Question 1

Rather than give his delivery drivers a drug test before allowing them to drive each day,Eric has each driver undergo a medical exam that includes testing their individual reaction time.Eric is giving his drivers a(n) ________ test.

Accepted Answer

A fit for duty exam assesses an employee's ability to safely perform their job duties, including physical and cognitive abilities. Testing reaction time is a component of a fit for duty exam. Drug tests, genetic tests, and interest tests are unrelated to driver safety and job performance.

Question 2

Cognitive ability tests can be used even when such testing has disparate impact,as long as the test has business necessity and is job related.

Accepted Answer

According to Title VII of the Civil Rights Act of 1964, employers can use cognitive ability tests as long as they can demonstrate that the test is job-related and required for the position in question. However, the test must also not have a disparate impact on any protected group, and alternative forms of assessment should be considered if the test is found to be discriminatory.

Question 3

When conducting selection interviews,Kirsten has a list of prepared questions from which she does not deviate.She asks all job candidates the same questions in the same order.Kirsten uses a(n) _________ interview.

Accepted Answer

Kirsten is using a structured interview format, which means she has a set list of questions that she asks all candidates in the same order. This approach allows for consistency in the interview process and makes it easier to compare candidates objectively. The other choices, probing, semi-structured, and closed-ended, are not the best options as they do not accurately describe Kirsten's interview approach.

Question 4

Construct validity measures a trait that is not directly observable.

Accepted Answer

Construct validity measures the extent to which a test or measurement tool captures a theoretical construct or trait that is not directly observable, such as intelligence, creativity, or personality.

Question 5

If a test is not reliable,it can't be valid.

Accepted Answer

Reliability is a prerequisite for validity. If a test is not reliable, then it cannot measure what it is intended to measure consistently, which means it cannot be valid.

Question 6

When conducting a selection interview,Maria described the job to the candidate and answered the candidate's questions about the job.Then Maria asked whether the candidate was still interested in the job.The candidate was no longer interested.Maria thanked the candidate for coming in and closed the interview.Maria's interview ended at the ________ step.

Accepted Answer

Maria presented the realistic job preview by describing the job and answering the candidate's questions. She then asked if the candidate was still interested in the job, which is the final step in presenting the realistic job preview. Since the candidate was no longer interested, Maria closed the interview. Therefore, the interview ended at the "present the realistic job preview" step.

Question 7

When conducting selection interviews,Conor does not prepare questions.He prefers to greet each job candidate and allow the interview to develop organically.He says he likes to have more of a "conversation" than an interview with each candidate.His questions to each candidate are different.Conor uses a(n) _________ interview.

Accepted Answer

Conor uses an unstructured interview style where there is no set list of questions and the interview develops organically.

Question 8

When conducting selection interviews,Alisa likes to ask questions like "Tell me about a time you missed a deadline.Why did you miss it and what did you do?" Alisa is asking _______ questions.

Accepted Answer

Alisa is asking behavioral descriptive questions that aim to gather information about specific past experiences and actions of the candidate. These types of questions allow the interviewer to evaluate the candidate's behavior in context and assess their skills and competencies based on concrete examples.

Question 9

Trevor requires all applicants take a paper-and-pencil test with questions like "If a customer accidentally gave you too much money,would you return the excess?" Trevor is giving his applicants a(n) ________ test.

Accepted Answer

The questions in the test are measuring honesty and integrity, which are aspects of a person's character, making it a personality test. The other options don't seem relevant to the type of questions being asked.

Question 10

When conducting selection interviews,Jane has a list of prepared questions that she asks each candidate.However,she also finds it useful to ask some unplanned questions when the candidate mentions something interesting or when it seems appropriate to gather more information.Jane uses a(n) _________ interview.

Accepted Answer

Jane's interview style is a mix of structured and unstructured questions, making it a semi-structured interview. This allows for flexibility in the interview process while still maintaining some consistency with the prepared questions. Probing and open-ended questions can be used in both structured and semi-structured interviews, but the focus here is on the overall structure of the interview.

Question 11

When conducting selection interviews,Abigail likes to ask questions like "What would you do if a customer requested a refund on a product one year after the product was purchased?" Abigail is asking _______ questions.

Accepted Answer

Abigail is asking hypothetical questions, as she is asking the interviewee to imagine a scenario and explain how they would handle it.

Question 12

Genetic testing may be used as a basis for making employment decisions.

Accepted Answer

Genetic testing is protected under the Genetic Information Nondiscrimination Act (GINA) which prohibits employment discrimination based on genetic information. Therefore, genetic testing cannot be used as a basis for making employment decisions.

Question 13

When conducting selection interviews,Philip likes to ask questions like "Tell me what you know about the company" and "Tell me what you like most about your current job." Phillip is asking _______ questions.

Accepted Answer

Philip is asking open-ended questions, which allow the candidate to provide more detailed and personal responses. Hypothetical questions involve imaginary scenarios, unstructured questions have no specific format, and closed-ended questions can be answered with a simple yes or no.

Question 14

Acme Global uses four different selection tests: an honesty test,a skills test,a cognitive ability test,and an interview.Each test is worth 25 points.To become a finalist,a job candidate must get an average score of 75 on the four tests.Acme Global is using a(n) __________ selection model.

Accepted Answer

In a compensatory selection model, low scores in one area can be compensated for with high scores in another area. Since Acme Global allows an average score to determine finalist status, rather than requiring a minimum score on each test, it's using a compensatory model.

Question 15

Polygraph tests can be used for prospective plainclothes security personnel employees.

Accepted Answer

Polygraph tests are a common part of the hiring process for many plainclothes or undercover security personnel positions. The tests are designed to measure an individual's physiological responses to certain questions or scenarios, with the goal of determining whether they are truthful and trustworthy enough to be given access to sensitive information or facilities. However, it's worth noting that polygraph tests are not foolproof and can be affected by a number of factors, including stress, anxiety, and even physical discomfort. Therefore, many employers use them as just one part of a broader screening process.

Question 16

When conducting selection interviews,Benjamin likes to ask a series of yes/no questions such as "If hired,can you arrive at work each day by 8 a.m?" and "Do you understand the essential functions of the job?" Benjamin is asking _______ questions.

Accepted Answer

Benjamin is asking closed-ended questions, which can be answered with a simple "yes" or "no." This type of questioning is often used in structured interviews where the interviewer has a specific set of questions designed to elicit specific information from the candidate.

Question 17

When conducting selection interviews,Sarah likes to ask questions like "Imagine you are working the night shift and a piece of machinery breaks down.What would you do?" Sarah is asking _______ questions.

Accepted Answer

Sarah is asking hypothetical questions, which ask the candidate to consider a situation that may or may not have happened and how they would react to it.

Question 18

Alexander requires all applicants for jobs on the loading dock demonstrate their proficiency in using tools such as the fork-lift.Alexander is giving his applicants a(n) ________ test.

Accepted Answer

The scenario describes Alexander testing the applicants' ability to use tools such as a fork-lift, which falls under physical skills.

Question 19

When conducting selection interviews,Marc likes to ask questions like "Describe a time when you had to lead a team but had no formal authority." Marc is asking _______ questions.

Accepted Answer

Marc is asking behavioral descriptive questions, which ask the candidate to describe past experiences and behaviors in specific situations. This type of question allows the interviewer to evaluate the candidate's skills and abilities based on real-world examples rather than hypothetical responses.

Question 20

Acme Global uses four different selection tests: an honesty test,a skills test,a cognitive ability test,and an interview.To become a finalist,a job candidate must first score highly on the honesty test.After that,the candidate must score at least 50 on both the skills and cognitive ability tests.Once those are passed,the candidate must pass the interview to become a finalist for the job.Acme Global is using a(n) __________ selection model.

Accepted Answer

Acme Global is using a multiple-hurdle selection model, where candidates must pass each hurdle (honesty test, skills test, cognitive ability test, and interview) before moving on to the next. This model allows for a high level of screening and ensures that only the most qualified candidates reach the finalist stage.

Quiz 6: Selecting New Employees