Question 1

Identify the limitation of cognitive ability tests.

Accepted Answer

A)  lack of validity of the tests for complex jobs 
B)  lack of reliable and commercially available tests 
C)  legal issues related to administering the tests 
D)  lack of validity of the tests for those jobs that require adaptability 
E)  relatively high cost of the tests 
A)  lack of validity of the tests for complex jobs 
B)  lack of reliable and commercially available tests 
C)  legal issues related to administering the tests 
D)  lack of validity of the tests for those jobs that require adaptability 
E)  relatively high cost of the tests

Question 2

To test the validity of a selection test for advanced widget designers, Apptastic administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Apptastic?

Accepted Answer

A)  predictive validation 
B)  concurrent validation 
C)  content validation 
D)  construct validation 
E)  diagnostic validation 
A)  predictive validation 
B)  concurrent validation 
C)  content validation 
D)  construct validation 
E)  diagnostic validation

Question 3

Aptitude tests assess a person's existing knowledge and skills.

Accepted Answer

A) True 
 B)False

Question 4

Under equal employment opportunity laws, if an employer uses an interview process that eliminates most candidates who are black or Hispanic, the employer must show that the method is necessary for selecting candidates who project the right brand image.

Accepted Answer

A) True 
 B)False

Question 5

Kevin had a great résumé and a glowing recommendation from his previous employer. Impressed by his qualifications and expertise, Electron Co. hired him for the position of quality analyst. However, he engaged in blatant sexual harassment at Electron after a couple of weeks on the job. During its investigation of the harassment, Electron learned that Kevin had been fired for sexual harassment at his previous employer. If the management of Electron wanted to hold Kevin's previous employer accountable, they could sue the company for

Accepted Answer

A)  misrepresentation. 
B)  fraud. 
C)  defamation. 
D)  negligence. 
E)  embezzlement. 
A)  misrepresentation. 
B)  fraud. 
C)  defamation. 
D)  negligence. 
E)  embezzlement.

Question 6

Automated systems always ensure that all highly qualified candidates are included in the selection process.

Accepted Answer

A) True 
 B)False

Question 7

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Accepted Answer

A) True 
 B)False

Question 8

Parton Co. is a car manufacturing company that wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources interview the candidates on a variety of topics. This is an example of a(n) ________ interview.

Accepted Answer

A)  behavior description 
B)  in-basket 
C)  situational 
D)  exit 
E)  panel 
A)  behavior description 
B)  in-basket 
C)  situational 
D)  exit 
E)  panel

Question 9

Which measure of validity is based on showing a substantial correlation between test scores and job performance scores?

Accepted Answer

A)  criterion-related validity 
B)  diagnostic validity 
C)  content validity 
D)  convergent validity 
E)  construct validity 
A)  criterion-related validity 
B)  diagnostic validity 
C)  content validity 
D)  convergent validity 
E)  construct validity

Question 10

Interviewing is considered the most accurate basis for making a selection decision.

Accepted Answer

A) True 
 B)False

Question 11

Identify the correct statement regarding predictive validation.

Accepted Answer

A)  It is the least effective method of measuring validity. 
B)  It uses the test scores of all applicants and looks for a relationship between the scores and future performance. 
C)  It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance. 
D)  It is the quickest and easiest method compared to other ways of measuring validity. 
E)  Its scores are influenced by applicants' job experiences. 
A)  It is the least effective method of measuring validity. 
B)  It uses the test scores of all applicants and looks for a relationship between the scores and future performance. 
C)  It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance. 
D)  It is the quickest and easiest method compared to other ways of measuring validity. 
E)  Its scores are influenced by applicants' job experiences.

Question 12

Robin is a human resource manager at Techtronic, a software company. She receives a call from an HR manager at another software company asking about Megan, a software engineer who used to work at Techtronic and has applied for a job at the caller's company. Robin checks the company's records and sees that a coworker had accused Megan of racial discrimination, but an investigation did not turn up any evidence to support the charge. Megan left the company two months later, saying she was no longer comfortable there. Robin is concerned about sharing the details of this situation with the caller. If telling the information to the caller leads to the other company not hiring Megan, what potentially unlawful behavior could Megan accuse Techtronic of engaging in?

Accepted Answer

A)  misappropriation 
B)  fraud 
C)  misrepresentation 
D)  defamation 
E)  negligence 
A)  misappropriation 
B)  fraud 
C)  misrepresentation 
D)  defamation 
E)  negligence

Question 13

What is true about medical examinations of job candidates?

Accepted Answer

A)  Medical examinations may not be related to job requirements. 
B)  Medical examinations are conducted upon the receipt of a candidate's résumé. 
C)  Medical examinations are conducted specifically for individuals with disabilities. 
D)  Medical examinations that measure size and strength can never be used for a job. 
E)  Medical examinations are conducted after a candidate has been given a job offer. 
A)  Medical examinations may not be related to job requirements. 
B)  Medical examinations are conducted upon the receipt of a candidate's résumé. 
C)  Medical examinations are conducted specifically for individuals with disabilities. 
D)  Medical examinations that measure size and strength can never be used for a job. 
E)  Medical examinations are conducted after a candidate has been given a job offer.

Question 14

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Accepted Answer

A) True 
 B)False

Question 15

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her résumé from an online job site.

Accepted Answer

A) True 
 B)False

Question 16

During interviews for a sales position at Greggor Corp., the interviewer asks each candidate to imagine a situation where a customer e-mails to report that products were damaged during delivery from Greggor Corp. The interviewer then asks each candidate what he or she would do to handle this situation. This is an example of a(n) ________ interview.

Accepted Answer

A)  behavior description 
B)  situational 
C)  computerized 
D)  exit 
E)  in-basket 
A)  behavior description 
B)  situational 
C)  computerized 
D)  exit 
E)  in-basket

Question 17

Which of the following exemplifies the best use of utility for a selection procedure?

Accepted Answer

A)  Tina's Treats, a suburban diner, spends a lot of time and money recruiting a server. 
B)  A local gas station has a recruitment procedure that spans four months for the position of a cashier. 
C)  Fritter Corp., an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO. 
D)  Car Care, a local car wash, employs a three-month-long selection procedure for hiring one of its operators. 
E)  Buffington High School conducts several rounds of interviews to recruit a maintenance worker. 
A)  Tina's Treats, a suburban diner, spends a lot of time and money recruiting a server. 
B)  A local gas station has a recruitment procedure that spans four months for the position of a cashier. 
C)  Fritter Corp., an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO. 
D)  Car Care, a local car wash, employs a three-month-long selection procedure for hiring one of its operators. 
E)  Buffington High School conducts several rounds of interviews to recruit a maintenance worker.

Question 18

What are the two broad categories of employment tests?

Accepted Answer

1. Aptitude tests: These assess how well

Question 19

Identify the detail that can be asked in an application form to gather information about suitable candidates.

Accepted Answer

A)  marital status 
B)  history of disabilities 
C)  number of children 
D)  educational background 
E)  applicant's race 
A)  marital status 
B)  history of disabilities 
C)  number of children 
D)  educational background 
E)  applicant's race

Question 20

What is a requirement under the Immigration Reform and Control Act of 1986?

Accepted Answer

A)  Employers must verify and maintain records on the legal rights of applicants to work in the United States. 
B)  Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years. 
C)  Employers must pay lower wages to immigrant workers. 
D)  Employers must verify the legal age of employees who do not hold American citizenship. 
E)  Employers must ask a potential employee's religion. 
A)  Employers must verify and maintain records on the legal rights of applicants to work in the United States. 
B)  Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years. 
C)  Employers must pay lower wages to immigrant workers. 
D)  Employers must verify the legal age of employees who do not hold American citizenship. 
E)  Employers must ask a potential employee's religion.

Identify the limitation of cognitive ability tests.

To test the validity of a selection test for advanced widget designers, Apptastic administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Apptastic?

Aptitude tests assess a person's existing knowledge and skills.

Under equal employment opportunity laws, if an employer uses an interview process that eliminates most candidates who are black or Hispanic, the employer must show that the method is necessary for selecting candidates who project the right brand image.

Automated systems always ensure that all highly qualified candidates are included in the selection process.

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Parton Co. is a car manufacturing company that wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources interview the candidates on a variety of topics. This is an example of a(n) ________ interview.

Which measure of validity is based on showing a substantial correlation between test scores and job performance scores?

Interviewing is considered the most accurate basis for making a selection decision.

Identify the correct statement regarding predictive validation.

What is true about medical examinations of job candidates?

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her résumé from an online job site.

Which of the following exemplifies the best use of utility for a selection procedure?

What are the two broad categories of employment tests?

Identify the detail that can be asked in an application form to gather information about suitable candidates.

What is a requirement under the Immigration Reform and Control Act of 1986?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters

Exam 6: Selecting Employees and Placing Them in Jobs

Identify the limitation of cognitive ability tests.

To test the validity of a selection test for advanced widget designers, Apptastic administers the test to its current widget designers. The test results are then compared with existing measures of job performance. In this instance, what type of validation is being used by Apptastic?

Aptitude tests assess a person's existing knowledge and skills.

Under equal employment opportunity laws, if an employer uses an interview process that eliminates most candidates who are black or Hispanic, the employer must show that the method is necessary for selecting candidates who project the right brand image.

Automated systems always ensure that all highly qualified candidates are included in the selection process.

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Parton Co. is a car manufacturing company that wants to hire a new product manager. Senior management decides to have the department heads for production, sales, and human resources interview the candidates on a variety of topics. This is an example of a(n) ________ interview.

Which measure of validity is based on showing a substantial correlation between test scores and job performance scores?

Interviewing is considered the most accurate basis for making a selection decision.

Identify the correct statement regarding predictive validation.

What is true about medical examinations of job candidates?

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her résumé from an online job site.

Which of the following exemplifies the best use of utility for a selection procedure?

What are the two broad categories of employment tests?

Identify the detail that can be asked in an application form to gather information about suitable candidates.

What is a requirement under the Immigration Reform and Control Act of 1986?

Managing Human Resources

Trends in Human Resource Management

Providing Equal Employment Opportunity and a Safe Workplace

Analyzing Work and Designing Jobs

Planning for and Recruiting Human Resources

Training Employees

Developing Employees for Future Success

Creating and Maintaining High-Performance Organizations

Managing Employees Performance

Separating and Retaining Employees

Establishing a Pay Structure

Recognizing Employee Contributions With Pay

Providing Employee Benefits

Collective Bargaining and Labor Relations

Managing Human Resources Globally

Filters