Deck 8: Selection II: Testing and Other Assessments

Question 1

Which psychological test administered by the Southeastern Connecticut Law Enforcement Consortium for police force applicants rejected numerous high-scoring applicants?

A) Otis-Lennon Mental Ability Test
B) Wechsler Adult Intelligence Scale
C) Wonderlic Personnel Test
D) California Cognitive Inventory

Answer 1

C

Question 2

Which test has good predictive validity for measuring motor coordination in many industrial jobs?

A) a general aptitude test
B) a physical ability test
C) a psychomotor ability test
D) a general ability test

Answer 2

C

Question 3

Which of the following is NOT a psychological test used to select employees?

A) an emotional intelligence test
B) a cognitive ability test
C) a psychomotor test
D) a genetic test

Answer 3

D

Question 4

What did Outtz suggest to use in order to avoid the adverse impact of cognitive ability tests?

A) common sense
B) structured interviews
C) aptitude tests
D) field investigation

Question 5

Which one of the following criteria does NOT need to be met to be accepted as a professional testing standard?

A) Tests must be reliable and valid.
B) Tests must be fair and unbiased.
C) Tests must have utility.
D) Tests must be cost effective.

Question 6

According to researchers Sackett, Borneman, and Connelly, which of the following was NOT one of their conclusions?

A) Coaching is a major determinant of test performance.
B) Test-taking motivation is not a major determinant of test performance in most high-stakes settings.
C) The validity of these tests is not an artifact of socioeconomic status.
D) Ability tests are valid for their intended uses in predicting a wide variety of aspects of short-term and long-term academic and job performance.

Question 7

What is psychological testing NOT used for?

A) to hire applicants
B) to classify applicants selected into the most appropriate positions
C) to assist in screening applicants
D) to identify applicant needs for training

Question 8

What is the term for an enduring, general trait, or characteristic on which people differ and that they bring to a work situation?

A) skill
B) personality
C) ability
D) attribute

Question 9

What is the term for an individual's degree of proficiency or competency on a given task that develops through performing the task?

A) knowledge
B) ability
C) attribute
D) skill

Question 10

Which of the following terms refers to knowledge that is derived from experience when learning is not the primary objective?

A) job knowledge
B) explicit knowledge
C) implicit knowledge
D) tacit knowledge

Question 11

Which of the following is NOT considered an aptitude test?

A) Differential Aptitude Test (DAT)
B) General Aptitude Test Battery (GATB)
C) Multidimensional Aptitude Battery-II
D) Inwald Aptitude Test (IAT)

Question 12

Which term refers to intelligence, general mental ability, or intellectual ability?

A) job knowledge
B) cognitive ability
C) general knowledge
D) personal trait

Question 13

According to the textbook, which of the following is NOT considered a cognitive ability test?

A) California Cognitive Inventory
B) Wonderlic Personnel Test
C) Otis-Lennon Mental Ability Test
D) Wechsler Adult Intelligence Scale

Question 14

Which of the following concepts refers to an enduring, general trait or characteristic on which people differ and that they bring to a work situation?

A) aptitude
B) attribute
C) ability
D) attitude

Question 15

Which of the following is NOT considered a cognitive ability?

A) reasoning
B) finger dexterity
C) problem solving
D) numerical ability

Question 16

If a manager requires an applicant to have the ability to get things done without the help of others, what test would measure this?

A) a general cognitive ability test
B) a practical intelligence test
C) a multiple aptitude test
D) a tacit knowledge test

Question 17

Which concept refers to an individual's degree of proficiency or competency on a given task that develops through performing the task?

A) performance
B) skill
C) proficiency
D) aptitude

Question 18

Which of the following refers to the ability to appropriately regulate and express emotion?

A) emotional intelligence
B) practical intelligence
C) organizational citizenship
D) personality

Question 19

According to the textbook, which of the following is NOT an example of a psychomotor ability?

A) arm-hand steadiness
B) multilimb coordination
C) oral ability
D) manual dexterity

Question 20

Suppose you are seeking an individual with quick finger dexterity for a keyboard operator position. In which of the following categories would dexterity be classified?

A) aptitude
B) attribute
C) skill
D) ability

Question 21

What type of test would you use to assess construction worker applicants for their strength to lift construction material and their balance to keep from falling off a roof?

A) psychomotor ability
B) skill and ability
C) physical and sensory/perceptual ability
D) general cognitive ability

Question 22

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. There are many actions the HRM can take. What would be an important step in dealing with this situation?

A) establish policies and procedures to support whistle blowers
B) adopt discrimination prevention policies and practices
C) ensure valid and reliable drug and alcohol testing
D) educate management on drug and alcohol testing procedures

Question 23

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. Which ethical issue is particularly relevant to drug-testing methods?

A) privacy
B) discrimination
C) addiction
D) costs

Question 24

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. What two types of legislation are particularly important in this situation?

A) the Employment Equity Act and the Canadian Charter of Rights and Freedoms
B) provincial human rights laws and workers compensation acts
C) the Canada Labour Code and the Canadian Human Rights Act
D) provincial human rights law and public transportation legislation

Question 25

SeaWave is a company that builds and repairs ocean and lake marinas and docks in eastern Canada. The company hires deep-sea divers. What type of test should SeaWave use to select its applicants?

A) personality and honesty test
B) psychomotor assessment
C) physical ability assessment
D) physical fitness test and medical examination

Question 26

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. All of the following are proactive measures to address workplace drug and alcohol problems, EXCEPT which one?

A) introducing an employee assistance program and/or health promotion program
B) training staff to identify a person's state of impairment
C) training supervisors to confront employees about substandard performance that may be drug or alcohol related and offer help through the Employee Assistance Program
D) taking disciplinary action by terminating employment if employee's substance abuse behaviour continues

Question 27

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a Grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high, so the CEO of Quantum wants the company's testing process to ensure that Quantum hires the most qualified applicants for the positions.
Refer to Scenario 8-2. How would Quantum Inc. determine an applicant's minimum educational qualifications?

A) It would screen for school transcripts or certificates.
B) It would use an aptitude test.
C) It would perform a reference check.
D) It would use an employment interview.

Question 28

What type of test would you use to assess for motor coordination of firefighter applicants?

A) psychomotor ability test
B) skill test
C) physical abilities test
D) sensory and perceptual test

Question 29

Which of the following abilities correspond to near and far vision, speech recognition, and colour discrimination?

A) cognitive abilities
B) psychomotor abilities
C) physical abilities
D) sensory or perceptual abilities

Question 30

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. If employers can establish a bona fide occupational requirement, which of the following CANNOT be administered?

A) random alcohol testing of employees in safety-sensitive jobs
B) drug or alcohol testing for reasonable cause or post-accident discovery
C) periodic or random testing following disclosure of a current or past drug or alcohol dependency or abuse problem
D) pre-employment and random drug testing

Question 31

A school teacher has HIV/AIDS, and the parents of many of the children have asked that their children be transferred to another teacher or school. The school board has told the teacher that he must transfer to a position where he is not in contact with children. What legally protected ground may be violated in this situation?

A) There is no discrimination because there is a safety concern for employees and students.
B) There is no discrimination because the teacher would not be able to do his job.
C) This is a violation of human rights legislation, based on physical disability.
D) This is a violation of human rights legislation, based on sex.

Question 32

Theft is costing Canadian grocery stores millions of dollars a day. Many have implemented a controversial, inexpensive test to screen out potential thieves, and this has had a negative impact on public relations and left applicants feeling that their privacy has been invaded. What type of test are the grocery stores using?

A) an integrity test
B) a polygraph test
C) a graphology test
D) a personality test

Question 33

Human rights legislation has accepted only three narrow grounds to justify treating employees or job applicants with HIV/AIDS differently from other employees. Which of the following is NOT one of the grounds?

A) The individual carries out invasive procedures such as surgery.
B) The individual is required to travel to countries where HIV/AIDS carriers are denied entry.
C) A sudden deterioration of the brain or central nervous system would compromise public safety.
D) The individual works in a hospital or health-care clinic.

Question 34

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. According to the Canadian Human Rights Act, which of the following does NOT qualify as a prohibited ground for discrimination?

A) physical or mental disability
B) an employer's perception that a disability makes an individual unfit to work
C) a previous drug or alcohol problem
D) excessive drinking of alcohol

Question 35

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. In this situation, what legally protected ground would mandatory employee drug testing be violating?

A) health and safety
B) mental and physical disability
C) there is no violation
D) workplace substance abuse

Question 36

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. What type of drug and alcohol testing is acceptable?

A) pre-employment drug and/or alcohol testing where employees operate heavy equipment
B) random drug testing where included in company policy manual
C) random alcohol testing of employees in non-safety-sensitive positions if testing is also carried out for ALL employees of the company
D) random alcohol testing of employees in safety-sensitive positions where drug or alcohol is established as a problem

Question 37

What are physical fitness and medical examinations designed to do?

A) screen out unhealthy or unfit employees who pose a liability to the employer
B) reduce lost productivity, replacement costs, and legal damages from fellow workers and customers who have been injured through a worker's actions
C) ensure that an applicant meets minimum standards of health to cope with the physical demands of the job
D) determine how the physical fitness and medical status of an applicant relates to the job analysis

Question 38

When should a fitness test or medical exam be given to applicants?

A) after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam
B) prior to the applicant being given an offer of employment
C) never; they discriminate based on mental or physical disability
D) never; employers are required to make accommodations in the workplace for people with disabilities

Question 39

Scenario 8-1
The Federal Transportation Safety Board recently stated that Provincial Ferries has failed to effectively enforce its zero-tolerance substance abuse policy. As part of its investigation into several fatal ferry accidents, the board revealed a pattern of crew use of cannabis. Data in HRIS showed significant costs associated with employee accidents, absenteeism, turnover, and tardiness due to workplace drug and alcohol use. The company president of one of the ferries wants the Transportation Board to implement mandatory employee drug testing. The union opposes mandatory testing and states that the issue has never been brought to the joint safety committee. Management is wondering why no one is standing up for what is right and reporting coworkers who are impaired on the job.
Refer to Scenario 8-1. Which of the following legal and ethical best practices are NOT permissible in dealing with substance abuse in the workplace?

A) drug and alcohol policies
B) training and education for managers and employees
C) confidential channels to access assistance
D) drug and alcohol testing

Question 40

Which "Big Five" personality trait has been found to be related to job success across most organizations and occupations?

A) extroversion
B) conscientiousness
C) openness to experience
D) agreeableness

Question 41

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. Which legislation applies in this case?

A) the Canada Labour Code
B) the Employment Equity Act
C) provincial human rights law
D) the Canadian Human Rights Act

Question 42

Which of the following integrity tests has a high potential for faking, is available in French, but violates APA recommendations for category scoring?

A) Employee Reliability Inventory
B) Reid Report
C) Personnel Reaction Blank
D) Inwald Personality

Question 43

According to the textbook, which concept refers to a simulation exercise designed to assess leadership, organizational, and communication skills?

A) an organization-wide simulation
B) a leaderless group discussion
C) a Markov analysis
D) a situational exercises

Question 44

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. Before requiring the medical exam, which of the following did the employer need to establish?

A) that the absence of arthritis was a bona fide occupational requirement for a private bus driver
B) that the medical exam was valid
C) that the medical exam was reliable
D) that physical ability was a bona fide occupational requirement for a private bus driver

Question 45

A disability cannot be used to screen out applicants unless it can be demonstrated that the ability in question is a bona fide occupational requirement.

Question 46

Which of the following integrity tests has weak evidence of dimensionality, reliability, and validity?

A) Personnel Decisions Incorporated Employment Inventory
B) Hogan Personality Inventory, Revised
C) Stanton Survey New Edition
D) London House Personnel Selection Inventory

Question 47

The employer's goal for employment testing is to select those candidates who best possess the knowledge, skills, abilities, and other attributes that lead to successful job performance.

Question 48

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. What protection does Bill have under human rights law in this situation?

A) Bill is not being discriminated against as public safety requires a high standard of driving skills.
B) Bill is protected on the grounds of physical disability.
C) Bill is protected by employment equity legislation.
D) Bill is not being discriminated against as driving requires quick response of his hands and feet.

Question 49

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a Grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high, so the CEO of Quantum wants the company's testing process to ensure that Quantum hires the most qualified applicants for the positions.
Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for the ability to learn new skills and adapt to new situations?

A) a general cognitive ability test
B) a practical intelligence test
C) a multiple aptitude test
D) a tacit knowledge test

Question 50

Scenario 8-3
Bill, who has an arthritic condition, applied for a position as a private bus driver. He met all the conditions of the selection process but was rejected by the company on the advice of the doctor who performed the mandatory medical examination.
Refer to Scenario 8-3. What legally protected ground may be violated in this situation?

A) privacy
B) mental and physical disability
C) safety
D) physical health

Question 51

The common wisdom in the literature on employee selection-that cognitive ability testing is not biased against minority group members-is now being significantly challenged.

Question 52

Which term refers to testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions and that approximate those found on the job?

A) proficiency
B) aptitude test
C) realistic job preview
D) work sample

Question 53

Applicants react most favourably to tests that allow them to demonstrate their creativity.

Question 54

There is minimal evidence that cognitive ability measurements can serve as a consistent predictor in training and on the job.

Question 55

Which of the following is NOT a guideline for balancing validity and diversity in selection?

A) Use job analysis to carefully define the nature of performance on the job.
B) Enhance applicant reactions.
C) Use well-established predictor measurement methods when feasible.
D) Decrease the cognitive loading of predictors and minimize verbal ability and reading requirements.

Question 56

Testing as a stand-alone program doesn't provide employers with the best results.

Question 57

Psychological testing is a standardized procedure used to obtain a sample of a person's behaviour and to describe the behaviour with the aid of some measurement scale.

Question 58

Applicants react most favourably when employers use which of the following selection methods?

A) work samples and personality tests
B) references and résumés
C) interviews and work samples
D) skill tests and informal interviews

Question 59

Scenario 8-2
A new call centre, Quantum Inc., is hiring individuals with call centre telephone experience and skills. The minimum qualifications are a Grade 12 diploma. Applicants must possess the ability to learn new skills and adapt to new situations. Turnover in the call centre industry is very high, so the CEO of Quantum wants the company's testing process to ensure that Quantum hires the most qualified applicants for the positions.
Refer to Scenario 8-2. Which test method could Quantum Inc. use to test for telephone skills?

A) integrity test
B) a telephone-based interview
C) a personality test
D) an emotional intelligence test

Question 60

The central requirement for any selection tests or assessment procedures is that they accurately assess the individual's performance, or capacity to perform, the essential components of the job in question safely, efficiently, and reliably.

Question 61

Although people use many terms to describe different personalities, there are only four basic dimensions of personality as captured by the Myers-Briggs Type Indicator (MBTI).

Question 62

A specific, narrow ability or skill that may be used to predict job performance is also called cognitive ability.

Question 63

Canadian employers can discriminate on the basis of medical, genetic, or physical condition if the condition poses a serious and demonstrable impediment to the conduct of the work or poses serious threats to the health and safety of people.

Question 64

Situational exercises assess aptitude or proficiency in performing important job tasks by using tasks that are abstract and less realistic than those performed on the actual job.

Question 65

What is psychological testing, and how are psychological tests used?

Question 66

Physical requirements for occupational tasks usually fall into three categories: strength, endurance, and speed.

Question 67

There is very little difference among personality inventories in terms of how well they predict an employee's performance.

Question 68

The only tests with any value in terms of hiring decisions are those that meet accepted professional standards for their development and use. Describe these testing standards.

Question 69

Being very intelligent can be a disadvantage for an employee working at a low-skilled job.

Question 70

General cognitive ability is among the most powerful predictors of success in training and job performance for a variety of occupational groups.

Question 71

Positive drug test results always lead to dismissal of the tested employee from the job.

Question 72

The Human Rights Commission will not accept being free from HIV/AIDS as a bona fide occupation requirement, unless it can be proven that such a requirement is essential to the safe, efficient, and reliable performance of the essential functions of a job or is a justified requirement for receiving programs or services.

Question 73

Employers have an obligation to accommodate all workers who have a medical or physical condition.

Question 74

Work samples and simulations are testing procedures that require job candidates to produce behaviours related to job performance under controlled conditions that approximate those found in the job.

Question 75

What is the goal of employment testing?

Question 76

Despite the popularity of drug testing, there is no clear evidence that applicants who score positive on drug tests are less reliable or productive employees.

Question 77

Integrity tests that try to predict whether employees will steal, be absent, or otherwise take advantage of an employer don't work very well in practice because so many people lie on them or fake their answers.

Question 78

Fitness testing or physical or medical examinations should be administered only after the applicant has been given an offer of employment, which is made conditional on the applicant's passing the test or exam.

Question 79

The intent of physical fitness tests is to ensure that an applicant meets minimum standards of health to cope with the physical demands of the job.

Question 80

Employers have an obligation to accommodate workers with medical or physical conditions on an individual basis.