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
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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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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?
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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.
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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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