Why must an employer be cautious about using self-report personality tests for selection, according to the text?
Explanation
Employers must be cautious with personality tests, especially self-report versions, because their subjective nature can lead to challenges regarding their validity and fairness, and they may be perceived as invasive or discriminatory by applicants.
Other questions
According to the text, what is the main aim of employee selection?
What is the legal concept of 'negligent hiring' as described in Chapter 6?
Which term refers to the consistency of scores obtained by the same person when retested with an identical or equivalent test?
What does test validity answer, according to the text?
What is the primary method used to demonstrate criterion validity?
According to a study mentioned in the text, what was the estimated cost savings in teller turnover for KeyBank in one year after implementing a virtual job tryout tool?
What is the primary requirement for employers regarding selection tests under EEO laws?
Which type of test measures a range of abilities including memory, vocabulary, and numeric ability?
What are the 'big five' personality dimensions that industrial psychologists often focus on, as mentioned in Chapter 6?
What is a management assessment center?
In a selection interview, what type of question asks a candidate to explain how they behaved in a past situation?
Which of the following is described as a common interviewing mistake where interviewers make a conclusion about a candidate in the first few minutes?
What can account for over 80 percent of an applicant's rating in an interview, according to the text?
According to the text, what are the two key reasons for conducting background investigations and reference checks?
What is the Employee Polygraph Protection Act of 1988?
Under the Americans with Disabilities Act (ADA), when is a medical exam permitted during the selection process?
What is the primary difference between a job offer letter and an employment contract?
A study of 46,000 employees concluded that the health care costs of high-stress workers were what percentage higher than those of their less-stressed coworkers?
Which of these is NOT listed as an exercise used in a management assessment center?
What type of interview consists of a group of interviewers questioning the candidate simultaneously?
What does the STAR method, used by Vanguard for behavioral interviews, stand for?
What percentage of employees in one account say they have stolen from their employers?
According to the text, what is the best way to rectify the problem of unclear standards on a graphic rating scale?
What is the most direct way to prove sexual harassment, as described in the text?
What does a test's 'utility analysis' show?
According to the text, a test score usually accounts for only about what percentage of the variation in performance?
Which personality trait showed a consistent relationship with all job performance criteria for all occupations in one study?
What is the primary purpose of an interest inventory like the Strong-Campbell Interest Inventory?
Which interview error means that the order in which you see applicants affects how you rate them?
What are the two main ways to minimize interview errors, according to the text?
What percentage of HR managers report checking applicants' backgrounds, according to a survey cited in Chapter 6?
What is the primary reason the text gives for why it can be difficult to get candid replies during reference checks?
What is the purpose of graphology in the selection process?
Which of the following is NOT one of the steps in validating a test as outlined in Figure 2?
In the sample selection test shown in Figure 3, which combination of answers is statistically likely to indicate a candidate who will have fewer on-the-job injuries?
What is the primary difference between a structured and a nonstructured interview?
According to a survey on social networking sites, what percentage of recruiters found that applicants had lied about their qualifications?
In the context of EEO law, what must an employer do with an applicant's arrest record?
What is the term for a testing method based on measuring performance on actual basic job tasks?
What is the third step in the 6-step process for conducting an effective interview?
What does construct validity demonstrate?
In a study of police candidates, assessment center performance showed a unique and substantial contribution to predicting what?
What is the term for a structured interview format described in the chapter appendix?
What is Step 1 in creating a Structured Situational Interview?
According to a study on working mothers, the student evaluators viewed mothers as less competent and were less likely to recommend them for the job, a problem they termed what?
Which combination of interview type and format is generally the most useful for predicting job performance, according to the summary on page 164?
What is the purpose of 'work sampling technique'?
In step 4 of creating a Structured Situational Interview, what are benchmark answers used for?
What does the Global Competencies Inventory (GCI) assess?