46. Reliability:
a) is concerned with whether an employer can depend on an employee coming to work over time
b) is concerned with employee turnover over time
c) is concerned with the consistency of a measurement over time
c) is concerned with how relevant a measurement is for job performance
47. In the hiring process, a measurement is valid:
a) when the factor measured is relevant for satisfactory job performance
b) when the measurement is consistent over time
c) if it is reliable
d) if it is a measurement of past accomplishments
48. Which of the following is most concerned with a selection method’s cost effectiveness?
a) generalizability
b) validity
c) reliability
d) utility
49. Applicants react more positively to a particular assessment:
a) when they don’t have to spend a lot of time on theassessment
b) when they believe they will do well on the assessment
c) when the assessment discloses information about the culture of the organization
d) when written assessments are utilized
50. Hirability is an assessment of a job applicant that includes:
a) overall qualifications of an applicant
b) expected future performance of an applicant
c) overall qualifications and expected performance of an applicant
d) consensus of all levels of management involved in the interview process
51. What is the best predictor of performance?
a) verbal reasoning
b) quantitative problem solving
c) performance in a panel interview
d) general mental ability
52. Which type of assessment has been shown to help predict the performance of a team?
a) cognitive ability assessments
b) personality assessments
c) general intelligence
d) social interaction assessments
53. Personality testing:
a) is allowed throughout the United States
b) can have adverse impact for women and minorities
c) cannot be faked by applicants
d) primarily provides insight into job-fit
54. Computer testing:
a) has lower reliability
b) is seen as unfair by applicants because of required computer skills
c) is more often faked by applicants
d) has less evidence of faking than paper-and-pencil test versions
55. Integrity tests can predict:
a) cognitive performance and potential
b) overall performance and potential
c) absenteeism
d) counterproductive behavior, absenteeism and overall performance