Employee Testing and Selection

Question 1

is a crucial process within
human resource management. This process comprises conducting interviews and evaluating
candidates for specific job roles, with a goal of selecting a candidate to hire based on predefined
criteria such as qualifications, skills, and experience.

Answer 1

Employee selection, also known as candidate selection

Question 2

Effective selection is crucial for three major reasons:

Answer 2

cost, performance, and legal obligations

Question 3

A well-matched employee enhances overall productivity, while a misaligned employee can lead to inefficiencies

Answer 3

Performance

Question 4

An unsuitable applicant could lead to resource wastage and possible organizational
problems

Answer 4

Cost

Question 5

follow equal
employment regulations. Negligent hiring might result in legal consequences if workers
with questionable backgrounds are employed without conducting the necessary
background screenings.

Answer 5

Legal Obligations

Question 6

provides consistent scores when taken by the same person
on different occasions.

Answer 6

Reliable Test

Question 7

a test’s first important requirement or factor as it emphasizes
consistency.

Answer 7

Reliability

Question 8

Measuring reliability involves
various methods.

Answer 8

test-retest reliability estimates, reliability coefficient

Question 9

establishes whether a test assesses the things it is supposed to measure.

Answer 9

Validity

Question 10

In employee testing, there are three types of validity that are utilized. These are:

Answer 10

Criterion Validity, Content Validity, Construct Validity

Question 11

statistically demonstrating a relationship between
scores on a selection procedure and job performance.

Answer 11

Criterion Validity

Question 12

demonstrates that the content of a selection procedure is
representative of crucial aspects of job performance.

Answer 12

Content Validity

Question 13

measures an abstract idea crucial for successful job performance.

Answer 13

Construct Validity

Question 14

type of approach in which the tests are in which
the test scores are given to current employees in the company and these scores
are then compared to their current performance.

Answer 14

Concurrent Validation

Question 15

the tests are
administered to the applicants before being hired in the company.

Answer 15

Predictive Validation

Question 16

This is a method used to assess the effectiveness of HR practices, including tests. The
information required is the validity of the selection measure, a measure of job performance in
terms of money, applicants’ average test scores, the cost of testing an applicant, and the
number of applicants tested and selected.

Answer 16

Utility Analysis

Question 17

refers to the degree to which evidence of a measure’s validity obtained in one
situation can be generalized to another situation without further study,

Answer 17

Validity Generalization

Question 18

In summary, companies should make sure to
understand the need to keep employees’ information confidential and to adopt a __

Answer 18

“need to know”
policy

Question 19

general reasoning ability (intelligence) and tests of specific mental abilities like memory and inductive reasoning.

Answer 19

Cognitive Tests

Question 20

These tests measure finger dexterity, manual dexterity, and
reaction time.

Answer 20

motor abilities

Question 21

These tests measure static strength, dynamic strength,
body coordination, and stamina.

Answer 21

tests of physical abilities

Question 22

Industrial psychologists often focus on the “big five”
personality dimensions:

Answer 22

extraversion, emotional stability/neuroticism, agreeableness,
conscientiousness, and openness to experience.

Question 23

tendency to exhibit poor emotional adjustment and
experience negative effects, such as anxiety, insecurity, and hostility

Answer 23

Neuroticism

Question 24

a tendency to be sociable, assertive, and active, and to
experience positive effects, such as energy and zeal

Answer 24

Extraversion

Question 25

to experience is the disposition to be imaginative, nonconforming,
unconventional, and autonomous.

Answer 25

Openness

Question 26

the tendency to be trusting, compliant, caring, and gentle.

Answer 26

Agreeableness

Question 27

is comprised of two related facets: achievement and dependability.

Answer 27

Conscientiousness

Question 28

individuals who exhibit traits of self-control through being capable of
planning, organizing, working strategically towards goals, and carrying out tasks

Answer 28

Conscientiousness

Question 29

conducted with a psychologist and they present an
ambiguous stimulus and the person reacts.

Answer 29

Projective personality tests

Question 30

when applicants fill them out, for example, the
Myers-Briggs Test

Answer 30

Self-reported personality tests

Question 31

compare one’s interests with those of people in various occupations.

Answer 31

Interest inventories

Question 32

measure what someone has learned. They measure your “job knowledge” in areas
like economics, marketing, or human resources.

Answer 32

Achievement tests

Question 33

presenting candidates with tasks that are representative of the
actual job responsibilities they would handle.

Answer 33

Work Samples

Question 34

involve creating a scenario or
environment that mimics aspects of the job to observe how candidates react and perform.

Answer 34

simulations

Question 35

tries to predict job performance by requiring job candidates
to perform one or more samples of the job’s tasks.

Answer 35

work sampling technique

Question 36

select a sample of several tasks crucial to performing the job,
and then to test applicants on them.

Answer 36

basic procedure

Question 37

“designed to assess an applicant’s
judgment regarding a situation encountered in the workplace.”

Answer 37

Situational judgment

Question 38

is a 2- to 3-day simulation in which 10 to 12
candidates perform realistic management tasks (like making presentations) under the
observation of experts who appraise each candidate’s leadership potential.

Answer 38

management assessment center

Question 39

This exercise confronts the candidate with an accumulation of reports,
memos, notes of incoming phone calls, letters, and other materials collected in the actual
or computerized in-basket of the simulated job he or she is about to start.

Answer 39

The in-basket

Question 40

Trainers give a leaderless group a discussion question and
tell members to arrive at a group decision.

Answer 40

Leaderless group discussion