Chapter 09 - External Selection II Show
9-1 Chapter 09 External Selection II Substantive Assessment Methods True / False Questions 1. Substantive assessment methods are used to reduce the applicant pool to candidates. True False 2. Personality tests and ability tests are examples of substantive assessment methods. True False 3. Discretionary assessment methods are used to reduce the candidate pool to finalists for a job. True False 4. Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job. True False 5. Currently, personality tests are viewed as having no validity whatsoever as selection methods. True False 6. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality. True False  Chapter 09 - External Selection II 9-2 7. The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics. True False 8. Surveys are the most common means of assessing personality. True False 9. Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention. True False 10. Extraversion is associated with higher levels of creativity and adaptability. True False 11. Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts. True False 12. There is little controversy over the use of personality measures in personnel selection. True False 13. Evidence suggests that faking or enhancement almost never occurs on personality tests. True False 14. Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job. True False End of Preview - Want to read all 37 pages? Access Now Unformatted Attachment Preview Chapter 09 - External Selection II Chapter 09 External Selection II Substantive Assessment Methods True / False Questions 1. Substantive assessment methods are used to reduce the applicant pool to candidates. True False 2. Personality tests and ability tests are examples of substantive assessment methods. True False 3. Discretionary assessment methods are used to reduce the candidate pool to finalists for a job. True False 4. Contingent assessment methods are used to
make sure that tentative job offer recipients meet certain qualifications for the job. True False 5. Currently, personality tests are viewed as having no validity whatsoever as selection methods. True False 6. The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality. True False 9-1 Chapter 09 - External Selection II 7. The traits measured by Big Five personality tests are measures of factors brought about entirely by life
environments, and not by genetics. True False 8. Surveys are the most common means of assessing personality. True False 9. Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention. True False 10. Extraversion is associated with higher levels of creativity and adaptability. True False 11. Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able
to cope with co ... User generated content is uploaded by users for the purposes of learning and should be used following Studypool's honor code & terms of service. Studypool 4.7 Trustpilot 4.5 Sitejabber 4.4 What are substantive assessment methods?Substantive assessment methods are used to point out which candidates in the candidate pool should become the finalists for the vacant post.
Which of the following substantive assessment methods has the lowest validity compared to others?Cognitive ability tests are among the least valid methods of selection. B. Cognitive ability tests do not generalize to a wide range of organizations and jobs.
What type of structured interview assesses an applicant's ability to project what his or her behavior would be in the future?Situational interviews assess an applicant's ability to project what his/her behavior would be in the future. The interview is the central means through which an applicant can learn about the job and organization.
Which of the following represent the three types of strengths?Explanation: Static, dynamic, and explosive are three types of strengths out of all other given options. Strength refers to the ability of a person to be physically and mentally strong.
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Personality tests and ability tests are examples of substantive assessment methods.
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