21.In many firms, HR recruiters confirm resume or application information to weed out candidates who would potentially be a bad fit to a job or organization. This is an example of __________.
a.cognitive testingc.structured interviews
b.telephone screeningsd.unstructured interviews
22.__________ can help identify other positions where an applicant might be a good fit.
a.Cognitive testingc.Structured interview
b.Telephone screeningsd.Unstructured interviews
23.__________ assessment methods are usually more comprehensive in evaluating job candidates’ fit with the job and organization.
a.Screeningc.Contingent
b.Evaluatived.Training
24.__________ assessment is often expensive and time consuming but should be thought of as an investment in hiring the most successful employees.
a.Screeningc.Contingent
b.Evaluatived.Training
25.__________ tests typically use computerized or paper-and-pencil tests to assess general mental abilities, including reasoning, logic, and perceptual abilities.
a.Cognitive abilityc.Personality
b.Job knowledged.Integrity
26.__________ predicts success in virtually all jobs but is most important in complex jobs, when individuals are new to the job, and when changes require workers to learn new ways of performing.
a.Cognitive abilityc.Personality
b.Job knowledged.Integrity
27.Jane is required to take visual, auditory, and speech perception assessments before she can set up an interview for the new job she hopes to land. This type of testing is an example of __________testing.
a.sensoryc.integrity
b.psychomotord.job knowledge
28.__________ tests assess strength, physical dexterity, and coordination.
a.Sensoryc.Integrity
b.Psychomotord.Job knowledge
29.In the process of starting her new job, Julie was required to take a test to assess her attitudes related to honesty. This is an example of a(n) __________ test.
a.sensoryc.integrity
b.psychomotord.job knowledge
30.__________ tests measure the knowledge required by a job.
a.Sensoryc.Integrity
b.Psychomotord.Job knowledge