Lesson 4

Question 1

The process of confirming the accuracy of resume and job application information

Answer 1

REFERENCE CHECK

Question 2

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

Answer 2

REFERENCE

Question 3

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

Answer 3

LETTER OF RECOMMENDATION

Question 4

Reasons for Using References and Recommendation

Answer 4

I. Confirming Details on a Resume (Resume Fraud)
2. Checking for Discipline Problems (Negligent Hiring)
3. Discover New Information About the Applicant
4. Predicting Future Performance

Question 5

Four Main Problems with References and Recommendation

Answer 5

I. Leniency
2. Poor reliability
3. Knowledge of the Applicant
4. Variety of Extraneous Factors

Question 6

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

Answer 6

JOB KNOWLEDGE TEST

Question 7

A basic capacity for performing a wide range of different tasks, acquiring knowledge, or developing skills.

Answer 7

ABILITY

Question 8

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

Answer 8

COGNITIVE ABILITY

Question 9

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

Answer 9

COGNITIVE ABILITY TEST

Question 10

The cognitive ability test that is most commonly used in industry

Answer 10

WONDERLIC PERSONNEL TEST

Question 11

Measure of facility with such processes as spatial relations and form perception.

Answer 11

PERCEPTUAL ABILITY

Question 12

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

Answer 12

PSYCHOMOTOR

Question 13

Tests that measures an applicant’s level of physical ability required for a job.

Answer 13

PHYSICAL ABILITY

Question 14

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 14

ASSESSMENT CENTER

Question 15

Two Common Methods to Predict Performance Using Applicant Skill:

Answer 15

• WORK SAMPLES
• ASSESSMENT CENTER

Question 16

An assessment method that can be taken virtually at any time and place and on the device of the applicant’s choosing.

Answer 16

UNPROCTORED INTERNET-BASED TESTING

Question 17

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 17

IN-BASKET TECHNIQUE

Question 18

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

Answer 18

SIMULATIONS

Question 19

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

Answer 19

WORK SAMPLES

Question 20

A selection technique, usually found in assessment centers, in which applicants meet in small groups and are given a problem to solve or an issue to discuss.

Answer 20

LEADERLESS GROUP DISCUSSION

Question 21

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

Answer 21

BUSINESS SIMULATION GAMES

Question 22

The application of game-like elements to traditional assessments.

Answer 22

GAMIFIED ASSESSMENT

Question 23

Applicant experience is typically measured in one of four ways:

Answer 23

• INTERVIEWS
• REFERENCE CHECKS
• EXPERIENCE RATINGS OF APPLICATION/ RESUME INFORMATION
• BIODATA

Question 24

A method of selection involving application blanks that contain questions that research has shown will predict performance.

Answer 24

BIODATA

Question 25

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

Answer 25

PERSONALITY INVENTORIES

Question 26

The most widely used objective test of psychopathology.

Answer 26

MINNESOTA MULTIPHASIC PERSONALITY INVENTORY (MMPI)

Question 27

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

Answer 27

PROJECTIVE TEST

Question 28

A projective personality test.

Answer 28

RORSCHACH INKBLOT TEST

Question 29

A projective personality test in which test takers are shown pictures and asked to tell stories. It is designed to measure need levels

Answer 29

THEMATIC APPERCEPTION TEST

Question 30

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

Answer 30

OBJECTIVE TEST

Question 31

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

Answer 31

INTEREST INVENTORY

Question 32

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

Answer 32

INTEGRITY TEST

Question 33

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

Answer 33

SHRINKAGE

Question 34

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

Answer 34

CONDITIONAL REASONING TEST

Question 35

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

Answer 35

GRAPHOLOGY

Question 36

PREDICTING PERFORMANCE LIMITATIONS DUETO MEDICAL AND PSCYHOLOGICAL PROBLEMS

Answer 36

• DRUG-TESTING • PSYCHOLOGICAL EXAMS • MEDICAL EXAMS

Question 37

Linear approaches to hiring usually take one of four forms:

Answer 37

- TOP-DOWN SELECTION - PASSING SCORES - RULE OF THREE - BANDING

Question 38

A straight-line relationship between the test score and the criterion of measurement.

Answer 38

LINEAR

Question 39

Selecting applicants in straight rank order of their scores.

Answer 39

TOP-DOWN SELECTION

Question 40

A method of making selection decisions in which a high score on one test can compensable for a low score on another test.

Answer 40

COMPENSATORY APPROACH

Question 41

A variation on top-down selection in which the names of the top three applicants are given to a hiring authority who can then select any of the three.

Answer 41

RULE OF THREE

Question 42

The minimum test score that an applicant must achieve to be considered hire.

Answer 42

PASSING SCORES

Question 43

A selection strategy in which applicants must meet or exceed the passing score on more than one selection test.

Answer 43

MULTIPLE CUT-OFF APPROACH

Question 44

Selection practice of administering one test at a time so that applicants must pass that test before being allowed to take the next test.

Answer 44

MULTIPLE HURDLE APPROACH

Question 45

A statistical technique based on the standard error of measurement that allows similar test scores to be grouped.

Answer 45

BANDING