Employee Testing and Selection Test Answer Key Part 3

51) As part of the selection process for a position at UPS, Jack has been asked to lift weights and jump rope. Which of the following is most likely being measured by UPS? A) interpersonal skills B) cognitive skills C) physical abilities D) achievements Answer: C Explanation: C) Physical abilities are measured by testing an applicant's static strength (lifting weights), dynamic strength, body coordination (jumping rope), and stamina. A UPS worker needs to have such skills to perform the job. 52) Carl recently participated in a selection test for a position at Northern Aeronautics. The test measured Carl's finger dexterity and reaction time, so it was most likely a(n) ________ test. A) motor ability B) personality C) cognitive D) interest Answer: A Explanation: A) Some jobs require applicants be tested for motor abilities, such as finger dexterity, manual dexterity, and (if hiring pilots) reaction time. For example, the Crawford Small Parts Dexterity Test measures the speed and accuracy of simple judgment as well as the speed of finger, hand, and arm movements. 53) All of the following are most likely assessed on personality tests EXCEPT ________. A) extraversion B) reasoning C) sensitivity D) emotional stability Answer: B Explanation: B) Reasoning skills are tested with aptitude tests. Personality tests measure introversion, sensitivity, motivation, and emotional stability among other qualities. 54) According to experts, most people are hired for their qualifications and fired because of attitude, motivation, and ________. A) physical limitations B) lack of aptitude C) temperament D) psychological issues Answer: C Explanation: C) A person's cognitive and physical abilities alone seldom explain his or her job performance. Most people are hired based on qualifications, but most are fired for nonperformance, which is usually the "result of personal characteristics, such as attitude, motivation, and especially, temperament." 55) Make a Picture Story and the Forer Structured Sentence Completion Test are examples of ________ tests. A) intelligence B) apperception C) self-reported D) projective Answer: D Explanation: D) Projective techniques include Make a Picture Story (MAPS) and the Forer Structured Sentence Completion Test. With projective tests, the psychologist presents an ambiguous stimulus (like an inkblot or clouded picture) to the person who then reacts to it. 56) Which if the following is a projective personality test? A) MMPI B) California Psychological Inventory C) Make a Picture Story D) Myers Briggs Test Answer: C Explanation: C) Make a Picture Story is a projective personality test. 57) The Big Five personality dimensions include all of the following EXCEPT ________. A) neuroticism B) optimism C) extroversion D) conscientiousness Answer: B Explanation: B) Industrial psychologists often focus on the "big five" personality dimensions: extroversion, emotional stability/neuroticism, agreeableness, conscientiousness, and openness to experience. Optimism is not one of the big five. 58) Which of the following personality dimensions represents a tendency to exhibit poor emotional adjustment and experience negative effects such as anxiety, insecurity, and hostility? A) neuroticism B) extroversion C) conscientiousness D) openness to experience Answer: A Explanation: A) Neuroticism relates to anxiety and insecurity and hostility. 59) ________ represents a tendency to be sociable, assertive, and active. A) Extroversion B) Conscientiousness C) Agreeableness D) Openness to experience Answer: A Explanation: A) Extroversion represents a tendency to be sociable, assertive, and active. 60) Mike Simmons recently applied for a position with Pfizer Pharmaceuticals. Which personality trait most likely has the strongest correlation to Mike's success as a pharmaceutical sales representative? A) extroversion B) agreeableness C) conscientiousness D) openness to experience Answer: A Explanation: A) Extroversion represents a tendency to be sociable, assertive, and active, which are necessary characteristics for sales reps. Studies have shown that extroversion correlates to success in sales and management jobs. 61) Which personality characteristic refers to the disposition to be imaginative, nonconforming, and unconventional? A) extroversion B) conscientiousness C) neuroticism D) openness to experience Answer: D Explanation: D) Openness to experience is the disposition to be imaginative, nonconforming, unconventional, and autonomous. 62) The tendency for one to be trusting, compliant, caring, and gentle is the personality dimension known as ________. A) extroversion B) conscientiousness C) agreeableness D) openness to experience Answer: C Explanation: C) Agreeableness is the tendency to be trusting, compliant, caring, and gentle. Neuroticism, extroversion, conscientiousness, and openness to experience are the other personality traits known as the big five. 63) Which personality characteristic is comprised of both achievement and dependability? A) neuroticism B) extroversion C) conscientiousness D) agreeableness Answer: C Explanation: C) Conscientiousness is comprised of two related facets: achievement and dependability. According to research, conscientiousness has been the most consistent and universal predictor of job performance. 64) While some personality characteristics are associated with success in different types of jobs, which personality trait is most frequently associated with job performance in all jobs? A) openness to experience B) conscientiousness C) extroversion D) agreeableness Answer: B Explanation: B) According to research, conscientiousness has been the most consistent and universal predictor of job performance. Conscientiousness is comprised of two related facets: achievement and dependability. 65) Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employees that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values—honor, integrity, having fun, and continually seeking knowledge—serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process. Which of the following, if true, would best support the argument that Red Robin should use personality tests in the employee selection process? A) Red Robin encourages employees to participate in the firm's environmental stewardship program to show community support. B) Red Robin seeks outgoing, motivated, and compassionate employees to enhance the experience of its customers. C) Red Robin offers monetary incentives to managers who meet quarterly sales targets and exceed performance expectations. D) Red Robin desires employees with extensive knowledge of the restaurant industry and at least two years of experience serving customers. Answer: B Explanation: B) Personality traits, as uncovered by personality tests, often correlate to job performance. Red Robin seeks employees that match the firm's core values of honor, integrity, having fun, and continually seeking knowledge, and personality tests would indicate an applicant's level of extroversion and openness to experiences. 66) Red Robin Gourmet Burgers is a national restaurant chain with nearly 36,000 employee that began as a small restaurant in Seattle. Over the years, Red Robin has attempted to develop a reputation as a fun, family restaurant that offers both excellent food and service. Red Robin's core values—honor, integrity, having fun, and continually seeking knowledge—serve as the basis for all of the firm's decisions and are even embroidered on the sleeves of every employee's uniform. As Red Robin continues to expand, executives are considering adding tests to the screening process. Which of the following, if true, would most likely undermine the argument that Red Robin should use achievement tests in the employee selection process? A) Red Robin receives so many applications that it only considers individuals with previous job experience in the restaurant industry. B) Red Robin provides a two-week training session to all new hires, which are frequently college students with little experience in the restaurant industry. C) Red Robin expects applicants for management positions to understand current EEO laws and be aware of ADA requirements. D) Red Robin requires applicants for cashier positions to take typing tests to assess their speed at the cash register. Answer: B Explanation: B) Red Robin will train new hires and does not need to assess their job knowledge, so achievement tests are unnecessary. If Red Robin expected applicants to have a certain level of skill or knowledge then achievement tests would be appropriate. 67) An interest inventory compares an applicant's current interests with the interests of ________. A) retired workers B) other people in the same industry C) other people in various occupations D) managers and executives in the firm Answer: C Explanation: C) Interest inventories compare an applicant's interests with those of people in various occupations. Thus, a person who takes the Strong-Campbell Interests Inventory would receive a report comparing his or her interests to those of people already in occupations like accounting, engineering, or management. 68) Which of the following is used to measure job knowledge? A) aptitude tests B) interest inventories C) achievement tests D) projective tests Answer: C Explanation: C) Achievement tests measure what someone has learned. They measure your "job knowledge" in areas like economics, marketing, or human resources. 69) Applicant tracking systems are mostly used by employers to ________. A) develop work samples B) develop specific job descriptions C) verify a candidate's U.S. citizenship D) screen and rank candidates based on skills Answer: D Explanation: D) Applicant tracking systems are used for screening and tracking candidates, compiling resumes, and assisting with applicant testing. Online testing can be handled by an ATS but not situational tests like work sampling. 70) Although inexpensive to develop, assessment centers are infrequently used by employers because such tests have a weak correlation with future job performance. Answer: FALSE Explanation: Assessment centers are expensive to develop and take much longer than conventional tests. However, assessment center performance shows a unique and substantial contribution to the prediction of future job success. 71) Interest inventories are useful for career planning because they compare the interests of the test taker to the interests of people in various occupations. Answer: TRUE Explanation: Interest inventories compare your interests with those of people in various occupations. Interest inventories are irreplaceable in career planning, since a person will likely do better in jobs that involve activities in which he or she is interested. 72) Applicant tracking systems compile resumes, track applicants during the hiring process, and screen out applicants who do not meet minimum job requirements. Answer: TRUE Explanation: Applicant tracking systems do more than compile incoming Web-based résumés and track applicants during the hiring process. They should also help with the testing and screening. 73) In a brief essay, discuss the use and effectiveness of cognitive tests versus work sampling techniques for employee selection. Answer: Cognitive tests are tests of general intellectual abilities. They measure not a single trait but rather a range of abilities, including memory, vocabulary, verbal fluency, and numerical ability. Psychologists often call such tests aptitude tests, since they purport to measure aptitude for the job in question. Consider the Test of Mechanical Comprehension which tests applicants' understanding of basic mechanical principles. This may reflect a person's aptitude for jobs—like that of machinist or engineer—that require mechanical comprehension. The work sampling technique tries to predict job performance by requiring job candidates to perform one or more samples of the job's basic tasks. Work sampling has several advantages. It measures actual job tasks, so it's harder to fake answers. The work sample's content—the actual tasks the person must perform— is not as likely to be unfair to minorities. Designed properly, work samples exhibit better validity than do other tests designed to predict performance.