Industrial/ Organizational Psychology: Test
#1 UPDATED Exam Questions and
CORRECT Answers
4 Types of Structured Interview Questions... - CORRECT ANSWER - Describe & Give
Examples (there are 7)
Clarifier - CORRECT ANSWER - allows interviewer to clarify information provided in a
resume, cover letter, and application. These questions can fill in gaps, & obtain any other
necessary information
-Ex: Why did you leave your last job? What did your last job entail?
Disqualifier - CORRECT ANSWER - -questions that must be answered in a specific way
or the applicant is disqualified
-Ex: What are your hours available for work? Do you have a criminal background? Have you
ever been fired?
Skill-level Determiner - CORRECT ANSWER - -taps into an interviewee's level of
expertise. May include, Definitional, Knowledge, Situational, Explanatory, or Casual questions.
-Ex: If you work in a bank & someone asks you about their unbalanced checkbook, what are they
probably doing wrong, how would you explain the error?
Past-focused - CORRECT ANSWER - -(behavioral)
-Focus on what the applicant has done in the past rather than what they can do. Asks interviewee
to provide specific examples of how they demonstrated job-related skills in previous job.
-Ex: How have you dealt with angry customers? Have you ever had to persuade an employee to
do something, how?
Future-focused - CORRECT ANSWER - -(situational)
-ask an applicant what they would do in a certain situation. Taps an applicants knowledge,
problem solving ability, and common sense.
, -Ex: What would you do if during a fun event filled weekend, you were scheduled to work?
Organizational fit - CORRECT ANSWER - -tap the extent to which an applicant will fit
with the organization, department, supervisor, and coworkers.
-What kind of supervisor to you work best under? What is your typical work pace?
5 Steps for Creating a Job Analysis - CORRECT ANSWER - 1. Identify Tasks Performed
2. Write Task Statements
3. Rate Task statements
4. Determine essential K.S.A.O.s ( Knoledge Skill Abilities Other)
5. Select tests to tap KSAOs
Identify Tasks Performed - CORRECT ANSWER - -Id major job dimensions, tools used,
and conditions in which all are performed.
-Gather info using job descriptions, task inventories, training manuals, & Interview the experts
for details.
Write Task Statements - CORRECT ANSWER - which is included in job description
Rate task Statements - CORRECT ANSWER - In order of importance or frequency
performed.
Rated on a Variety of Scales
Determine essential KSAOs - CORRECT ANSWER - Knowledge: body of info needed to
perform a task
Skill: The proficiency to perform a task
Ability: A basic capacity for performing a range of different tasks, acquiring knowledge or
developing a skill
Other Characteristics: Personal factors, personality, willingness, motication
#1 UPDATED Exam Questions and
CORRECT Answers
4 Types of Structured Interview Questions... - CORRECT ANSWER - Describe & Give
Examples (there are 7)
Clarifier - CORRECT ANSWER - allows interviewer to clarify information provided in a
resume, cover letter, and application. These questions can fill in gaps, & obtain any other
necessary information
-Ex: Why did you leave your last job? What did your last job entail?
Disqualifier - CORRECT ANSWER - -questions that must be answered in a specific way
or the applicant is disqualified
-Ex: What are your hours available for work? Do you have a criminal background? Have you
ever been fired?
Skill-level Determiner - CORRECT ANSWER - -taps into an interviewee's level of
expertise. May include, Definitional, Knowledge, Situational, Explanatory, or Casual questions.
-Ex: If you work in a bank & someone asks you about their unbalanced checkbook, what are they
probably doing wrong, how would you explain the error?
Past-focused - CORRECT ANSWER - -(behavioral)
-Focus on what the applicant has done in the past rather than what they can do. Asks interviewee
to provide specific examples of how they demonstrated job-related skills in previous job.
-Ex: How have you dealt with angry customers? Have you ever had to persuade an employee to
do something, how?
Future-focused - CORRECT ANSWER - -(situational)
-ask an applicant what they would do in a certain situation. Taps an applicants knowledge,
problem solving ability, and common sense.
, -Ex: What would you do if during a fun event filled weekend, you were scheduled to work?
Organizational fit - CORRECT ANSWER - -tap the extent to which an applicant will fit
with the organization, department, supervisor, and coworkers.
-What kind of supervisor to you work best under? What is your typical work pace?
5 Steps for Creating a Job Analysis - CORRECT ANSWER - 1. Identify Tasks Performed
2. Write Task Statements
3. Rate Task statements
4. Determine essential K.S.A.O.s ( Knoledge Skill Abilities Other)
5. Select tests to tap KSAOs
Identify Tasks Performed - CORRECT ANSWER - -Id major job dimensions, tools used,
and conditions in which all are performed.
-Gather info using job descriptions, task inventories, training manuals, & Interview the experts
for details.
Write Task Statements - CORRECT ANSWER - which is included in job description
Rate task Statements - CORRECT ANSWER - In order of importance or frequency
performed.
Rated on a Variety of Scales
Determine essential KSAOs - CORRECT ANSWER - Knowledge: body of info needed to
perform a task
Skill: The proficiency to perform a task
Ability: A basic capacity for performing a range of different tasks, acquiring knowledge or
developing a skill
Other Characteristics: Personal factors, personality, willingness, motication
