Question 1

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

Accepted Answer

A) True 
 B)False

Question 2

If the correctness of a response is essential for a job, then a(n) ________ test should be used.

Accepted Answer

A)  essay 
B)  speed 
C)  power 
D)  objective 
A)  essay 
B)  speed 
C)  power 
D)  objective

Question 3

The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.

Accepted Answer

A) True 
 B)False

Question 4

Surveys suggest that only 3 out of 10 organizations conduct reference checks.

Accepted Answer

A) True 
 B)False

Question 5

Biodata items are generally the same, regardless of the job being staffed.

Accepted Answer

A) True 
 B)False

Question 6

The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is a typical justification of a BFOQ involving sex that employers use?

Accepted Answer

A)  One sex has an inability to perform the work. 
B)  Personal contact with others requires same sex. 
C)  Customers have a preference for dealing with one sex. 
D)  All of the above are potential justifications. 
A)  One sex has an inability to perform the work. 
B)  Personal contact with others requires same sex. 
C)  Customers have a preference for dealing with one sex. 
D)  All of the above are potential justifications.

Question 8

Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.

Accepted Answer

A) True 
 B)False

Question 9

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

Accepted Answer

A) True 
 B)False

Question 10

Within the context of the selection process, the "logic of prediction" means that:

Accepted Answer

A)  indicators of an applicant's future performance are predictive of likely job performance 
B)  indicators of a person's degree of success in past situations should be predictive of future job success 
C)  predictors of job performance are correlated with KSAOs 
D)  indicators of job outcomes can be used to predict job performance 
A)  indicators of an applicant's future performance are predictive of likely job performance 
B)  indicators of a person's degree of success in past situations should be predictive of future job success 
C)  predictors of job performance are correlated with KSAOs 
D)  indicators of job outcomes can be used to predict job performance

Question 11

Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.

Accepted Answer

A) True 
 B)False

Question 12

Biographical information is like application blanks, except _______.

Accepted Answer

A)  biographical information is based on history, but application blanks are based on current events 
B)  application blanks are more likely to be used for substantive selection decisions 
C)  biographical data is more likely to be accepted by applicants 
D)  biographical data can be more fruitfully used for substantive selection decisions 
A)  biographical information is based on history, but application blanks are based on current events 
B)  application blanks are more likely to be used for substantive selection decisions 
C)  biographical data is more likely to be accepted by applicants 
D)  biographical data can be more fruitfully used for substantive selection decisions

Question 13

The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés, has risen dramatically in recent years.

Accepted Answer

A) True 
 B)False

Question 14

Résumé scanning software tends to look for nouns more than action verbs.

Accepted Answer

A) True 
 B)False

Question 15

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.

Accepted Answer

A)  certifications 
B)  biodata forms 
C)  letters of recommendation 
D)  MBAs 
A)  certifications 
B)  biodata forms 
C)  letters of recommendation 
D)  MBAs

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

If the correctness of a response is essential for a job, then a(n) ________ test should be used.

The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.

Surveys suggest that only 3 out of 10 organizations conduct reference checks.

Biodata items are generally the same, regardless of the job being staffed.

The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.

Which of the following is a typical justification of a BFOQ involving sex that employers use?

Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

Within the context of the selection process, the "logic of prediction" means that:

Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.

Biographical information is like application blanks, except _______.

The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés, has risen dramatically in recent years.

Résumé scanning software tends to look for nouns more than action verbs.

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 8: External Selection I

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

If the correctness of a response is essential for a job, then a(n) ________ test should be used.

The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.

Surveys suggest that only 3 out of 10 organizations conduct reference checks.

Biodata items are generally the same, regardless of the job being staffed.

The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.

Which of the following is a typical justification of a BFOQ involving sex that employers use?

Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

Within the context of the selection process, the "logic of prediction" means that:

Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.

Biographical information is like application blanks, except _______.

The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés, has risen dramatically in recent years.

Résumé scanning software tends to look for nouns more than action verbs.

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters