Question :
61. ______ an interview procedure where applicants confronted with specific issues, : 1251025
61. ______ is an interview procedure where applicants are confronted with specific issues, questions, or problems that are likely to arise on the job.
A. Expertise interview
B. Reference interview
C. Past-based interview
D. Situational interview
Situational interview items have been shown to have quite high predictive validity. Situational interviews can be particularly effective when assessing sensitive issues dealing with the honesty and integrity of candidate.
62. Which of the following statements about background checks is FALSE?
A. Many firms that provide background checks are unreliable themselves.
B. Background checks offer no guarantee, because of the increased sophistication of those in the dishonesty business.
C. In the case of biographical data, because applicants who supply the information may be motivated to misrepresent themselves, background checks can help.
D. Few employers use methods for getting background information on applicants before interviews.
The evidence on the reliability and validity of reference checks suggests that these are, at best, weak predictors of future success on the job.
63. A test that differentiates individuals based on mental capacities is called a(n):
A. intellectual test.
B. concurrent reliability test.
C. cognitive ability test.
D. honesty test.
Cognitive Ability Tests include three dimensions: verbal comprehension, quantitative ability and reasoning ability.
64. What type of ability is concerned with the speed and accuracy with which one can solve arithmetic problems of all kinds?
A. Verbal comprehension
B. Quantitative ability
C. Qualitative ability
D. Reasoning ability
Cognitive Ability Tests include three dimensions: verbal comprehension, quantitative ability and reasoning ability.
65. _____ refers to a person’s capacity to invent solutions to many diverse problems.
A. Verbal comprehension
B. Quantitative ability
C. Qualitative ability
D. Reasoning ability
Cognitive Ability Tests include three dimensions: verbal comprehension, quantitative ability and reasoning ability.
66. Which personality dimension has generally been found to have the highest validity across a number of different job categories?
A. Extroversion
B. Adjustment
C. Agreeableness
D. Conscientiousness
Conscientiousness, which captures the concepts of self-regulation and self-motivation, is one of the few factors that displays any validity across a number of different job categories, and many real-world managers rate this as one of the most important characteristics they look for in employees.
67. Which one of the following is not among “the Big Five”?
A. Intelligence
B. Adjustment
C. Conscientiousness
D. Inquisitiveness
Research suggests that there are five major dimensions of personality, known as “the Big Five”: (1) extroversion, (2) adjustment, (3) agreeableness, (4) conscientiousness, and (5) inquisitiveness.
68. Qualities like being sociable, gregarious, assertive, talkative, and expressive are examples of this personality dimension.
A. Extroversion
B. Agreeableness
C. Conscientiousness
D. Inquisitiveness
Extroversion — one of the five major dimensions of personality, known as “the Big Five”.
69. Qualities like being courteous, trusting, good-natured, tolerant, cooperative, and forgiving are examples of this personality dimension.
A. Conscientiousness
B. Inquisitiveness
C. Agreeableness
D. Adjustment
Team contexts require that people create and maintain roles and relationships, and several traits like agreeableness seem to promote effective role taking.
70. Qualities like being curious, imaginative, artistically sensitive, broad-minded, and playful are examples of this personality dimension.
A. Conscientiousness
B. Inquisitiveness
C. Agreeableness
D. Adjustment
Inquisitiveness — one of the five major dimensions of personality, known as “the Big Five”.
