Chap 5: EMPLOYEE SELECTION: REFERENCES AND TESTING

Question 1

In psychology, a common belief is that the best predictor of future performance is______

Answer 1

past performance

Question 2

Verifying previous employment is not difficult, but it can be difficult to verify the ____ of previous performance

Answer 2

quality

Question 3

The process of confirming the accuracy of
résumé and job application
information.

Answer 3

Reference check

Question 4

The expression of an opinion, either orally or
through a written checklist, regarding a applicant’s ability, previous performance, work
habits, character, or potential for future success.

Answer 4

Reference

Question 5

A letter expressing an opinion regarding
an applicant’s ability, previous performance, work habits, character, or potential for success.

Answer 5

Letter of recommendation

Question 6

The content and format of a letter of recommendation are determined by the ______

Answer 6

letter writer

Question 7

The intentional placement of untrue
information on a résumé.

Answer 7

Résumé fraud

Question 8

confirm the truthfulness of information provided by the applicant

Answer 8

Confirming Details on a Résumé

Question 9

Law in Ph that prevents fraud

Answer 9

RA 10845 PQF Philippine qualification Framework

Question 10

determine whether the applicant has a history of such discipline problems as poor attendance, sexual harassment, and violence

Answer 10

Checking for Discipline Problems

Question 11

A situation in which an employee with a
previous criminal record commits a crime as part of his/her employment.

Answer 11

Negligent hiring

Question 12

Former employers and professors can provide information about an applicant’s work habits, character, personality, and skills

Answer 12

Discovering New Information About the Applicant

Question 13

The correlation between scores on a
selection method (e.g., interview, cognitive ability test) and a measure of job performance
(e.g., supervisor rating, absenteeism).

Answer 13

Validity coefficient

Question 14

A term usually found with meta-analysis, referring to a correlation coefficient that has been corrected for predictor and criterion reliability and for range restriction. Corrected validity is
sometimes called “true validity.”

Answer 14

Corrected validity

Question 15

An organization’s failure to meet its legal duty to supply relevant information to a prospective
employer about a former employee’s potential for legal trouble.

Answer 15

Negligent reference

Question 16

the person writing the letter often does not know the applicant well, has not observed all aspects of an applicant’s behavior, or both

Answer 16

Knowledge of applicant

Question 17

The extent to which a score from a test or
from an evaluation is consistent and free from error.

Answer 17

Reliability

Question 18

4 problems with letters of recommendation

Answer 18

Leniency, Knowledge of applicant, Reliability, and Extraneous Factors.

Question 19

3 Ethical Issues with letters of recommendation

Answer 19

1. Confidentiality
2. Truthfulness
3. Fairness

Question 20

A test that measures the amount of job-related knowledge an applicant possesses.

Answer 20

Job knowledge test

Question 21

-Tap the extent to which an applicant can learn or perform a job-related skill.
- used primarily for occupations in which applicants are not expected to know how to perform the job at the time of hire.

Answer 21

Ability tests

Question 22

Tests designed to measure the level of
intelligence or the amount of knowledge possessed by an applicant.

Answer 22

Cognitive ability test

Question 23

Abilities involving the knowledge and use
of information such as math and grammar.

Answer 23

Cognitive ability

Question 24

-The cognitive ability test that is most commonly used in industry.
-The short amount of time (12 minutes) necessary to take the test, as well as the fact that it can be administered in a group setting, makes it popular

Answer 24

Wonderlic Personnel Test

Question 25

- Measure of facility with such processes as spatial relations and form perception -Bennett Mechanical Comprehension Test (BMCT)

Answer 25

Perceptual ability

Question 26

-Measure of facility with such processes as finger dexterity and motor coordination.

Answer 26

Psychomotor ability

Question 27

-Tests that measure an applicant’s level of physical ability required for a job -often used for jobs that require physical strength and stamina, such as police officer, firefighter, and lifeguard -Minnesota manual dexterity test

Answer 27

Physical ability tests

Question 28

A method of selecting employees in which applicants participate in several job-related activities, at least one of which must be a simulation, and are rated by several trained evaluators

Answer 28

Assessment center

Question 29

An assessment center exercise designed to simulate the types of information that daily come across a manager’s or employee’s desk in order to observe the applicant’s responses to such information.

Answer 29

In-basket technique

Question 30

An exercise designed to place an applicant in a situation that is similar to the one that will be encountered on the job.

Answer 30

Simulation

Question 31

A method of selecting employees in which an applicant is asked to perform samples of actual job-related tasks.

Answer 31

Work sample

Question 32

An exercise, usually found in assessment centers, that is designed to simulate the business and marketing activities that take place in an organization.

Answer 32

Business game

Question 33

A psychological assessment designed to measure various aspects of an applicant’s personality

Answer 33

Personality inventory

Question 34

measure the traits exhibited by normal individuals in everyday life. Examples of such traits are extraversion, shyness, assertiveness, and friendliness.

Answer 34

Tests of normal personality

Question 35

Examples of Personality test (4)

Answer 35

MBTI(Myer-Briggs Type Indicator), Edwards Personal Preference Schedule, 16PF(Personality Factor), MMPI-1(Minnesota Multiphasic Personality Inventory)

Question 36

The most widely used objective test of psychopathology

Answer 36

Minnesota Multiphasic Personality Inventory-2 (MMPI-2)

Question 37

A subjective test in which a subject is asked to perform relatively unstructured tasks, such as drawing pictures, and in which a psychologist analyzes his or her responses

Answer 37

Projective tests

Question 38

A type of personality test that is structured to limit the respondent to a few answers that will be scored by standardized keys.

Answer 38

Objective tests

Question 39

A psychological test designed to identify vocational areas in which an individual might be interested.

Answer 39

Interest inventory

Question 40

A popular interest inventory used to help people choose careers.

Answer 40

Strong Interest Inventory (SII)

Question 41

Interest inventories are useful in ____ (helping people find the careers for which they are best suited)

Answer 41

vocational counseling

Question 42

Also called an honesty test; a psychological test designed to predict an applicant’s tendency to steal

Answer 42

Integrity test

Question 43

The amount of goods lost by an organization as a result of theft, breakage, or other loss.

Answer 43

Shrinkage

Question 44

Test designed to reduce faking by asking test-takers to select the reason that best explains a statement.

Answer 44

Conditional reasoning test

Question 45

Also called handwriting analysis, a method of measuring personality by looking at the way in which a person writes.

Answer 45

Graphology

Question 46

Tests that indicate whether an applicant has recently used a drug.

Answer 46

Drug testing

Question 47

In these exams, the physician is given a copy of the job description and asked to determine if there are any medical conditions that will keep the employee from safely performing the job.

Answer 47

Medical Exam

Question 48

A letter from an organization to an applicant informing the applicant that he or she will not receive a job offer

Answer 48

Rejection letter