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Question 1

– usually termed as intelligence tests for it assesses an individual’s different cognitive processes.

Answer 1

Cognitive Ability Tests

Question 2

– used to assess individual interests that may influence their performance for a certain job. Through this test the placement officer can make sure that a certain employee is suitable and compatible with his/her current position.

Answer 2

Interest Test

Question 3

– concerned with assessing an individual’s acquired knowledge either through formal or informal training and education. It measures how much knowledge an individual have for a definite discipline.

Answer 3

Achievement Tests

Question 4

– are tests that are used to determine a person’s ability in a particular skill or field of knowledge. It also assesses an individual’s propensity to succeed in a given task.

Answer 4

Aptitude Tests

Question 5

– applicable for some jobs that require good muscular coordination, finger dexterity, and precise eye-hand coordination.

Answer 5

Motor Ability Tests

Question 6

– measures personal attributes such as emotional stability, conformity, agreeableness, etc. Some ___ tests are administered either through self-report inventories or projective tests.

Answer 6

Personality Tests

Question 7

– Items deals with specific characteristics, symptoms, or feelings in which they are ask to indicate how well each item describes them or how much they agree with it.

Answer 7

Self-report Inventories

Question 8

– when an ambiguous stimulus was presented to an individual and he/she is asked to describe the given stimuli

Answer 8

Projective Tests

Question 9

– the rejection of a qualified applicant.

Answer 9

False Negative

Question 10

– the acceptance of an unqualified applicant.

Answer 10

False Positive –

Question 11

– Applicants always have the tendency to choose favorable statements and answer some question erroneously that would likely produce an inaccurate result.

Answer 11

Faking Test Responses

Question 12

Many people react with uneasiness, anxiety or even feared test taking, this may be mixed with suspicion and hostility which might influence the results of each test.

Answer 12

Attitude Towards Testing –

Question 13

a series of tables based on the selection ratio, base rate, and test validity that yield information about the percentage of future employees who will be successful if a particular test is used.

are designed to estimate the percentage of future employees who will be successful on the job if an organization uses a particular test

Answer 13

Taylor-Russell Tables

Question 14

– a utility method that compares the percentage of times a selection decision was accurate with the percentage of successful employees.

Answer 14

Proportion of Correct Decisions

Question 15

uses the base rate, test validity, and applicant percentile on a test to determine the probability of future success for that applicant.

Answer 15

Lawshe Tables –

Question 16

– a method of ascertaining the extent to which an organization will benefit from the use of a particular selection system.

Answer 16

Brogden-Cronbach-Gleser Utility Formula

Question 17

This examination determines the physical fitness of an applicant for the job. It also screen outs applicants with communicable diseases, physical problems and those that are influenced by drugs.

Answer 17

Physical Examinations

Question 18

– a test which indicates whether an applicant recently used an illegal drug

Answer 18

Drug Test

Question 19

– an interview with a psychologist and administration of one or more psychological tests.

Answer 19

Psychological Exams

Question 20

determines if the applicant is fit for the duties and responsibilities of a certain job.

Answer 20

Medical Exams

Question 21

(Methods in Decision to select or reject)
selects an applicant in straight rank order according to their test scores.

Answer 21

Unadjusted Top Down Selection –

Question 22

(Methods in Decision to select or reject)
– the names of the top three applicants were given to the department head.

Answer 22

The Rule of Three

Question 23

(Methods in Decision to select or reject)
– all shortlisted applicants obtained a passing score for each screening procedure.

Answer 23

Passing Score

Question 24

(Methods in Decision to select or reject)
– multiple tests were administered and if the applicant fails on one he fails the whole test.

Answer 24

Multiple Cut-off Approach

Question 25

(Methods in Decision to select or reject) – multiple tests were administered one by one and if the applicant fails on one her would not continue to the other tests.

Answer 25

Multiple Hurdle Approach

Question 26

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

Answer 26

Banding –

Question 27

When an applicant successfully passed each screening procedures he/she may now be assigned for a certain department that would best suit is qualifications.

Answer 27

Placement –

Question 28

Rejected applicants should be treated well for they are also potential customers and applicants for other position within the company.

Answer 28

Rejection –

Question 29

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

Answer 29

Rejection Letter