Podcast
Questions and Answers
What is the main purpose of an Assessment Center?
What is the main purpose of an Assessment Center?
- To assess and select employees based on their performance in situational exercises (correct)
- To administer personality tests to potential managers
- To provide public relations functions for the company
- To conduct hiring interviews for entry-level positions
What is the primary criticism of the In-basket exercise/test in Assessment Centers?
What is the primary criticism of the In-basket exercise/test in Assessment Centers?
- It does not effectively assess managerial skills
- It is difficult to score and interpret due to its complexity (correct)
- It lacks inter-rater reliability
- It is too expensive to administer
What is the purpose of the Leaderless Group Discussion in an Assessment Center?
What is the purpose of the Leaderless Group Discussion in an Assessment Center?
- To evaluate candidates' skills in making presentations
- To assess candidates' ability to handle in-basket exercises
- To conduct video presentations of the candidates
- To determine who emerges as a discussion leader in a small group (correct)
What is the main concern about the accuracy of judgments in Hiring Interviews?
What is the main concern about the accuracy of judgments in Hiring Interviews?
What does Validity Generalization refer to in the context of employee screening tests?
What does Validity Generalization refer to in the context of employee screening tests?
What is the first step in assessing and screening job applicants?
What is the first step in assessing and screening job applicants?
Which of the following is considered a wide variety of data sources used in employee screening?
Which of the following is considered a wide variety of data sources used in employee screening?
What is the main difficulty in evaluating resumes and application forms?
What is the main difficulty in evaluating resumes and application forms?
According to the text, which of the following is considered a best predictor of future job performance?
According to the text, which of the following is considered a best predictor of future job performance?
What is the purpose of using weighted application forms or biographical information blanks (BIBs) in employee assessment?
What is the purpose of using weighted application forms or biographical information blanks (BIBs) in employee assessment?
Which type of test allows applicants to perform brief examples of critical tasks that the job requires and is scored on a predetermined scale?
Which type of test allows applicants to perform brief examples of critical tasks that the job requires and is scored on a predetermined scale?
Which personality trait is characterized by being cooperative, helpful, and easy to get along with?
Which personality trait is characterized by being cooperative, helpful, and easy to get along with?
Which test was designed to measure physiological reactions associated with lying and was used in the past to screen for dishonest workers?
Which test was designed to measure physiological reactions associated with lying and was used in the past to screen for dishonest workers?
What type of test measures an individual's ability to understand, regulate, and communicate emotions and use them to facilitate thinking?
What type of test measures an individual's ability to understand, regulate, and communicate emotions and use them to facilitate thinking?
What is the main concern regarding the effectiveness of paper-pencil tests for drug use screening?
What is the main concern regarding the effectiveness of paper-pencil tests for drug use screening?
What is the main difference between speed tests and power tests?
What is the main difference between speed tests and power tests?
What is the purpose of computerized adaptive tests?
What is the purpose of computerized adaptive tests?
What category of employee screening tests measures background information and personal characteristics?
What category of employee screening tests measures background information and personal characteristics?
What type of cognitive ability do Cognitive Ability Tests aim to measure?
What type of cognitive ability do Cognitive Ability Tests aim to measure?
What is the primary purpose of Mechanical Ability Tests?
What is the primary purpose of Mechanical Ability Tests?
What is the purpose of collecting only job-related information in applicant forms?
What is the purpose of collecting only job-related information in applicant forms?
What is the main purpose of employee testing using standardized instruments?
What is the main purpose of employee testing using standardized instruments?
What is the purpose of references and letters of recommendation in employee screening?
What is the purpose of references and letters of recommendation in employee screening?
What is the main purpose of conducting background checks for past criminal activity?
What is the main purpose of conducting background checks for past criminal activity?
Which method is used to establish reliability by administering the same measure to the same people at two different times?
Which method is used to establish reliability by administering the same measure to the same people at two different times?
Work Sample Tests are not constructed as tests, administered under standard conditions, and scored on a predetermined scale.
Work Sample Tests are not constructed as tests, administered under standard conditions, and scored on a predetermined scale.
Personality tests are no longer used in employee assessment due to their low predictive validity.
Personality tests are no longer used in employee assessment due to their low predictive validity.
Honesty and Integrity Tests are solely used as the basis for employee selection.
Honesty and Integrity Tests are solely used as the basis for employee selection.
Employee screening also involves reference checks and letters of recommendation.
Employee screening also involves reference checks and letters of recommendation.
Content validity is established by having Subject Matter Experts (SMEs) judge the appropriateness of the items in a predictor measurement.
Content validity is established by having Subject Matter Experts (SMEs) judge the appropriateness of the items in a predictor measurement.
Criterion-related validity assesses the relationship between screening scores and some criterion of job success, such as work output or quality.
Criterion-related validity assesses the relationship between screening scores and some criterion of job success, such as work output or quality.
Resumes and application forms are used to assess and screen employees, but the text suggests that evaluating and interpreting the information from these sources is a straightforward process.
Resumes and application forms are used to assess and screen employees, but the text suggests that evaluating and interpreting the information from these sources is a straightforward process.
Education, work experience, and outstanding work or school accomplishments are the best predictors of future job performance according to the text.
Education, work experience, and outstanding work or school accomplishments are the best predictors of future job performance according to the text.
The purpose of using weighted application forms or biographical information blanks (BIBs) in employee assessment is to quantify the biographical info and compare the qualifications of applicants.
The purpose of using weighted application forms or biographical information blanks (BIBs) in employee assessment is to quantify the biographical info and compare the qualifications of applicants.
Performance tests involve manipulation of physical objects.
Performance tests involve manipulation of physical objects.
Biodata instruments take a great deal of research to develop and validate.
Biodata instruments take a great deal of research to develop and validate.
Mechanical Ability Tests are effective for screening applicants for positions that require operating and/or repairing machinery.
Mechanical Ability Tests are effective for screening applicants for positions that require operating and/or repairing machinery.
Assessment Centers are mainly used for developing managers rather than selecting managers.
Assessment Centers are mainly used for developing managers rather than selecting managers.
Hiring interviews conducted through videoconference technology generally result in less favorable evaluations compared to face-to-face interviews.
Hiring interviews conducted through videoconference technology generally result in less favorable evaluations compared to face-to-face interviews.
Personality tests are generally less influenced by cultural effects compared to cognitive ability tests.
Personality tests are generally less influenced by cultural effects compared to cognitive ability tests.
