Welcome to the HRM Trivia Quiz on Employee Testing and Selection! There are different techniques that those in human resources can test out someone’s ability to help he organization meet its goals, and in this quiz, we will test out just how much you know about the different techniques and how to use the effectively in your organization setting. Give it a try!
Standardized
Intelligence
Achievement
Personality
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Creating a test battery
Administering tests
Analyzing the job
Cross-validating
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Motor ability
Personality
Achievement
Cognitive
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Neuroticism
Extroversion
Conscientiousness
Openness to experience
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Employment malpractice
Negligent hiring
Improper hiring
Invalid screening
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Motor ability
Personality
Cognitive
Interest
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Neuroticism
Optimism
Extroversion
Conscientiousness
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Extroversion
Conscientiousness
Agreeableness
Openness to experience
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Red Robin encourages employees to participate in the firm's environmental stewardship program to show community support.
Red Robin seeks outgoing, motivated, and compassionate employees to enhance the experience of its customers
Red Robin offers monetary incentives to managers who meet quarterly sales targets and exceed performance expectations.
Red Robin desires employees with extensive knowledge of the restaurant industry and at least two years of experience serving customers.
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Valid
Invalid
Reliable
Unreliable
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Deductive reasoning
Numerical ability
Temperament
Memory
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Valid
Invalid
Reliable
Unreliable
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Honesty tests
Interest inventories
Personality tests
Graphology
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Job skills
Psychological behaviors
Interpersonal behaviors
Ethical opinions
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Extroversion
Conscientiousness
Neuroticism
Openness to experience
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Extroversion
Conscientiousness
Agreeableness
Openness to experience
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Miniature job training and evaluation
Situational judgment tests
Assessment centers
Management games
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Age
References
Credit ratings
Driving records
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Intelligence
Apperception
Self-reported
Projective
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Neuroticism
Extroversion
Conscientiousness
Agreeableness
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Adhere to legal hiring practices
Limit the number of applicants
Uncover false information
Report criminals to police
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Discrimination
Adverse impact
Arbitration
Defamation
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Intelligence tests
Personality tests
Situational tests
Interests inventories
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Extraversion
Reasoning
Sensitivity
Emotional stability
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Reliability
Validity
Expectancy
Consistency
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Informed consent regarding the use of test results
Scores to be interpreted by qualified individuals
Tests to be the only selection tools for a job
Fairness of the test for all who take it
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Administer a test with content based on what a person actually needs to know to effectively perform the job in question
Administer the same test to different people at two different points in time and compare their test scores at time 2 with the scores at time 1
Administer different tests to a group of people and compare the range of collected test scores
Administer the same test to the same people at two different points in time and compare their test scores at time 2 with their scores at time 1
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MMPI
California Psychological Inventory
Make a Picture Story
Myers Briggs Test
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Equivalency
Reliability
Expectancy
Validity
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Performance standard
Digital dashboard
Competency model
Expectancy chart
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Physical limitations
Lack of aptitude
Temperament
Psychological issues
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Asked to submit examples of projects they have completed for other employers
Tested on their ability to perform several tasks crucial to performing the job of interest
Tested on their ability to perform a range of tasks related to several positions in a firm
Given video-based situational interviews to assess their critical thinking skills
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Consistent scores when a person takes two alternate forms of the test
Improved scores when a person takes the same test more than once in a single day
High scores when a person takes two alternate forms of the test on different occasions
Similar scores when two different people are administered the test at different times
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Lack of equivalence between tests
Poor sampling of question material
Inconsistent testing conditions
Failure to predict job performance
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Extroversion
Agreeableness
Conscientiousness
Openness to experience
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Current employees may not be representative of new applicants
New applicants are recent college graduates with limited experience
Limited correlation exists between high test scores and job performance.
Test batteries have not been administered by professional industrial psychologists.
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Golden Creamery needs to comply with all federal and state laws.
Golden Creamery competitors use psychologists for test development.
Golden Creamery strives to create a conscientious organizational culture.
Golden Creamery needs to ensure that tests are legally and ethically appropriate
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Develop work samples
Develop specific job descriptions
Verify a candidate's U.S. citizenship D) screen and rank candidates based on
Screen and rank candidates based on skills
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Numerology
Reasoning analysis
Handwriting analysis
Polygraph output assessment
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Uncrossed legs
Irregular breathing
Unchanging pupils
Slow verbal responses
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Test validity
Retest estimate
Internal consistency
Criterion validity
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Openness to experience
Conscientiousness
Extroversion
Agreeableness
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The in-basket
Leaderless group discussions
Motor skills assessments
Management games
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Electrical engineer at the Department of Energy
Pharmacist's assistant at Walgreen's
Security guard at Wells Fargo Bank
Cashier at J.C. Penney's
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Work sampling event
Situational judgment test
Management assessment center
Applicant personality test
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Development costs are very low.
Minimal time is required for test administration.
Industrial psychologists are involved in the testing process
Experts observe and appraise each candidate's leadership potential.
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Red Robin receives so many applications that it only considers individuals with previous job experience in the restaurant industry
Red Robin provides a two-week training session to all new hires, which are frequently college students with little experience in the restaurant industry
Red Robin expects applicants for management positions to understand current EEO laws and be aware of ADA requirements
Red Robin requires applicants for cashier positions to take typing tests to assess their speed at the cash register.
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Aptitude tests
Interest inventories
Achievement tests
Projective tests
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