True / False Questions 

1. Applicant appearance may be a source of error or bias in an unstructured interview. 

True    False 

2. The starting point for the structured interview is the job rewards matrix. 

True    False

3. Situational interviews assess an applicant's ability to project what his/her behavior would be in the future. 

True    False

4. Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests. 

True    False 

5. The interview is the central means through which an applicant can learn about the job and organization. 

True    False 

6. Applicants tend to react very negatively to the interview. 

True    False 

7. When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview. 

True    False

8. Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker. 

True    False

9. Contingent assessment methods are always used in the selection process. 

True    False 

10. Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work. 

True    False 

11. Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors. 

True    False

12. Federal law prohibits drug testing for a majority of jobs. 

True    False 

13. Drug test results can be very accurate with low error rates, if the proper procedures are followed. 

True    False 

14. Some organizations have begun to screen out those who smoke tobacco. 

True    False 

15. Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test. 

True    False 

16. Organizations may make medical inquiries or require medical exams prior to making a job offer. 

True    False

17. A medical examination for employees is defined the same way as for job applicants. 

True    False

18. The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure. 

True    False 

19. Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid. 

True    False 

20. The three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity. 

True    False