Multiple Choice Questions 

1. The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test. 

A. job knowledge

B. psychomotor

C. high fidelity

D. low fidelity 

2. Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs. 

A. customer service

B. assembly

C. bank teller

D. none of the above

 3. Situational judgment tests ______. 

A. have very high adverse impact

B. involve applicants' descriptions of how they would behave in work scenarios

C. are based on applicants' evaluations of photographs

D. have very low validity 

4. Which of the following is true regarding integrity tests? 

A. Their use has declined in the past decade.

B. They are used to reduce employee accidents.

C. They are usually paper-and-pencil or computerized measures.

D. The construct of integrity is well understood. 

5. Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____. 

A. are about as predictive of job performance as ability tests

B. are more predictive of job performance than ability tests

C. are not strongly predictive of job performance

D. are prohibited by law 

6. Which of the following is a characteristic of a typical unstructured interview? 

A. It is usually carefully planned.

B. The interviewer makes a quick and final evaluation of the candidate.

C. It consists of formal, objective questioning.

D. The interviewer is highly prepared. 

7. Which of the following is a source of error or bias in unstructured interviews? 

A. Low reliability between interviewers.

B. Nonverbal cues from interviewees influence interview ratings.

C. Primacy effects.

D. All of the above are true. 

8. The first step of the structured interview process is __________. 

A. selecting and training interviewers

B. developing the selection plan

C. consulting the job requirements matrix

D. developing selection goals

9. The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview. 

A. situational

B. experience-based

C. projective

D. KSAO-based

10. Which of the following is(are) true based on research regarding interviews? 

A. The validity of structured interviews is low.

B. Situational interviews are less valid than job-related interviews.

C. Panel interviews were less valid than individual interviews.

D. All of the above are true.

11. The correlation between structured interviews and cognitive ability tests is ____________. 

A. positive

B. zero

C. moderately negative

D. very negative 

12. Applicants' reactions to interviews tend to be _________. 

A. very favorable

B. somewhat favorable

C. neutral

D. somewhat unfavorable 

13. Selection for team contexts ____. 

A. is not much different than for selection in general

B. should emphasize both interpersonal and self-management KSAOs

C. should not involve members of the team, because that only leads to resentment

D. all of the above 

14. Which of the following is true regarding drug testing? 

A. Applicants were twice as likely to be tested for alcohol use as drug use.

B. The rate of drug testing has declined slightly in recent years.

C. Upper-level employees are more likely to be tested than lower-level employees.

D. All of the above are true. 

15. Which of the following is a recommendation for the use of drug testing programs? 

A. Drug testing should be done with all jobs.

B. Do not inform applicants of the test results.

C. Provide rejected applicants with an opportunity to appeal.

D. All of the above 

16. Drug tests are not common for many jobs because _____. 

A. drug tests do not "catch" many people

B. the law essentially bans drug tests for all jobs not involving operating a vehicle

C. drug tests are extremely expensive

D. the tests produce a massive number of false positive results

17. Organizations may not ______ prior to making a job offer. 

A. make medical inquiries

B. conduct background checks

C. discuss job responsibilities

D. none of the above

18. The best description of UGESP is that they are _____. 

A. regulations for drug testing in the workplace

B. a set of federal regulations related to selection systems as covered by the Civil Rights Act

C. a set of regulations relating only to disabled individuals

D. regulations that deal only with gender equity and job selection 

19. The UGESP requires employers to ____. 

A. keep records based on religion and marital status for all employees

B. perform a local validation study for every subgroup of employees

C. consider suitable alternative selection procedures if one of the selection techniques has adverse impact

D. assess employee history of drug abuse 

20. Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act? 

A. It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity

B. It is unlawful to screen out individuals with disabilities for any reason

C. It is unlawful for employers to require employees to physical agility tests in a selection context

D. The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff