Chapter 14

Question 1

In which the interviewer pursues different areas of inquiry with each job applicant

Answer 1

Traditional interview

Question 2

Which are standardized, with the same questions asked to each candidate.

Answer 2

Structured interviews

Question 3

What type of interview has no validity and reliability?

Answer 3

Traditional Interview

Question 4

Reproduce task parameters as realistically as possible.

What type of validity testing is this? Give an example.

2pts

Answer 4

• High validity testing
• Ex- Flight simulator for a pilot

Question 5

Simulate the task with a written, verbal, or visual description.

What type of validity testing is this? Give an example.

2pts

Answer 5

• Low validity testing
• Ex- What would you do in a certain situation

Question 6

A type of test that presents candidates with written or video scenarios that pose work-related dilemmas as well as four or five possible action plans that candidates could take in response.

Answer 6

Situational Judgement Test

Question 7

Provide visual indicators to help the manager evaluate employees.

What type of scale is this?

___: are numbers or words

2pts

Answer 7

• Graphical rating scales
• Anchors

Question 8

Occur when reviewers give all employees better than they deserve.

What type of classification error is this?

Answer 8

Leniency errors

Question 9

Evaluators score all employees below what they deserve.

What type of classification error is this?

Answer 9

Severity errors

Question 10

Occur when raters use only the middle of the rating scale and ignore the highest and lowest scale categories.

What type of classification error is this?

Answer 10

Central tendency errors

Question 11

Occurs when evaluators allow their judgment on one dimension to influence judgments on other dimensions.

What type of classification error is this?

Answer 11

Halo effect

Question 12

Many shortcomings of the traditional interview, including its low reliability and validity, can be overcome by ______.

A. asking different questions to each candidate
B. preparing the applicant for the interview
C. interviewing only one applicant for each job
D. structuring the interview and the interviewing procedure

Answer 12

D. structuring the interview and the interviewing procedure

Question 13

What is the Five Factor Theory?

A. a theory that suggests that there are five factors that make a good leader
B. a theory that suggests that there are five factors related to high performance
C. a theory that underlies the development of the 16 Factor Personality Questionnaire
D. a theory that suggests that there are five central personality dimensions

Answer 13

D. a theory that suggests that there are five central personality dimensions

Question 14

Which one of the following statements about the polygraph is FALSE?

A. There is no scientific evidence that a specific “lie response” exists.
B. Polygraph interpreters and users may be making the “Othello error.”
C. The major drawback to using polygraphs is that they generate a high rate of false positives.
D. The general discomfort and nervousness measured by the polygraph indicates that the person is hiding something.

Answer 14

D. The general discomfort and nervousness measured by the polygraph indicates that the person is hiding something.

Question 15

Which one of the following statements about using reliable and valid testing in organizations is a myth?

A. Preemployment tests cost too much.
B. Reliable and valid tests identify the best candidates for the job.
C. Any organization can get sued, but evidence of reliable and valid tests are the best defense.
D. Structured interviews increase validity, but they are time-consuming to develop and administer.

Answer 15

A. Preemployment tests cost too much.