Multiple Choice Question
1. Which of the following is a criterion on which biodata items can be classified?
A. historical vs. nonverifiable
B. invasive vs. firsthand
C. objective vs. subjective
D. equal access vs. easy access
2. The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.
A. certifications
B. biodata forms
C. letters of recommendation
D. MBAs
3. The information collected for an accomplishments record includes ______.
A. a written statement of the accomplishment
B. when the accomplishment took place
C. any recognition for the accomplishment
D. all of the above
4. Which of the following methods is the most valid predictor of performance?
A. Initial interviews
B. Handwriting analysis
C. Biodata
D. Unweighted application blanks
5. Research has indicated that job applicants generally have a __________ view of biodata inventories.
A. very positive
B. negative
C. positive
D. neutral
6. One major problem with letters of recommendation is that they _________.
A. are too lengthy to be useful
B. are not structured or standardized
C. are too ambiguous to interpret
D. all of the above are correct
7. The most common person to be contacted in a reference check is the applicant's __________.
A. former coworkers
B. HR department at his/her former employer
C. former supervisor
D. friends
8. Background testing is concerned with the __________ of an applicant.
A. integrity
B. reliability
C. personal adjustments
D. all of the above
9. One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.
A. expensive
B. not related to job performance
C. easy to fake
D. inefficient
10. Which of the following is true regarding genetic screening?
A. It helps to screen out people who will perform poorly on the job.
B. It is used widely by companies in the U.S.
C. It helps to screen out people who are susceptible to certain diseases.
D. A recent court decision has ruled that it is allowable under the Americans with Disabilities Act.
11. One guideline for improving the effectiveness of initial interviews is to ____.
A. ask questions which assess the most basic KSAOs
B. make them long and rigorous
C. ask each applicant different questions
D. A and B are correct
12. The issue of consistency of measurement with assessment methods is called ______.
A. validity
B. reliability
C. variability
D. central tendency
13. An example of an assessment method which has relatively low reliability is ________.
A. biographical information
B. initial interviews
C. application blanks
D. resumes
14. _________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor.
A. Low reliability
B. Adverse impact
C. Utility
D. Habeas corpus
15. A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____.
A. providential statement
B. disclaimer
C. waiver
D. requisition
16. Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.
A. education level
B. quality of school
C. training and experience
D. all of the above are correct
17. Employers protect themselves in the initial stages of contact with job applicants through the use of _______.
A. labor contracts
B. employment clauses
C. disclaimers
D. discharge policies
18. Which of the following is not one of the five-factor model personality traits?
A. Conscientiousness
B. Extroversion
C. General mental ability
D. Neuroticism
19. Which of the following is true regarding the Big Five personality factors?
A. They are reasonably valid in predicting job performance.
B. They represent emotional traits.
C. They represent cognitive abilities.
D. None of the above.
20. This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.
A. Neuroticism
B. Extraversion
C. Agreeableness
D. Conscientiousness
E. Openness to experience