond in various situations that might occur on the job? A. Interviews B. Management games C. In-basket assessments D. Video-based simulations E. Situational judgment tests

16.

What type of management test would be used to measure a candidate's interests, past performance, and motivation for the current opportunity? A. Personality tests B. Management games C. Leaderless group discussions D. In-basket assessments E. Interviews

17.

Which type of pre-employment test is considered to be both content relevant and valid, and is used to determine how well a candidate will be able to learn key aspects of the job? A. Situational tests B. Video-based simulations C. Miniature job training D. Work sampling E. Realistic job previews

18.

Although _______ increase the number of applicants who turn down job offers, they also decrease employee turnover. A. assessment centers B. cognitive tests C. miniature job training and evaluation D. situation judgment exercises

E.

realistic job previews

19.

Which selection tool might managers use to uncover damaging information about a candidate that was not otherwise shared in the interview process? A. Leaderless group discussion B. Personality test C. The Predictive Index D. Substance abuse screening E. Background check

20.

What is the result of hiring an employee with a criminal record who then commits a similar crime on the job? A. Poor reliability indication B. Lack of talent analytics C. Negligent validity D. Negligent hiring E. Poor person-organization fit

21.

Under common law, a former employer can be sued for providing information during a reference check if it provides information _______. A. that is false and may harm the candidate's reputation B. about a candidate's character C. beyond the dates of employment and position held D. that includes details regarding work performance E. about past disciplinary action

22.

When seeking reference information about a candidate, what type of system allows a candidate's references to provide information about the candidate anonymously? A. Pre-employment information services B. LinkedIn Reference Search C. Graphology D. Google E. Automated online reference checking system

23.

Which of the following would NOT be a reason for a private employer to administer a polygraph test? A. When hiring a person who will have access to highly classified information B. When hiring a person who will have access to drugs C. When hiring a person who will monitor national defense D. When hiring a person who will work with nuclear Power- related contracts E. When hiring a person who will have access to employee records

24.

Which type of validated employment test is designed to test for dishonesty and other counterproductive forms of behavior? A. Reference check B. IQ test C. Background investigation D. Credit check E. Written honesty test

25.

Which of the following federal laws protects job applicants who are in the process of working toward recovery from drug use? A. Federal Rehabilitation Act B. Drug Free Workplace Act C. Federal Privacy Act D. Americans with Disabilities Act E. Polygraph Protection Act...