CNMCBC Admission Test

The Placement Entrance Exam (hereinafter, the Exam) is a learning activity which is the pre-requisite of CNM Cyber Placement. It consists of 40 multiple-choice, true/false, and fill-in-blank questions.

The Exam covers topics of two courses, the CNM Cyber Welcome Session and CNM Cyber Orientation.

Those aspirants who pass the Exam successfully shall be able to enter the Placement course and pursue as WorldOpp fellow candidates.

Orientation

• Every statement below is split into one true and one false question in the actual exam.

"Employment" questions:

1. (Not) every employment is paid.
2. Both employee and employer (do not) necessarily enter into an employment agreement.
3. Employment agreements, when are made, should (not) necessarily be written.
4. Employment agreements, when are made, should (not) necessarily be oral.
5. An employer can (not) stop paying an employee without an employee consent.

"Employee" questions:

1. An employer can modify what the employee should accomplish without the employee's consent.
2. An employer can modify how the employee should accomplish his or her work without the employee's consent.

"Contractor" questions:

1. An independent contractor is an entrepreneur him- or her-self.
2. An employer pays (or cannot pay) wages or salaries to an independent contractor.
3. An employer can modify what the independent contractor should accomplish without the contractor's consent.
4. An employer can modify how the independent contractor should accomplish his or her work without the contractor's consent.
5. Independent contractors are (not) self-employed.
6. Independent contractors are (not) their own employers.

"Occupation" questions:

1. Everyone needs (or does not need) to define his or her own occupation.
2. Occupation is (not) the endeavor undertaken in order to achieve one or more of the following: (a) to discover one's vocation, (b) to identify one's occupation, (c) to locate one's target employment, (d) to identify missing credentials, (e) to develop the missing credentials, and (f) to land one's job.
3. Occupation is (not) a strong feeling called "calling" of suitability for a particular career or occupation.
4. Occupation is (not) a job, profession, and/or position that somebody works in.

"Experiential" questions:

1. Experiential occupations (do not) deal primarily with plants, animals, and real-world materials like wood, tools, and machinery.
2. Experiential occupations (do not) involve primarily searching for facts and figuring out problems mentally.
3. Experiential occupations (do not) require primarily self-expression and work without following a clear set of rules.
4. Experiential occupations (do not) involve primarily working with, communicating with, and teaching people.
5. Experiential occupations (do not) involve primarily starting up and carrying out new developments
6. Experiential occupations (do not) involve primarily following set procedures and routines under a clear line of authority.

"Investigative" questions:

1. Investigative occupations (do not) deal primarily with plants, animals, and real-world materials like wood, tools, and machinery.
2. Investigative occupations (do not) involve primarily searching for facts and figuring out problems mentally.
3. Investigative occupations (do not) require primarily self-expression and work without following a clear set of rules.
4. Investigative occupations (do not) involve primarily working with, communicating with, and teaching people.
5. Investigative occupations (do not) involve primarily starting up and carrying out new developments
6. Investigative occupations (do not) involve primarily following set procedures and routines under a clear line of authority.

"Artistic" questions:

1. Artistic occupations (do not) deal primarily with plants, animals, and real-world materials like wood, tools, and machinery.
2. Artistic occupations (do not) involve primarily searching for facts and figuring out problems mentally.
3. Artistic occupations (do not) require primarily self-expression and work without following a clear set of rules.
4. Artistic occupations (do not) involve primarily working with, communicating with, and teaching people.
5. Artistic occupations (do not) involve primarily starting up and carrying out new developments
6. Artistic occupations (do not) involve primarily following set procedures and routines under a clear line of authority.

"Social" questions:

1. Social occupations (do not) deal primarily with plants, animals, and real-world materials like wood, tools, and machinery.
2. Social occupations (do not) involve primarily searching for facts and figuring out problems mentally.
3. Social occupations (do not) require primarily self-expression and work without following a clear set of rules.
4. Social occupations (do not) involve primarily working with, communicating with, and teaching people.
5. Social occupations (do not) involve primarily starting up and carrying out new developments
6. Social occupations (do not) involve primarily following set procedures and routines under a clear line of authority.

"Enterprising" questions:

1. Enterprising occupations (do not) deal primarily with plants, animals, and real-world materials like wood, tools, and machinery.
2. Enterprising occupations (do not) involve primarily searching for facts and figuring out problems mentally.
3. Enterprising occupations (do not) require primarily self-expression and work without following a clear set of rules.
4. Enterprising occupations (do not) involve primarily working with, communicating with, and teaching people.
5. Enterprising occupations (do not) involve primarily starting up and carrying out new developments
6. Enterprising occupations (do not) involve primarily following set procedures and routines under a clear line of authority.

"Conventional" questions:

1. Conventional occupations (do not) deal primarily with plants, animals, and real-world materials like wood, tools, and machinery.
2. Conventional occupations (do not) involve primarily searching for facts and figuring out problems mentally.
3. Conventional occupations (do not) require primarily self-expression and work without following a clear set of rules.
4. Conventional occupations (do not) involve primarily working with, communicating with, and teaching people.
5. Conventional occupations (do not) involve primarily starting up and carrying out new developments
6. Conventional occupations (do not) involve primarily following set procedures and routines under a clear line of authority.

"Environment" questions:

1. Work environments and outcomes are (not) similar in various occupations.
2. Work structure refers (or does not refer) to a set of structural job characteristics with which the worker interacts.

"Error" questions:

1. In one's job, consequence of error refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, consequence of error refers (or does not refer) to how automated the job is.
3. In one's job, consequence of error refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, consequence of error refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, consequence of error refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, consequence of error refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, consequence of error refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Consequence of error (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, consequence of error refers (or does not refer) to the frequency of meeting strict deadlines.
10. Consequence of error refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Employees should (not) avoid mistakes at all costs.
12. Consequence of error is (not) a structural job characteristic.

"Automation" questions:

1. In one's job, degree of automation refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, degree of automation refers (or does not refer) to how automated the job is.
3. In one's job, degree of automation refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, degree of automation refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, degree of automation refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, degree of automation refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, degree of automation refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Degree of automation (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, degree of automation refers (or does not refer) to the frequency of meeting strict deadlines.
10. Degree of automation refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Degree of automation is (not) a structural job characteristic.

"Fit" questions:

1. In one's job, duration of typical workweek refers to number of hours typically worked in one week.
2. Duration of typical workweek is (not) a structural job characteristic.
3. Work schedule is (not) a structural job characteristic.

"Pressure" questions:

1. In one's job, time pressure refers (or does not refer) to the frequency of meeting strict deadlines.
2. Time pressure is (not) a structural job characteristic.

"Freedom" questions:

1. In one's job, freedom to make decisions refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, freedom to make decisions refers (or does not refer) to how automated the job is.
3. In one's job, freedom to make decisions refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, freedom to make decisions refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, freedom to make decisions refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, freedom to make decisions refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, freedom to make decisions refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Freedom to make decisions (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, freedom to make decisions refers (or does not refer) to the frequency of meeting strict deadlines.
10. Freedom to make decisions refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Freedom to make decisions is (not) a structural job characteristic.

"Frequency" questions:

1. In one's job, frequency of decision making refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, frequency of decision making refers (or does not refer) to how automated the job is.
3. In one's job, frequency of decision making refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, frequency of decision making refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, frequency of decision making refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, frequency of decision making refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, frequency of decision making refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Frequency of decision making (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, frequency of decision making refers (or does not refer) to the frequency of meeting strict deadlines.
10. Frequency of decision making refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Frequency of decision making is (not) a structural job characteristic.

"Impact" questions:

1. In one's job, impact of decisions refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, impact of decisions refers (or does not refer) to how automated the job is.
3. In one's job, impact of decisions refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, impact of decisions refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, impact of decisions refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, impact of decisions refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, impact of decisions refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Impact of decisions (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, impact of decisions refers (or does not refer) to the frequency of meeting strict deadlines.
10. Impact of decisions refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Impact of decisions is (not) a structural job characteristic.

"Exact" questions:

1. In one's job, importance of being exact or accurate refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, importance of being exact or accurate refers (or does not refer) to how automated the job is.
3. In one's job, importance of being exact or accurate refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, importance of being exact or accurate refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, importance of being exact or accurate refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, importance of being exact or accurate refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, importance of being exact or accurate refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Importance of being exact or accurate (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, importance of being exact or accurate refers (or does not refer) to the frequency of meeting strict deadlines.
10. Importance of being exact or accurate refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Importance of being exact or accurate is (not) a structural job characteristic.
12. Employees should (not) be highly accurate and detail oriented.

"Repeating" questions:

1. In one's job, importance of repeating same tasks refers (or does not refer) to the importance of repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job.
2. Importance of repeating same tasks is (not) a structural job characteristic.

"Competition" questions:

1. In one's job, level of competition refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, level of competition refers (or does not refer) to how automated the job is.
3. In one's job, level of competition refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, level of competition refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, level of competition refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, level of competition refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, level of competition refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Level of competition (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, level of competition refers (or does not refer) to the frequency of meeting strict deadlines.
10. Level of competition refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Level of competition is (not) a structural job characteristic.

"Unstructured" questions:

1. Structured versus unstructured work refers (or does not refer) to the difference between little-to-no and comprehensive instructions for the worker to perform his or her job.
2. In one's job, structured work refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
3. In one's job, structured work refers (or does not refer) to how automated the job is.
4. In one's job, structured work refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
5. In one's job, structured work refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
6. In one's job, structured work refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
7. In one's job, structured work refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
8. In one's job, structured work refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
9. Structured work (or does not assume) the worker determining his or her tasks, priorities, and goals.
10. In one's job, structured work refers (or does not refer) to the frequency of meeting strict deadlines.
11. Structured work refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
12. Structured work is (not) a structural job characteristic.
13. In one's job, unstructured work refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
14. In one's job, unstructured work refers (or does not refer) to how automated the job is.
15. In one's job, unstructured work refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
16. In one's job, unstructured work refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
17. In one's job, unstructured work refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
18. In one's job, unstructured work refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
19. In one's job, unstructured work refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
20. Unstructured work (or does not assume) the worker determining his or her tasks, priorities, and goals.
21. In one's job, unstructured work refers (or does not refer) to the frequency of meeting strict deadlines.
22. Unstructured work refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
23. Unstructured work is (not) a structural job characteristic.

"Virtualization" questions

1. In one's job, work virtualization refers (or does not refer) to seriousness of the consequences of a mistake that cannot be corrected.
2. In one's job, work virtualization refers (or does not refer) to how automated the job is.
3. In one's job, work virtualization refers (or does not refer) to how much the job offers decision making freedom and work under little-to-no supervision.
4. In one's job, work virtualization refers (or does not refer) to how frequently the worker is required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization.
5. In one's job, work virtualization refers (or does not refer) to the effect of the worker's decisions on co-workers and/or organizational results.
6. In one's job, work virtualization refers (or does not refer) to the importance of being very exact or highly accurate in performing the job.
7. In one's job, work virtualization refers (or does not refer) to the extent this job require the worker to compete or to be aware of competitive pressures.
8. Work virtualization (or does not assume) the worker determining his or her tasks, priorities, and goals.
9. In one's job, work virtualization refers (or does not refer) to the frequency of meeting strict deadlines.
10. Work virtualization refers (or does not refer) to the degree to which work is done remotely rather than at some specific physical location.
11. Work virtualization is (not) a structural job characteristic.

Every statement below is split into one true and one false question in the actual exam.

1. Recruitment is (not) the process of filling job vacancies with people.
2. Recruitment includes (or does not include) sourcing.
3. Recruitment includes (or does not include) source screening.
4. Recruitment includes (or does not include) source selection.
5. Recruitment is (not) the process of finding available and qualified candidates to fill in job vacancies.
6. Source selection is (not) the process of finding available and qualified candidates to fill in job vacancies.
7. Source selection is (not) the process of filling job vacancies with people.
8. Recruitment is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
9. Source selection is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
10. Recruitment is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
11. Source selection is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.

Every statement below is split into one true and one false question in the actual exam.

1. Sourcing is (not) the process of filling job vacancies with people.
2. Sourcing is (not) the process of finding available and qualified candidates to fill in job vacancies.
3. Sourcing is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
4. Sourcing is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.

1. Job analysis is (not) an assessment that defines jobs and the behaviors necessary to perform them.
2. Job description is (not) an assessment that defines jobs and the behaviors necessary to perform them.
3. Job analysis is (not) a written statement that describes a job.
4. Job description is (not) a written statement that describes a job.
5. KSA stands (or does not stand) for knowledge, skills, and abilities.
6. KSA is (not) a series of narrative statements that describe competencies that the employer is looking for.
7. Work-related knowledge is (not) a part of KSA.
8. Work-related skills are (not) a part of KSA.
9. Work-related abilities are (not) a part of KSA.
10. Work-related knowledge is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
11. Work-related knowledge is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
12. Work-related knowledge is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
13. Work-related skill is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
14. Work-related skill is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
15. Work-related skill is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.
16. Work-related ability is (not) a familiarity, awareness, or understanding of someone or something needed for a particular job.
17. Work-related ability is (not) the learned ability to carry out a task with pre-determined results relevant to a particular job.
18. Work-related ability is (not) the capability to perform some function or functions and achieve certain outcomes important to a particular job.

Every statement below is split into one true and one false question in the actual exam.

1. Source screening is (not) the process of selecting those candidates who offer the best solutions to the organization's needs.
2. Source screening is (not) the process of filling job vacancies with people.
3. Source screening is (not) the process of finding available and qualified candidates to fill in job vacancies.
4. Source screening is (not) investigation undertaken in order to find and evaluate the data relevant to credentials of employment candidates.
5. Job interview is (not) a conversation and, possibly, negotiation between an employment candidate and one or more employer representatives.
6. Job interview is (not) a part of sourcing.
7. Job interview is (not) a part of source screening.
8. Job interview is (not) a part of source selection.

Every statement below is split into one true and one false question in the actual exam.

1. Recruitment service is (not) any service related to recruitment.
2. Employment agency is (not) any entity that matches employers and employment candidates.
3. Staffing firm is (not) any entity that provides employers with their staffers.
4. (Not) every recruiter is an employee of the employer who is hiring.
5. (Not) every recruiter is paid for the candidates that he or she sourced, screened, and selected.
6. Retained recruiter is (not) paid for the time spent while recruiting.
7. Retained recruiter is (not) paid only when qualified sources are identified and hired.
8. Contingency recruiter is (not) paid for the time spent while recruiting.
9. Contingency recruiter is (not) paid only when qualified sources are identified and hired.