Selecting New Employees MCQs
Selecting New Employees MCQs
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1: A place where job applicants undergo a series of tests, interviews, and simulated experiences to determine their potential for a particular job is known as .
A. Assessment center
B. Cognitive ability test
C. Compensatory selection model
D. None of these
2: An assessment of general intelligence or of some type of aptitude for a particular job is known as
A. Assessment center
B. Cognitive ability test
C. Compensatory selection model
D. None of these
3: Which model allows an individual to do poorly on one test but make up for that poor grade by doing exceptionally well on other tests?
A. Compensatory selection model
B. Recruiting selection model
C. Construct validity model
D. None of these
4: An assessment that measures a theoretical concept or trait that is not directly observable is known as
A. Content validity
B. Construct validity
C. Criterion-related validity
D. None of these
5: Define Content validity :
A. An assessment of whether a test measures knowledge or understanding of the items it is supposed to measure
B. An assessment of the ability of a test to measure some other factor related to the test
C. A test identifying whether or not an employee is physically capable at a particular point in time of performing a specific type of work
D. None of these
6: Criterion-related validity e ability of a test measures some other factor related to the test.
A. True
B. False
7: ______ is a test who identifying whether or not an employee is physically capable at a particular point in time of performing a specific type of work
A. Fitness-for-duty test
B. Interest test
C. Interest test
D. A test measuring a person’s intellectual curiosity and motivation in a particular field.
8: Interest tests intellectual curiosity and motivation in a particular field.
A. True
B. Fasle
9: Multiple-hurdle selection model requiring that each applicant must pass a ______ test in order to go on to the next test
A. Similar selection
B. Same selection
C. Particular selection
D. All of these
10: Which of the following terms refers to hiring workers who have criminal backgrounds without proper safeguards?
A. Employment malpractice
B. Negligent hiring
C. Improper hiring
D. Invalid screening
11: Personality test measuring the _______ traits or characteristics of applicants
A. Psychological
B. Physical
C. Both a & b
D. None of these
12: A test designed to ensure that applicants are capable of performing on the job in ways defined by the job specification and description is known as
A. Personality test
B. Reliability test
C. Selection test
D. Physical test
13: Choose the correct option about Reliability.
A. The consistency of a test measurement.
B. Choosing the best qualified applicant who was recruited for a given job.
C. Guidelines that provide information that can be used to avoid discriminatory
D. All correct
14: The process of choosing the best qualified applicant who was recruited for a given job s known as
A. Personality test
B. Selection test
C. Simulation test
D. Physical test
15: ______ is a test where a candidate is put into a high-pressure situation in a controlled environment so that the danger and cost are limited
A. Personality test
B. Selection test
C. Simulation test
D. Physical test
16: Skills test is an assessment instrument designed to determine if you have the ability to apply a set.
A. Particular knowledge
B. General knowledge
C. Specific knowledge
D. Both a & c
17: UGESP stands for
A. Uniform Guidelines on Employee Selection Procedures
B. Uniform Gender Equity Support Programme
C. Uniform Guaranteed Energy Savings Program
D. None of these
18: Define validity:
A. Provide information that can be used to avoid discriminatory hiring practices
B. A test conducted by providing a sample of the work that the candidate would perform
C. The extent to which a test measures what it claims to measure.
D. All of these
19: A test conducted by providing a sample of the work that the candidate would perform on the job is known as
A. Work sample
B. Career
C. Employee development
D. None of these
20: ______ is a legal concept that says if the organization hires someone who may pose a danger to coworkers, customers, suppliers, or other third parties, and if that person then harms someone else in the course of working for the company, then the company can be held liable for the individual’s actions.
A. Negligent hire
B. Compensatory selection model
C. Multiple-hurdle selection model
D. Reliability
E. Uniform guidelines on employee selection procedures (UGESP)
21: The ______ test is an assessment of the ability of a test to measure some other factor related to the test.
A. Skills
B. Criterion-related validity
C. Content validity
D. Cognitive ability
E. Construct validity
22: The ______ assessment measures a theoretical concept or trait that is not directly observable.
A. Content validity
B. Criterion-related validity
C. Simulation
D. Construct validity
E. Work sample
23: ______ is the consistency of a test measurement.
A. Selection
B. Reliability
C. Criterion-related validity
D. Validity
E. Simulation
24: ______ were created to guide employers in their efforts to comply with federal laws concerning all employment decisions, and especially the selection process.
A. Equal employment tests
B. Selection modules
C. Guidance principles
D. Employment norms
E. Uniform guidelines
25: Anything that is used to make employment decisions can be considered a(n) ______.
A. Preferred guideline
B. Job fit
C. Employment test
D. Employer guide
E. Job analysis
26: Jaxon gave all job applicants a skills test before hiring them. A year later, Jaxon looked at the performance appraisal scores of those applicants and found that the applicants who scored well on the skills test also received high scores on their performance appraisals. Jaxon’s test appears to have ______.
A. Criterion-related validity
B. Content validity
C. Construct validity
D. Reliability
27: Claire is hiring a typist. She is looking for someone who can type quickly and accurately. She gives each applicant a letter and asks the applicant to type it into a computer. She measures their speed and accuracy in creating the letter. Claire’s test appears to have ______.
A. Business validity
B. Content validity
C. Construct validity
D. Reliability
28: Sadie believes that creative workers are better workers. She gives job applicants a test that assigns a creativity score between 1 and 10. Sadie only hires people who score 7 and higher. Robert scored a 6 on the test and was not hired. He complained to Sadie, saying that he is very creative and that her test is not accurate. What is Robert arguing that the test does not have?
A. Criterion-related validity
B. Content validity
C. Construct validity
D. Reliability
29: On Monday, Skylar gave 10 job applicants a personality test. On Wednesday, she gave the same applicants the test again. On Friday, Skylar compared the results of the first and second tests and found they were almost the same. Skylar’s personality test appears to have ______.
A. Criterion-related validity
B. Content validity
C. Construct validity
D. Reliability
30: Which of the following application form questions is acceptable to ask?
A. What is your sexual orientation?
B. How old are you?
C. Do you have a license to operate the equipment required for this job?
D. What language do you speak when not on the job?
E. Have you ever been arrested?
31: The ______ test measures the psychological traits or characteristics of applicants to determine suitability for performance in a specific type of job.
A. Skills
B. Interest
C. Personality
D. Physical
E. Fitness-for-duty
32: A ______ test assesses general intelligence or some type of aptitude for a particular job.
A. Cognitive ability
B. Skills
C. Fitness-for-duty
D. Personality
E. Criterion-related validity
33: A ______ test is conducted by providing a sample of the work that the candidate would perform on the job and asking the candidate to perform the tasks under some type of controlled condition.
A. Selection
B. Validity
C. Skills
D. Work sample
E. Simulation
34: A ______ test occurs when a candidate is put into a high-pressure situation in a controlled environment so that the danger and cost are limited.
A. Simulation
B. Skills
C. Fitness-for-duty
D. Cognitive ability
E. Selection
35: Assessment Center is a place where job applicants undergo a series of _____ to determine their potential for a particular job.
A. Tests
B. Interviews
C. Simulated Experiences
D. All of these
36: An assessment of _____ intelligence or of some type of aptitude for a particular job is known as Cognitive Ability Test.
A. General
B. Linguistic
C. Naturalistic
D. All of these
37: Model allowing an individual to do poorly on one test but make up for that poor grade by doing _____well on other tests is known as Compensatory
A. Selection Model.
B. Average
C. Good
D. Exceptionally
E. None of these
38: Construct Validity is an assessment that measures a _____concept or trait that is not directly observable.
A. Theoretical
B. Practical
C. Natural
D. Both a and b
39: An assessment of whether a test measures knowledge or understanding of the items it is supposed to measure is known as_____
A. Construct Validity
B. Content Validity
C. Criterion Validity
D. All of these
40: An assessment of the ability of a test to measure some other factor related to the test is known as_____
A. Construct Validity
B. Content Validity
C. Criterion Related Validity
D. All of these
41: Fitness-For-Duty Test is a test identifying _____
A. The psychological traits or characteristics of applicants
B. Whether or not an employee is physically capable at a particular point
C. That applicants can perform the job in ways defined by the job specification
D. All of these
42: Model requiring that each applicant must pass a particular selection test in order to go on to the next test is known as_____
A. Compensatory Selection Model
B. Multiple Selection Model
C. Multiple Hurdle Selection Model
D. None of these
43: Negligent Hire is a legal concept that says if the organization hires someone who may pose a danger to ____ or other third parties and if that person then harms someone else in the course of working for the company, then the company can be held liable for the individual’s actions.
A. Coworkers
B. Customers
C. Suppliers
D. Any of these
44: Personality Test is a test measuring the _____ traits or characteristics of applicants to determine suitability for performance in a specific type of job.
A. Physical
B. Psychological
C. Both
D. None
45: A test designed to ensure that applicants are capable of performing on the job in ways defined by the job specification and description is known as_____
A. Personality Test
B. Physical Test
C. Psychological Test
D. None of these
46: Reliability is the _____ of a test measurement.
A. Applicability
B. Acceptability
C. Consistency
D. All of these
47: The process of choosing the best-qualified applicant who was recruited for a given job is known as_____
A. Recruitment
B. Selection
C. Election
D. All of these
48: Simulation is a test where a candidate is put into a high-pressure situation in a controlled environment so that the _____ are limited.
A. Danger
B. Cost
C. Resources
D. Both a and b
49: An assessment instrument designed to determine if you have the ability to apply a particular knowledge set is known as_____
A. Physical Test
B. Skills Test
C. Personality Test
D. None of these
50: Uniform Guidelines on Employee Selection Procedures are the guidelines that provide information that can be used to avoid discriminatory hiring practices, as well as discrimination in other employment decisions.
A. True
B. False
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