Chapter 7: Selection Processes and Procedures

Test Bank

Multiple Choice

1. Managers increase the likelihood of selecting the best candidates when they increase ______.

A. the pool of competencies

B. the size of the applicant pool

C. the indicators of validity

D. the reliability estimates

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Analysis

Answer Location: Setting the Stage for Selection: Job Analysis, Recruitment, and Legal Issues

Difficulty Level: Hard

TOP: AACSB Standard: Systems and processes in organizations

SHRM: Structure Workforce Management

2. Kate wants to implement a standard selection procedure for all applicants for a particular job. How can she leverage her access to subject matter experts in setting this selection procedure?

A. She can interview subject matter experts about the KSAOs for the job via a job analysis.

B. She can turn to subject matter experts for analyzing data gathered from personality tests.

C. She can ask subject matter experts to rotate jobs to get a new perspective on their needs.

D. She can task subject matter experts to undertake a needs assessment for their departments.

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Analysis

Answer Location: Job Analysis

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

3. Annie, a recruiter, wants to hire the best possible candidate for the job. She knows that to do this, there are two goals of recruitment to focus on. She needs to increase the size of the applicant pool and ______.

A. hold unstructured interviews

B. increase the number of qualified applicants

C. use targeted recruiting

D. decrease the number of essential functions in the job

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Comprehension

Answer Location: Using Recruitment to Enhance Hiring Decisions

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

4. Court cases that provide interpretation for established laws and legal guidelines are ______.

A. mediation

B. settlements

C. arbitration

D. case law

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Comprehension

Answer Location: Legal and Ethical Issues in Hiring

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

5. Jenkins, a recruiter, has a legal question related to the selection process. Where can he look for an answer?

A. Onetonline.org

B. EEOC Testing Center

C. the Uniform Guidelines

D. the Validity Selection Law

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Application

Answer Location: Legal and Ethical Issues in Hiring

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

6. Noelle serves as legal counsel for a Fortune 500 company that continuously recruits, interviews, and hires people. During the selection process, employment tests are often administered. Noelle is concerned about this impact of these tests on protected groups. What specifically concerns Noelle?

A. global issues

B. adverse impact

C. the amount of time required

D. unstructured interviews

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Application

Answer Location: Legal and Ethical Issues in Hiring

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

7. The 80% rule determines if a prima facie case for ______ exists.

A. adverse impact

B. guidelines

C. reliability

D. disparate treatment

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Comprehension

Answer Location: Legal and Ethical Issues in Hiring

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

8. In addition to Uniform Guidelines, human resource professionals turn to ______ on the development and administration of selection procedures published by the Society for Industrial and Organizational Psychology.

A. professional guidelines

B. optional guidelines

C. international guidelines

D. disability guidelines

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Knowledge

Answer Location: Legal and Ethical Issues in Hiring

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

9. The science of ______ is used to estimate the quality of the measures used in personnel selection.

A. psychometrics

B. reliability

C. validity

D. utility

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Ensuring the Quality of Selection Measures: Reliability and Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

10. In addition to producing better outcomes, a data-driven selection process is ______.

A. more legally compliant

B. more efficient

C. less time intensive

D. less difficult

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Comprehension

Answer Location: Data-Driven Criteria for Choosing Selection Procedures: Reliability, Validity, and Utility

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

11. The ______ of selection decisions is the degree to which they are worth the time and money to carry them out.

A. reliability

B. utility

C. validity

D. integrity

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Selection Utility

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

12. ______ is the consistency of measurement.

A. Validity

B. Reliability

C. Utility

D. Metric

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Reliability

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

13. Ramses is a hiring manager who often administers a skills test during an applicant’s first interview. The applicant scores well and Ramses invites him back for a second interview, where he administers the same test. This time the results are different. Ramses is reviewing ______.

A. the usefulness of the test

B. the mechanics of the test

C. the reliability of the test

D. the purpose of the test

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Reliability

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

14. Layla finds that a particular test that her company using during the selection process to measure problem-solving skills does not accurately predict an applicant’s ability on the job to solve problems. This test is ______.

A. unreliable

B. not valid

C. too data driven

D. controlled

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

15. ______ relates to how accurately at test measures something.

A. Validity

B. Reliability

C. Utility

D. Correlation

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

16. Kim, a subject matter expert, participates in a job analysis. Her input is used to develop a test for selection. Kim then reviews the test. What is this process meant to ensure?

A. content validity

B. reliability

C. predictive validity

D. mechanical validity

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Content Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

17. ______ is an approach to test development, focused on sampling the domain such as the job.

A. Concurrent validity

B. Content validity

C. Reliability

D. Construct validity

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Content Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

18. What is necessary to demonstrate content validity for a test used for selecting applicants?

A. mechanical data and interpretation

B. a job analysis and SME review

C. reliability testing and outcomes

D. standardized selection procedures

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Comprehension

Answer Location: Content Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

19. Zahir aims to show that there is a statistically significant correlation between a test and how well someone performs on the job. ______ shows an empirical relationship between the test and performance.

A. Standard reliability

B. Relationship bias

C. Applicant diversity

D. Criterion-related validity

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Criterion-Related Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

20. The correlation between a test score and performance is the ______.

A. correlation coefficient

B. validity coefficient

C. reliability factor

D. validity measure

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Comprehension

Answer Location: Criterion-Related Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

21. Lila, a recruiter, administers a test to a group of applicants and later analyzes how well the scores correlate to job performance. This is an example of ______.

A. performance validity

B. content validity

C. predictive validity

D. concurrent validity

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Criterion-Related Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

22. Jamal, a manager, works with his human resource partner to administer a test to current employees to show correlation between the test score and current job performance. This is an example of ______.

A. performance validity

B. content validity

C. predictive validity

D. concurrent validity

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Criterion-Related Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

23. ______ involves administering the test to job applicants and then seeing how well the test scores correlate with their later job performance scores.

A. Content validity

B. Predictive validity

C. Data validity

D. Validity coefficient

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Criterion-Related Validity

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

24. Tom is hiring for mechanical engineers for his team and wants to test mechanical ability. He works with the human resource manager to contact test publishers for the evidence that their test actually measures mechanical ability. What is Tom interested in confirming in this example?

A. reliability

B. construct validity

C. content validity

D. data measurement

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Analysis

Answer Location: Construct Validity

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

25. Marie purchases a test to use for customer service representative applicants. The vendor that sells her the test explains that the test has been successfully used for similar positions at similar companies. As a result, Marie feels confident that the test will work for her selection process. This is an example of ______.

A. content validity

B. construct validity

C. generalization validity

D. local validation

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Do Organizations Have to Do Their Own Validity Research?

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

26. ______ is the assumption that selection procedures that have been validated for similar jobs in similar organizations can be assumed to be valid for new situations.

A. Reliability

B. Content validity

C. Validity generalization

D. Utility

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Do Organizations Have to Do Their Own Validity Research?

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

27. A tool for determining selection procedures’ relationships with each other is ______.

A. a job analysis

B. a work sample

C. an assessment center

D. a correlation matrix

KEY: Learning Objective: 7.3: Demonstrate the strategic choice and combination of various selection procedures.

REF: Cognitive Domain: Knowledge

Answer Location: Strategically Choosing and Combining Selection Procedures

Difficulty Level: Easy

TOP: AACSB Standard: Systems and processes in organizations

SHRM: Structure Workforce Management

28. Keaton is examining a suite of tests available to his company to determine their suitability for adding to a selection procedure. All of them correlate strongly with the job performance measure. Keaton analyzes how the tests correlate with each other and finds that Cognitive Ability Tests A and B correlate with each other strongly (.87) but correlate only weakly with Cognitive Ability Test C and the Personality Test (.21). Which tests should Keaton keep?

A. Cognitive Ability Test A, Cognitive Ability Test B, and the Personality Test

B. Cognitive Ability Test A and the Personality Test

C. Cognitive Ability Test A, Cognitive Ability Test C, and the Personality Test

D. Cognitive Ability Test C and the Personality Test

KEY: Learning Objective: 7.3: Demonstrate the strategic choice and combination of various selection procedures.

REF: Cognitive Domain: Analysis

Answer Location: Strategically Choosing and Combining Selection Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Systems and processes in organizations

SHRM: Structure Workforce Management

29. Karen, a recruiter, knows that there isn’t one selection procedure that is better than another one when choosing applicants. How does Karen decide which selection procedures to use given that there is not one best procedure to implement?

A. Karen chooses selection procedures that overlap each other.

B. Karen chooses selection procedures that are innovative.

C. Karen chooses selection procedures that confirm her preferences.

D. Karen chooses selection procedures that complement each other.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Selection Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

30. Ayo receives a large number of applications for nursing positions at the hospital where he works as a recruiter. This job has a 6-month learning curve, so retention is important. How could he problem-solve using a low-cost method to reduce the number of applicants to a number he could manage to interview within a given time frame?

A. administer personality tests

B. administer situational judgment tests

C. review resumes for biographical data

D. assess specific cognitive abilities

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Analysis

Answer Location: Selection Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

31. What is the most common type of selection procedure?

A. interview

B. personality tests

C. integrity tests

D. cognitive ability tests

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Interviews

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

32. In the ______ interview, the interviewer has a conversation with the job applicant with no set of questions for each applicant.

A. unstructured

B. structured

C. behavioral

D. situational

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Unstructured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

33. In the ______ interview, all job applicants are asked the same, job-related questions.

A. standardized

B. structured

C. situational

D. behavioral

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Structured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

34. A structured interview is ______ an unstructured interview.

A. more valid than

B. less valid than

C. equally valid to

D. less reliable than

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Structured Interviews

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

35. Jean is interviewing applicants for a job on her team. She has a list of questions that she asks them to help determine what they would do in a given hypothetical situation. What type of interview is this?

A. behavioral interview

B. unstructured interview

C. situational interview

D. initial interview

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Structured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

36. Mary asks applicants she interviews how they have handled given situations in the past. What type of interview is this?

A. behavioral interview

B. situational interview

C. unstructured interview

D. initial interview

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Structured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

37. Josie, a recruiter, is in charge of the summer intern program. She interviews college students for entry-level work. Since the applicants are typically young and do not have much experience, which type of interview is likely to yield better results?

A. unstructured

B. online

C. situational

D. behavioral

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Structured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

38. In the ______ interview, job applicants are asked what they would do in a hypothetical work-related situation.

A. standardized

B. structured

C. situational

D. behavioral

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Structured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

39. In the ______ interview, applicants are asked how they handled a work-related situation in the past.

A. standardized

B. structured

C. situational

D. behavioral

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Structured Interviews

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

40. According to the textbook, ______ of employers use personality tests for hiring.

A. 25%

B. 42%

C. 52%

D. 62%

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Personality Tests

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

41. Anika is hiring for entry-level positions for a job that requires a high degree of teamwork. Applicants will go through extensive training. They need to be willing to learn new things and be conscientiousness performers as well as be sociable and sensitive to their teammates’ feelings. Finally, since the job is in a fast-paced, high stress, and quick to change environment, applicants need to be able to cope well with anxiety and worry. Anika is searching for a personality test to administer. Given the needs of the job she is hiring for, which test could she use?

A. the integrity test

B. the cognitive ability test

C. the emotional intelligence test

D. the Big Five

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Analysis

Answer Location: Personality Tests

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

42. In the Five Factor Model personality typology, ______ has to do with a person’s inquisitiveness and willingness to learn new things.

A. openness to experience

B. conscientiousness

C. extroversion

D. neuroticism

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Five Factor Model (FFM) or the “Big Five”

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

43. In the Five Factor Model personality typology, ______ includes traits such as dependability and achievement orientation and was found to relate to job performance across most jobs.

A. openness to experience

B. conscientiousness

C. extroversion

D. neuroticism

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Five Factor Model (FFM) or the “Big Five”

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

44. In the Five Factor Model personality typology, ______ which includes traits such as sociability was related to jobs such as sales and management.

A. openness to experience

B. conscientiousness

C. extroversion

D. neuroticism

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Five Factor Model (FFM) or the “Big Five”

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

45. In the Five Factor Model personality typology, ______ is the degree to which the person is kind, sensitive, and pays attention to others’ feelings.

A. agreeableness

B. conscientiousness

C. extroversion

D. neuroticism

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Five Factor Model (FFM) or the “Big Five”

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

46. In the Five Factor Model personality typology, ______ relates to anxiety and worry.

A. openness to experience

B. conscientiousness

C. extroversion

D. neuroticism

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Five Factor Model (FFM) or the “Big Five”

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

47. What kind of test helps employers screen out applicants who are high risk for negative on-the-job behaviors such as stealing, illicit drug use, or fighting with coworkers?

A. situational judgment test

B. cognitive ability test

C. physical ability test

D. integrity test

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Analysis

Answer Location: Integrity Tests

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

48. A(n) ______ test is an assessment of the ability to perceive, process, evaluate, compare, create, understand, manipulate, or generally think about information and ideas.

A. emotional intelligence

B. cognitive ability

C. integrity

D. situational judgment

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Cognitive Ability Tests

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

49. Very broadly, ______ is defined as one’s ability to recognize and appraise emotions in oneself and others and behave accordingly.

A. emotional intelligence

B. cognitive ability

C. integrity

D. situational judgment

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Cognitive Ability Tests

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

50. Maci is charged with hiring an executive administrative assistant. This person must possess solid writing skills as they will be drafting documents for the top management team. In order to assess the level of the applicants writing skills, they are assigned to write a memo that demonstrates the specific criteria for the job. Once the applicants complete the writing assignment, other administrative assistants review it to ensure that the writing quality is what the executive management team requires. What kind of selection procedure does this scenario describe?

A. work sample

B. cognitive ability test

C. physical ability test

D. situational judgment test

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Work Samples

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

51. What kind of test provides a simulation activity that assesses how applicants respond given specific job-related scenarios?

A. assessment centers

B. situational judgment tests

C. physical ability tests

D. training experience

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Situational Judgment Tests (SJTs)

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

52. ______ tests are sometimes referred to as “low-fidelity simulations” because they capture some realism of work samples in a format that can be used more easily with large numbers of applicants.

A. Emotional intelligence

B. Cognitive ability

C. Integrity

D. Situational judgment

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Situational Judgment Tests (SJTs)

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

53. A specific type of work sample known as the ______ was developed to assess management skills and are typically carried out over a series of days at a remote site.

A. situational judgment

B. assessment center

C. behavioral interview

D. biographical data test

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Assessment Centers

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

54. Which type of document asks an applicant about their work-related education, training, and experience and is then scored based on a preexisting rubric?

A. screening form

B. employability form

C. training and experience forms

D. reference and background check

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Training and Experience Forms

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

55. Asking an applicant how many jobs they have had in the 3 years in order to predict how long they are likely to stay in a job is an example of collecting ______.

A. application information

B. biographical data

C. structured interview

D. references

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Biodata

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

56. What is the most commonly used first-hurdle screening method that helps narrow down the applicant pool to a more manageable size?

A. biodata

B. training and experience form

C. resume

D. assessment center

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Resumes

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

57. A downfall of references is that applicants tend to only provide the names of people whom they know will provide a positive recommendation. Despite this downfall, what makes a hiring manager likely to still use references?

A. to help screen out applicants who might be high risk

B. to make the applicant nervous

C. to identify applicants with the most personal references

D. to complete a credit check

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: References and Background Checks

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

58. Billy is a recruiter at a children’s hospital. He has a rigorous selection process in place to ensure not only the best educated and trained professionals are hired but also that the people he hires do not have criminal histories. What method does Billy use to ensure that applicants are not a criminal risk to others?

A. resume

B. biodata

C. background check

D. references

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: References and Background Checks

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

59. A driver for a lumberyard needs to be able to lift a minimum of 50 pounds by himself. How might the hiring manager determine if an applicant is able to meet this physical demand of the job?

A. a reference

B. an assessment center

C. a cognitive ability test

D. a physical ability test

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Application

Answer Location: Physical Ability Tests

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

60. A technological advance that has created ethical complications in selection is the rise of ______.

A. the online interview

B. e-mail communication

C. the smart phone

D. social media

KEY: Learning Objective: 7.5: Recognize and explain key analytical, legal, ethical, and global issues associated with personnel selection.

REF: Cognitive Domain: Comprehension

Answer Location: Emerging Issues in Selection

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

61. Jane often looks at applicants’ Facebook pages when she is making hiring decisions. Which of these is a true statement that Jane should keep in mind while doing so?

A. Social media is not as helpful a screening method as credit history is.

B. Job applicants are always very conscientious about their social media usage.

C. Applicants tend to provide similar types and amounts of information across platforms.

D. Research has suggested that decisions based on social media may reflect unintentional bias.

KEY: Learning Objective: 7.5: Recognize and explain key analytical, legal, ethical, and global issues associated with personnel selection.

REF: Cognitive Domain: Comprehension

Answer Location: Emerging Issues in Selection

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

62. If an applicant perceives that they were treated unfairly during the selection process, their reaction can affect whether they ______.

A. pass a cognitive ability test administered as a first hurdle

B. accept the job, if offered at the end of the process

C. submit a resume after filling out an online application

D. are viewed as someone with the right skills for the job

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Comprehension

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

63. Requesting that an applicant for a graphic design job produce a work sample is evidence that the selection procedure is ______.

A. timely

B. personable

C. job related

D. consistent

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Application

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

64. Sandy is interviewing for a management position. She is asked to participate in an assessment center. This is evidence that the selection procedure provides applicants ______.

A. isolated testing

B. opportunity to perform

C. interpersonal treatment

D. consistency

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Application

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

65. When an applicant is treated with respect during an interview, this shows the selection procedure is ______.

A. timely

B. consistent

C. interpersonal

D. job related

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Application

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

66. After an interview, Jennifer lets the applicant know when they can expect to hear the result of the application process. Jennifer then follows up within an appropriate time frame. Jennifer’s quick follow-up is evidence of ______.

A. consistency

B. opportunity to perform

C. feedback timeliness

D. job relatedness

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Application

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

67. Jennifer treats all applicants fairly and asks them each the same questions. This is evidence of ______.

A. feedback timeliness

B. consistency

C. opportunity to perform

D. job relatedness

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Application

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

68. Of the all the possible selection procedures, which is one that applicants feel the least positive about?

A. integrity tests

B. work samples

C. assessment centers

D. resumes

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Knowledge

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

69. Work samples are a preferred selection procedure by applicants, however can be ______ when there are a lot of applicants.

A. impractical

B. distracting

C. unnecessary

D. indeterminate

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Comprehension

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

70. In a multiple-hurdle approach to deploying selection procedures, the ______ are administered first.

A. most expensive

B. least expensive

C. the easiest

D. the most difficult

KEY: Learning Objective: 7.7: Explain how to deploy selection procedures within organizations to enhance job performance.

REF: Cognitive Domain: Comprehension

Answer Location: Deployment of Selection Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

71. Timely feedback between selection hurdles is important to avoid ______.

A. delaying opportunities to perform

B. delivering bad news

C. procedures that are not reliable or valid

D. losing the best candidates to other employers

KEY: Learning Objective: 7.7: Explain how to deploy selection procedures within organizations to enhance job performance.

REF: Cognitive Domain: Comprehension

Answer Location: Deployment of Selection Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

True/False

1. Finding the right talent helps to propel an organization in the right strategic direction.

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Comprehension

Answer Location: Setting the Stage for Selection: Job Analysis, Recruitment, and Legal Issues

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

2. Adverse impact is a critical issue in understanding the implementation of selection procedures.

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Knowledge

Answer Location: Legal and Ethical Issues in Hiring

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

3. Showing content validity generally involves complex statistics.

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are deonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Content Validity

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

4. Psychoanalysis is the science use to estimate the quality of measures used in personnel selection.

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Ensuring the Quality of Selection Measures: Reliability and Validity

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

5. If a test is developed using a content validity approach, it should also show positive criterion-related validity.

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Knowledge

Answer Location: Construct Validity

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

6. It is recommended to have redundant selection processes to confirm validity across multiple tests.

KEY: Learning Objective: 7.3: Demonstrate the strategic choice and combination of various selection procedures.

REF: Cognitive Domain: Application

Answer Location: Selection Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

7. Without fail, predictors for job performance are consistent across different cultures.

KEY: Learning Objective: 7.3: Demonstrate the strategic choice and combination of various selection procedures.

REF: Cognitive Domain: Comprehension

Answer Location: Selection Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

8. Personality tests tend to elicit high adverse impact.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Selection Procedures

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

9. General cognitive ability tests can have adverse impact against certain protected groups.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Selection Procedures

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

10. Due to high administrative costs, recruiters and hiring managers tend to use work samples as a final step in the selection process.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Selection Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

11. Some researchers say personality tests are still valid even if people cheat on them.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Knowledge

Answer Location: Personality Tests

Difficulty Level: Easy

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

12. A cognitive ability test is meant to assess a person’s general ability to consider information as it relates to on-the-job performance.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Comprehension

Answer Location: Cognitive Ability Tests

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

13. Some employers think that poor credit history correlates to a high degree of problem-solving skills.

KEY: Learning Objective: 7.5: Recognize and explain key analytical, legal, ethical, and global issues associated with personnel selection.

REF: Cognitive Domain: Comprehension

Answer Location: Emerging Issues in Selection

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

14. Research shows that people want to be treated fairly during the hiring process. Perceptions of being treated unfairly influence attitudes and behaviors.

KEY: Learning Objective: 7.6: Describe the importance of applicant reactions to selection processes.

REF: Cognitive Domain: Comprehension

Answer Location: Applicant Reactions to Selection Methods and Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

15. When recruiters deploy selection procedures, they generally start with the least expensive ones first and then build a multiple-hurdle approach where the final procedures are the more resource intensive ones.

KEY: Learning Objective: 7.7: Explain how to deploy selection procedures within organizations to enhance job performance.

REF: Cognitive Domain: Comprehension

Answer Location: Deployment of Selection Procedures

Difficulty Level: Medium

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

Essay

1. How does job analysis and legal issues apply to recruitment and selection?

KEY: Learning Objective: 7.1: Explain how job analysis and legal issues apply to recruitment and selection.

REF: Cognitive Domain: Analysis

Answer Location: Setting the Stage for Selection: Job Analysis, Recruitment, and Legal Issues

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

2. Examine the difference between reliability and validity. Provide examples.

KEY: Learning Objective: 7.2: Describe the concepts of reliability, validity, and selection utility and how they are demonstrated.

REF: Cognitive Domain: Application

Answer Location: Data-Driven Criteria for Choosing Selection Procedures: Reliability, Validity, and Utility

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

3. Differentiate between cognitive ability tests and physical ability tests by analyzing the main differences for deployment as well as adverse impact.

KEY: Learning Objective: 7.4: Identify the different selection procedures available for making hiring decisions and their advantages and disadvantages.

REF: Cognitive Domain: Analysis

Answer Location: Selection Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

4. Demonstrate, using a scenario, three reasons that companies should be cautious about using credit histories in the selection process.

KEY: Learning Objective: 7.5: Recognized and explain key analytical, legal, ethical, and global issues associated with personnel selection.

REF: Cognitive Domain: Application

Answer Location: Emerging Issues in Selection

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management

5. Apply what has been learned about deployment selection procedures to design an approach to fill five vacancies from a pool of 50 strong candidates.

KEY: Learning Objective: 7.7: Explain how to deploy selection procedures within organizations to enhance job performance.

REF: Cognitive Domain: Application

Answer Location: Deployment of Selection Procedures

Difficulty Level: Hard

TOP: AACSB Standard: Application of knowledge

SHRM: Workforce Management