Question 1

Explain the attraction-selection-attrition (ASA) theory.

Accepted Answer

The ASA theory is often used to better understand the concept of fit in companies. The ASA theory proposes that job candidates are attracted to and selected by firms where similar types of individuals are employed, and individuals who are very different quit their jobs to work elsewhere.

Question 2

Achievement tests attempt to measure potential, while aptitude tests attempt to measure demonstrated skill or competence.

Accepted Answer

A) True 
 B)False  False

Question 3

Generally, the higher the position being filled in an organization, the greater the likelihood that the ultimate hiring decisions will be made by HR professionals rather than operating managers.

Accepted Answer

A) True 
 B)False  False

Question 4

The ultimate purpose of selection is _____, or fitting a person to the right job.

Accepted Answer

A)  placement 
B)  orientation 
C)  outsourcing 
D)  remuneration 
A)  placement 
B)  orientation 
C)  outsourcing 
D)  remuneration

Question 5

According to the Equal Employment Opportunity Commission (EEOC), if an applicant voluntarily furnishes some information on a résumé that cannot be legally obtained, the employer should not use that information during the selection process.

Accepted Answer

A) True 
 B)False

Question 6

The purpose of _____ is to provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation.

Accepted Answer

A)  job specialization 
B)  a realistic job preview 
C)  employee outplacement 
D)  a job application 
A)  job specialization 
B)  a realistic job preview 
C)  employee outplacement 
D)  a job application

Question 7

Gerard, a job applicant, was asked by a company to appear for an interview. During the interview, Gerard spent most of the time providing details about his education and work experience to the interviewer. This best exemplifies a _____.

Accepted Answer

A)  behavioral interview 
B)  situational interview 
C)  biographical interview 
D)  nondirective interview 
A)  behavioral interview 
B)  situational interview 
C)  biographical interview 
D)  nondirective interview

Question 8

Mark is unhappy with his new job as a First-Line Supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This best exemplifies _____.

Accepted Answer

A)  a realistic job preview 
B)  burnout 
C)  job enlargement 
D)  a poor person/job fit 
A)  a realistic job preview 
B)  burnout 
C)  job enlargement 
D)  a poor person/job fit

Question 9

Conscientiousness is a predictor of selection criteria.

Accepted Answer

A) True 
 B)False

Question 10

Care should be taken to avoid vague, general statements in an offer letter.

Accepted Answer

A) True 
 B)False

Question 11

What purposes do application forms serve?

Accepted Answer

Properly prepared, an application form s

Question 12

Most of the litigation surrounding application forms has involved questions regarding the gender and age of a potential employee, so special attention should be given to removing any items that relate to these personal characteristics.

Accepted Answer

A) True 
 B)False

Question 13

List the activities involved in an organization's talent acquisition function.

Accepted Answer

The talent acquisition function in any o

Question 14

A typing test is an example of a _____ test.

Accepted Answer

A)  psychological 
B)  systematic 
C)  work sample 
D)  physical ability 
A)  psychological 
B)  systematic 
C)  work sample 
D)  physical ability

Question 15

Unlike concurrent validity, predictive validity:

Accepted Answer

A)  involves comparing applicants' test results with their subsequent job performance. 
B)  uses current employees to validate a predictor or test. 
C)  involves testing former employees and correlating the scores with their performance ratings. 
D)  involves administering a predictor test to applicants and using the results to make hiring decisions. 
A)  involves comparing applicants' test results with their subsequent job performance. 
B)  uses current employees to validate a predictor or test. 
C)  involves testing former employees and correlating the scores with their performance ratings. 
D)  involves administering a predictor test to applicants and using the results to make hiring decisions.

Question 16

Under federal guidelines, any method of collecting information about job applicants that is used to make hiring decisions is considered a test.

Accepted Answer

A) True 
 B)False

Question 17

Employers can obtain background information from a variety of sources such as an applicant's motor vehicle records and military records.

Accepted Answer

A) True 
 B)False

Question 18

It is illegal for employers to review and record potential employees' identity documents such as Social Security cards and passports.

Accepted Answer

A) True 
 B)False

Question 19

A(n) _____ interview is more reliable and valid than other interview approaches.

Accepted Answer

A)  sequential 
B)  nondirective 
C)  unstructured 
D)  structured 
A)  sequential 
B)  nondirective 
C)  unstructured 
D)  structured

Question 20

Identify a true statement about drug testing.

Accepted Answer

A)  Drug testing is widely used by employers as a selection tool. 
B)  The Americans with Disabilities Act prohibits the use of pre-employment drug testing. 
C)  Drug testing is permissible as long as it is done as part of a medical exam rather than separately. 
D)  Pre-employment drug tests are considered to be medical exams under the Americans with Disabilities Act. 
A)  Drug testing is widely used by employers as a selection tool. 
B)  The Americans with Disabilities Act prohibits the use of pre-employment drug testing. 
C)  Drug testing is permissible as long as it is done as part of a medical exam rather than separately. 
D)  Pre-employment drug tests are considered to be medical exams under the Americans with Disabilities Act.

Explain the attraction-selection-attrition (ASA) theory.

Achievement tests attempt to measure potential, while aptitude tests attempt to measure demonstrated skill or competence.

Generally, the higher the position being filled in an organization, the greater the likelihood that the ultimate hiring decisions will be made by HR professionals rather than operating managers.

The ultimate purpose of selection is _____, or fitting a person to the right job.

According to the Equal Employment Opportunity Commission (EEOC), if an applicant voluntarily furnishes some information on a résumé that cannot be legally obtained, the employer should not use that information during the selection process.

The purpose of _____ is to provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation.

Gerard, a job applicant, was asked by a company to appear for an interview. During the interview, Gerard spent most of the time providing details about his education and work experience to the interviewer. This best exemplifies a _____.

Mark is unhappy with his new job as a First-Line Supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This best exemplifies _____.

Conscientiousness is a predictor of selection criteria.

Care should be taken to avoid vague, general statements in an offer letter.

What purposes do application forms serve?

Most of the litigation surrounding application forms has involved questions regarding the gender and age of a potential employee, so special attention should be given to removing any items that relate to these personal characteristics.

List the activities involved in an organization's talent acquisition function.

A typing test is an example of a _____ test.

Unlike concurrent validity, predictive validity:

Under federal guidelines, any method of collecting information about job applicants that is used to make hiring decisions is considered a test.

Employers can obtain background information from a variety of sources such as an applicant's motor vehicle records and military records.

It is illegal for employers to review and record potential employees' identity documents such as Social Security cards and passports.

A(n) _____ interview is more reliable and valid than other interview approaches.

Identify a true statement about drug testing.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters

Exam 7: Selecting Human Resources

Explain the attraction-selection-attrition (ASA) theory.

Achievement tests attempt to measure potential, while aptitude tests attempt to measure demonstrated skill or competence.

Generally, the higher the position being filled in an organization, the greater the likelihood that the ultimate hiring decisions will be made by HR professionals rather than operating managers.

The ultimate purpose of selection is _____, or fitting a person to the right job.

According to the Equal Employment Opportunity Commission (EEOC), if an applicant voluntarily furnishes some information on a résumé that cannot be legally obtained, the employer should not use that information during the selection process.

The purpose of _____ is to provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation.

Gerard, a job applicant, was asked by a company to appear for an interview. During the interview, Gerard spent most of the time providing details about his education and work experience to the interviewer. This best exemplifies a _____.

Mark is unhappy with his new job as a First-Line Supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This best exemplifies _____.

Conscientiousness is a predictor of selection criteria.

Care should be taken to avoid vague, general statements in an offer letter.

What purposes do application forms serve?

Most of the litigation surrounding application forms has involved questions regarding the gender and age of a potential employee, so special attention should be given to removing any items that relate to these personal characteristics.

List the activities involved in an organization's talent acquisition function.

A typing test is an example of a _____ test.

Unlike concurrent validity, predictive validity:

Under federal guidelines, any method of collecting information about job applicants that is used to make hiring decisions is considered a test.

Employers can obtain background information from a variety of sources such as an applicant's motor vehicle records and military records.

It is illegal for employers to review and record potential employees' identity documents such as Social Security cards and passports.

A(n) _____ interview is more reliable and valid than other interview approaches.

Identify a true statement about drug testing.

Human Resource Management in Organizations

Human Resource Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual Organization Relations and Retention

Recruiting High-Quality Talent

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union-Management Relations

Global Human Resource Management

Filters