True / False Questions
1. Substantive assessment methods are used to reduce the applicant pool to candidates.
2. Personality tests and ability tests are examples of substantive assessment methods.
3. Discretionary assessment methods are used to reduce the candidate pool to finalists for a job.
4. Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job.
5. Currently, personality tests are viewed as having no validity whatsoever as selection methods.
6. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality.
7. The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics.
8. Surveys are the most common means of assessing personality.
9. Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention.
10. Extraversion is associated with higher levels of creativity and adaptability.
11. Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts.
12. There is little controversy over the use of personality measures in personnel selection.
13. Evidence suggests that faking or enhancement almost never occurs on personality tests.
14. Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job.
15. Evidence suggests that most applicants have relatively positive reactions towards personality testing.
16. The two major types of ability tests are aptitude and achievement.
17. 80% of organizations use some sort of ability test in selection decisions.
18. Measures of specific cognitive abilities do not reflect general intelligence.
19. The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist.
20. Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States.