41.Hundreds of different personality traits exist so personality researchers combined related personality traits into a few broad behavioral traits called the big __________.
a.8c.factors
b.5d.personality
42.__________ tests do not tend to result in adverse impact.
a.Sensoryc.Integrity
b.Psychomotord.Job knowledge
43.__________ tests can add value in predicting job performance and reduce the adverse impact of a cognitive ability test.
a.Sensoryc.Integrity
b.Psychomotord.Job knowledge
44.__________ tests can predict job performance, counterproductive work behaviors including absenteeism and disciplinary problems, and theft.
a.Sensoryc.Job knowledge
b.Psychomotord.Integrity
45.__________ tests can assess either a person’s knowledge of job duties or knowledge about job tasks, tools, and processes.
a.Sensoryc.Job knowledge
b.Psychomotord.Integrity
46.An interviewer asks the job candidate to explain how he might handle a customer conflict if one should occur. What type of interview was being used?
a.Unstructuredc.Behavioral
b.Cased.Situational
47.What type of interview uses asks different candidates different questions and usually does not have standards for evaluating answers?
a.Unstructuredc.Behavioral
b.Structuredd.Situational
48.What type of interview has consistent, job-related questions with predetermined scoring keys?
a.Unstructuredc.Behavioral
b.Structuredd.Situational
49.What type of interview uses information about what the applicant has done in the past to predict future behaviors?
a.Unstructuredc.Behavioral
b.Structuredd.Situational
50.Due to their lack of consistency, __________interviews are difficult to use in comparing job candidates and are not always good predictors of job performance.
a.unstructuredc.behavioral
b.structuredd.situational