Final answer:
In the context of job applicant assessment, selection devices like cutoff scores, academic history, and personality inventories such as MMPI or MBTI are standard, whereas a projective test is not commonly used and is the exception.
Step-by-step explanation:
All of the following are selection devices used for assessing applicant qualifications EXCEPT a(n) projective test. Selection devices typically used in the recruitment process include cutoff scores, academic records, personality inventories such as the Minnesota Multiphasic Personality Inventory (MMPI), or the Myers-Briggs Type Indicator (MBTI), and other assessments like job-specific skills tests or intelligence tests. A projective test, which is often used in psychological assessments to uncover subconscious thoughts and feelings, is not commonly used as a selection device in employment contexts.
Employers often use a variety of methods to assess an applicant's qualifications to mitigate the risk of hiring a poor fit for the position. These include reviewing the individual's education, work history, and academic accolades, conducting interviews, and administering tests that measure cognitive abilities, skills, or personality traits.