References and Testing

Question 1

best predictor of future performance

Answer 1

past performance

Question 2

How must an employer obtain information about the quality of previous performance?

Answer 2

relying on an applicant’s references, either by calling those references directly or asking for letters of recommendation from previous
employers.

Question 3

the process of confirming the accuracy
of information provided by an applicant.

Answer 3

Reference Check

Question 4

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 4

Reference

Question 5

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

Answer 5

letter of recommendation

Question 6

lying on their resumes about what experiences or education they actually have

Answer 6

Resume Fraud

Question 7

One should check for

Answer 7

Discipline Problems

Question 8

If an organization hires an applicant
without checking his references and background and he
later commits a crime while in the employ of the organization.

Answer 8

Negligent hiring

Question 9

Reference checkers should always obtain specific behavioral examples and try to get consensus from several references..

Answer 9

Discovering new information about the applicants.

Question 10

References and letters of recommendation are ways to try to predict future performance by looking at a past performance.

Answer 10

Predicting Future Performance

Question 11

references and letters of recommendation have validity of coefficient .18 with a corrected validity of .29 which is low validity due to
some problems with:

Answer 11

(a) leniency
(b) knowledge of the applicant
(c) low reliability, and
(d) extraneous factors

Question 12

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

Answer 12

Negligent Reference

Question 13

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 13

Knowledge of the Applicant

Question 14

Lack of agreement between two people who provide references for the same
person

Answer 14

Low Reliability

Question 15

Letters that contained specific examples were rated higher than those general examples

Letters written by references who like applicants are longer than those written by those who do not.

The longer the recommendation letter, the more positively the letter was perceived.

Answer 15

Extraneous Factors

Question 16

Ethical Guidelines that Reference
Provides should follow:

Answer 16

1. Explicitly state your relationship with the person you are recommending.
2. Be honest in details.
3. Let the applicant see your reference before
   sending it.

Question 17

found that better-educated employees had higher performance, were more likely
to engage in organizational citizenship behaviors, less likely to be absent, and less likely to be engage in on-the-job substance abuse than were employees with lower levels of education.

Answer 17

Ng and Feldman (2009)

Question 18

designed to measure how much a person knows about a job.

Answer 18

Job knowledge tests

Question 19

includes such dimensions as oral and
written comprehension, oral and written expression, numerical facility, originality, memorization, reasoning (mathematical, deductive, inductive), and general learning.

Answer 19

Cognitive ability

Question 20

one of the most widely
used cognitive ability tests in industry.

Answer 20

Wonderlic Personnel Test

Question 21

consists of vision (near, far, night, peripheral), color discrimination, depth perception,
glare sensitivity, speech (clarity, recognition), and hearing (sensitivity, auditory attention, sound localization)

Answer 21

Perceptual Ability

Question 22

are often used for jobs that require physical strength and stamina.

Answer 22

Physical ability tests

Question 23

Physical ability is measured in one of two
ways:

Answer 23

job simulations and physical agility
tests.

Question 24

strength requiring repetitions.

Answer 24

Dynamic Strength

Question 25

stooping or bending over.

Answer 25

Trunk Strength

Question 26

jumping or throwing objects.

Answer 26

Explosive Strength

Question 27

strength not requiring repetitions.

Answer 27

Static Strength

Question 28

speed of bending, stretching, twisting.

Answer 28

Dynamic Flexibility

Question 29

degree of bending, stretching, twisting.

Answer 29

Extent Flexibility

Question 30

Equilibrium balance.

Answer 30

Gross Body

Question 31

coordination when body is in motion.

Answer 31

Gross Body Coordination

Question 32

ability to exert effort over long periods of time.

Answer 32

Stamina

Question 33

Physical ability tests have tremendous adverse impact against women, they have been criticized on three major points:

Answer 33

job relatedness, passing scores, and the time at which they should be required.

Question 34

Measures the extent to which an applicant already has a job-related skill. The two most common methods for doing this are the

Answer 34

work sample and the assessment center.

Question 35

Work Samples

Answer 35

the applicant performs actual job-related tasks a secretarial applicant might be asked to type a letter an applicant for a Graphic Artist position is asked to layout a marketing campaign for the company.

Question 36

Work Samples

Answer 36

they are directly related to job tasks. scores from work samples tend to predict actual work performance. job applicants are able to see the connection between the job sample and the work performed on the job. have lower racial differences in test scores than do written cognitive ability tests

Question 37

a selection technique characterized by the use of multiple assessment methods that allow multiple assessors to actually observe applicants perform simulated job tasks.

Answer 37

Assessment Centers

Question 38

is an assessment center exercise designed to stimulate 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 38

In- basket technique

Question 39

Exercise are the real backbone of the assessment center because they enable assessors to see an applicant “in action."

Answer 39

Simulation

Question 40

In this exercise, applicants meet in small groups and are given a job-related problem to solve or a job-related issue to discuss.

Answer 40

Leaderless Group Discussions

Question 41

are exercises that allow the applicant to demonstrate such attributes as creativity, decision making, and ability to work with others.

Answer 41

Business Games

Question 42

Applicant experience is typically measured in one of four ways:

Answer 42

1. experience ratings of application/résumé information 2. biodata 3. reference checks 4. and interviews

Question 43

In giving credit for experience, one must consider the amount of experience, the level of performance demonstrated during the previous experience, and how related the experience is to the current job.

Answer 43

Experience Ratings

Question 44

a selection method that considers an applicant’s life, school, military, community, and work experience.

Answer 44

Biodata

Question 45

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

Answer 45

Personality Inventory

Question 46

the most widely used objective test of psychopathology.

Answer 46

Minnesota Multiphasic Personality Inventory- (MMPI-2)

Question 47

based on Carl Jung Theory

Answer 47

Myers Briggs Type

Question 48

based on theory of Henry Murray.

Answer 48

Edwards Personal Preference Schedule

Question 49

by Raymond Cattel with 16 personality dimensions

Answer 49

16PF

Question 50

bright, inquisitive

Answer 50

Openness to experience

Question 51

reliable, dependable

Answer 51

Conscientiousness

Question 52

outgoing, friendly

Answer 52

Extraversion

Question 53

works well with others, a team player

Answer 53

Agreeableness

Question 54

not anxious, tense

Answer 54

Emotional stability

Question 55

Common measures of personality used in employee selection;

Answer 55

Hogan Personality Inventory California Psychological Inventory NEO-PI (Neuroticism, Extraversion Openness Personality Inventory

Question 56

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

Answer 56

Projective Test

Question 57

a projective personality test

Answer 57

Rorschach Inkblot Test

Question 58

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

Answer 58

Thematic Apperception Test (TAT)

Question 59

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

Answer 59

Objective Tests

Question 60

are designed to tap vocational interests.

Answer 60

Interest Inventories

Question 61

the answer to these questions provides a profile that shows how similar a person is to people already employed in 89 occupations that have been classified into 23 basic interest scales and 6 general occupational themes

Answer 61

Strong Interest Inventory (SII)

Question 62

also called honesty tests tell an employer the probability that an applicant would steal money or merchandise.

Answer 62

Integrity Tests

Question 63

A type of honesty test that asks questions about applicant’s attitudes toward theft and their previous theft history.

Answer 63

Overt Integrity Test

Question 64

A type of test that measures personality traits thought to be related antisocial behavior.

Answer 64

Personality- Based Integrity Test

Question 65

get a more accurate picture of a person’s tendency to engage in aggressive or counterproductive behavior.

Answer 65

Conditional Reasoning Tests

Question 66

Statement: "A coworker takes credit for your idea in a meeting."

Answer 66

Possible Responses: A. It’s best to let it go; confronting them may cause unnecessary conflict. B. Speak to them privately to clarify the misunderstanding. C. Publicly call them out so they don’t do it again. D. Plan a way to make them look bad in future meetings.

Question 67

To analyze a person’s handwriting, a graphologist looks at the size, slant, width, regularity, and pressure of a writing sample. From these writing characteristics, infor mation about temperament and mental, social, work, and moral traits is obtained.

Answer 67

Graphology

Question 68

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

Answer 68

Drug Testing

Question 69

In jobs involving public safety, it is common for employers to give psychological exams to applicants after a conditional offer of hire has been made.

Answer 69

Psychological Exams

Question 70

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 70

Medical Exams

Question 71

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

Answer 71

Rejection Letter

Question 72

Rejection Letter should contain the following:

Answer 72

A personally addressed and signed letter. The company’s appreciation about his/her application. A compliment about the applicant’s qualifications. A comment about the high qualifications possessed by other applicants. A wish of good luck in the future endeavor. A promise to keep the resume on file.

Question 73

Guidelines on how to probably start a good rejection letter

Answer 73

Send rejection letters or emails to applicants. Don’t send the rejection letter immediately. Be as personable and as specific as possible in the letter. Do not include the name of a contact person.