Employee Testing and Selection

1. A reliable employment test will most likely yield ________.

• A. Consistent scores when a person takes two alternate forms of the test

• B. Improved scores when a person takes the same test more than once in a single day

• C. High scores when a person takes two alternate forms of the test on different occasions

• D. Similar scores when two different people are administered the test at different times

2. Which one of the following terms refers to the accuracy with which a test fulfills the function for which it was designed?

• A. Reliability

• B. Validity

• C. Expectancy

• D. Consistency

3. Selection tests should be used as supplements to other tools like interviews and background checks.

• True

• False

4. As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. which one of the following is most likely being measured by UPS?

• A. Motor ability

• B. Personality

• C. Cognitive

• D. Interest

5. Carlos recently participated in a selection test for a position at Northern Aeronautics. The test measured Carlos's finger dexterity and reaction time, so it was most likely a(n) ________ test

• A. Interpersonal skills

• B. Cognitive skills

• C. Physical abilities

• D. Achievements

6. The Big Five personality dimensions include all of the following EXCEPT ________.

• A. Neuroticism

• B. Optimism

• C. Extroversion

• D. Conscientiousness

7. Which one of the following terms refers to training candidates to perform several of the job's tasks and then assessing the candidates' performance prior to hire?

• A. Achievement testing

• B. Work sampling technique

• C. Management assessment center

• D. Miniature job training

8. Which one of the following is the primary reason that firms conduct background investigations of job applicants?

• A. Adhere to legal hiring practices

• B. Limit the number of applicants

• C. Uncover false information

• D. Report criminals to police

9. A(n) ________ is a multi-day simulation in which candidates perform realistic tasks in hypothetical situations and are scored on their performance

• A. Work sampling event

• B. Situational judgment test

• C. Management assessment center

• D. Applicant personality test