TRUE/FALSE
1. The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory.
2. Interest inventories play a key role in organizational selection decisions.
3. Interest inventories tend to be more tied to the occupation, rather than the organization or the job.
4. A typical unstructured interview often contains highly speculative questions.
5. Applicant appearance may be a source of error or bias in an unstructured interview.
6. The starting point for the structured interview is the job rewards matrix.
7. Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.
8. Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests.
9. The interview is the central means through which an applicant can learn about the job and organization.
10. Applicants tend to react very negatively to the interview.
11. When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview.
12. Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker.
13. Contingent assessment methods are always used in the selection process.
14. Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.
15. Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.
16. Federal law prohibits drug testing for a majority of jobs.
17. Drug test results can be very accurate with low error rates, if the proper procedures are followed.
18. Some organizations have begun to screen out those who smoke tobacco.
19. 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.
20. Organizations may make medical inquiries or require medical exams prior to making a job offer.