Question 1

Work samples focus on measuring

Accepted Answer

A) hypothetical situations. 
B) expert appraisers' evaluations. 
C) the "Big Five"personality dimensions. 
D) physical abilities only. 
E) job performance directly. 
A) hypothetical situations. 
B) expert appraisers' evaluations. 
C) the "Big Five"personality dimensions. 
D) physical abilities only. 
E) job performance directly.

Question 2

While ________ interviews ask interviewees to describe how they would react in a given situation, ________ interviews ask candidates to describe how they did react in that situation in the past.

Accepted Answer

A) stress; situational 
B) behavioural; situational 
C) structured; situational 
D) situational; behavioural 
E) nondirective; behavioural 
A) stress; situational 
B) behavioural; situational 
C) structured; situational 
D) situational; behavioural 
E) nondirective; behavioural

Question 3

A recent study of 92 real employment interviews found that the interviewers using ________ of structure in the interview process evaluated applicant's ________ than those who used unstructured interviews.

Accepted Answer

A) low levels; less favourably 
B) mixed levels; less favourably 
C) high levels; more favourably 
D) mixed levels; more favourably 
E) high levels; less favourably 
A) low levels; less favourably 
B) mixed levels; less favourably 
C) high levels; more favourably 
D) mixed levels; more favourably 
E) high levels; less favourably

Question 4

There are legal implications associated with ineffective or incompetent selection.

Accepted Answer

A) True 
 B)False

Question 5

The interview technique that involves questions being asked as they come to mind is known as

Accepted Answer

A) directive. 
B) mixed. 
C) unstructured. 
D) sequential. 
E) structured. 
A) directive. 
B) mixed. 
C) unstructured. 
D) sequential. 
E) structured.

Question 6

Employers are increasingly being held liable for damages stemming from their

Accepted Answer

A) use of invalid selection tests. 
B) discriminatory practices in the selection process. 
C) failure to abide by employment equity legislative requirements. 
D) negligent hiring of workers who subsequently commit criminal acts on the job. 
E) use of unreliable selection tests. 
A) use of invalid selection tests. 
B) discriminatory practices in the selection process. 
C) failure to abide by employment equity legislative requirements. 
D) negligent hiring of workers who subsequently commit criminal acts on the job. 
E) use of unreliable selection tests.

Question 7

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

Accepted Answer

A) reliability. 
B) predictive validity. 
C) criterion-related validity. 
D) differential validity. 
E) content validity. 
A) reliability. 
B) predictive validity. 
C) criterion-related validity. 
D) differential validity. 
E) content validity.

Question 8

There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.

Accepted Answer

10 points for correct identification and

Question 9

All of the following are reasons that employers may include a medical examination as a step in the selection process except

Accepted Answer

A) to provide documentation to justify not hiring a qualified individual with a physical disability that would prevent him or her from performing the essential job duties. 
B) to reduce absenteeism and accidents. 
C) to determine that the applicant qualifies for the physical requirements of the position. 
D) to establish a baseline for future insurance or compensation claims. 
E) none, there are no exceptions listed above. 
A) to provide documentation to justify not hiring a qualified individual with a physical disability that would prevent him or her from performing the essential job duties. 
B) to reduce absenteeism and accidents. 
C) to determine that the applicant qualifies for the physical requirements of the position. 
D) to establish a baseline for future insurance or compensation claims. 
E) none, there are no exceptions listed above.

Question 10

Which interview format involves a series of preset questions asked of all candidates and a series of preset candidate-specific questions?

Accepted Answer

A) mixed 
B) situational 
C) structured 
D) nondirective 
E) behavioural 
A) mixed 
B) situational 
C) structured 
D) nondirective 
E) behavioural

Question 11

Personality tests can measure basic aspects of an applicant's personality, which includes all of the following except

Accepted Answer

A) neurotic tendency. 
B) stability. 
C) introversion. 
D) motivation. 
E) dexterity. 
A) neurotic tendency. 
B) stability. 
C) introversion. 
D) motivation. 
E) dexterity.

Question 12

Behavioural questions describe

Accepted Answer

A) hypothetical situations. 
B) various situations experienced in the past. 
C) future behaviour. 
D) candidate personality 
E) preset candidate reactions. 
A) hypothetical situations. 
B) various situations experienced in the past. 
C) future behaviour. 
D) candidate personality 
E) preset candidate reactions.

Question 13

Suggestions to ensure that questioning is effective include all of the following except

Accepted Answer

A) prepare questions in advance. 
B) listen to the candidate and encourage the full expression of his or her thoughts. 
C) interrogate the applicant. 
D) ask questions in order. 
E) record the candidate's answers briefly but thoroughly. 
A) prepare questions in advance. 
B) listen to the candidate and encourage the full expression of his or her thoughts. 
C) interrogate the applicant. 
D) ask questions in order. 
E) record the candidate's answers briefly but thoroughly.

Question 14

Which of the following statements about reference checking is true?

Accepted Answer

A) Letters of reference from former employers are viewed very positively. 
B) Firms are increasingly using reference-checking services to thoroughly check references. 
C) Women are more likely to lie on resumes than men. 
D) Only about 10 percent of resumes contain inaccurate information that will be discovered when checking references. 
E) Reference checking is generally not worthwhile. 
A) Letters of reference from former employers are viewed very positively. 
B) Firms are increasingly using reference-checking services to thoroughly check references. 
C) Women are more likely to lie on resumes than men. 
D) Only about 10 percent of resumes contain inaccurate information that will be discovered when checking references. 
E) Reference checking is generally not worthwhile.

Question 15

Which of the following statements is true?

Accepted Answer

A) The HR department staff members generally screen and test applicants, perform reference checking, and make the final selection decision. 
B) The types of selection instruments and screening devices used are fairly standardized. 
C) Selection strategies should be continually refined, regardless of cost. 
D) The organization's strategic plan places major constraints on selection decisions. 
E) Selection plays a relatively minor role in the achievement of employment equity goals. 
A) The HR department staff members generally screen and test applicants, perform reference checking, and make the final selection decision. 
B) The types of selection instruments and screening devices used are fairly standardized. 
C) Selection strategies should be continually refined, regardless of cost. 
D) The organization's strategic plan places major constraints on selection decisions. 
E) Selection plays a relatively minor role in the achievement of employment equity goals.

Question 16

Which of the following is true of the interview question, "How would you handle an angry customer?"

Accepted Answer

A) It tests intellectual capacity. 
B) It tests knowledge and experience. 
C) It is an example of behavioural interviewing. 
D) It is a situational question. 
E) It is a situational question which tests knowledge and experience. 
A) It tests intellectual capacity. 
B) It tests knowledge and experience. 
C) It is an example of behavioural interviewing. 
D) It is a situational question. 
E) It is a situational question which tests knowledge and experience.

Question 17

Most organizations use the statistical strategy to arrive at a selection decision, since this strategy is generally more reliable and valid.

Accepted Answer

A) True 
 B)False

Question 18

Asking an applicant how he or she would handle a situation where his or her manager assigned work with competing deadlines would be an example of which interview technique?

Accepted Answer

A) stress 
B) behavioural 
C) situational 
D) nondirective 
E) structured 
A) stress 
B) behavioural 
C) situational 
D) nondirective 
E) structured

Question 19

An example of a situational question is,

Accepted Answer

A) "Tell me about a time when you managed numerous priorities in a short period of time." 
B) "Tell me about a time when you had to discipline an employee arriving late for work three days in a row." 
C) "How would you handle an irate boss who was just told that the output in the department was below standard?" 
D) "What type of computer skills are you proficient in?" 
E) None of the above. 
A) "Tell me about a time when you managed numerous priorities in a short period of time." 
B) "Tell me about a time when you had to discipline an employee arriving late for work three days in a row." 
C) "How would you handle an irate boss who was just told that the output in the department was below standard?" 
D) "What type of computer skills are you proficient in?" 
E) None of the above.

Question 20

Initial applicant screening is typically performed by

Accepted Answer

A) computer technology. 
B) HR professionals. 
C) line managers. 
D) an external recruitment agency. 
E) voice-response technology. 
A) computer technology. 
B) HR professionals. 
C) line managers. 
D) an external recruitment agency. 
E) voice-response technology.

Work samples focus on measuring

While interviews ask interviewees to describe how they would react in a given situation, interviews ask candidates to describe how they did react in that situation in the past.

A recent study of 92 real employment interviews found that the interviewers using of structure in the interview process evaluated applicant's than those who used unstructured interviews.

There are legal implications associated with ineffective or incompetent selection.

The interview technique that involves questions being asked as they come to mind is known as

Employers are increasingly being held liable for damages stemming from their

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.

All of the following are reasons that employers may include a medical examination as a step in the selection process except

Which interview format involves a series of preset questions asked of all candidates and a series of preset candidate-specific questions?

Personality tests can measure basic aspects of an applicant's personality, which includes all of the following except

Behavioural questions describe

Suggestions to ensure that questioning is effective include all of the following except

Which of the following statements about reference checking is true?

Which of the following statements is true?

Which of the following is true of the interview question, "How would you handle an angry customer?"

Most organizations use the statistical strategy to arrive at a selection decision, since this strategy is generally more reliable and valid.

Asking an applicant how he or she would handle a situation where his or her manager assigned work with competing deadlines would be an example of which interview technique?

An example of a situational question is,

Initial applicant screening is typically performed by

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

Exam 7: Selection

Work samples focus on measuring

While ________ interviews ask interviewees to describe how they would react in a given situation, ________ interviews ask candidates to describe how they did react in that situation in the past.

A recent study of 92 real employment interviews found that the interviewers using ________ of structure in the interview process evaluated applicant's ________ than those who used unstructured interviews.

There are legal implications associated with ineffective or incompetent selection.

The interview technique that involves questions being asked as they come to mind is known as

Employers are increasingly being held liable for damages stemming from their

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

There are typically six steps in the selection process that results in the hiring decision (which is step number six).Identify and briefly describe the five steps that typically lead up to the hiring decision.

All of the following are reasons that employers may include a medical examination as a step in the selection process except

Which interview format involves a series of preset questions asked of all candidates and a series of preset candidate-specific questions?

Personality tests can measure basic aspects of an applicant's personality, which includes all of the following except

Behavioural questions describe

Suggestions to ensure that questioning is effective include all of the following except

Which of the following statements about reference checking is true?

Which of the following statements is true?

Which of the following is true of the interview question, "How would you handle an angry customer?"

Most organizations use the statistical strategy to arrive at a selection decision, since this strategy is generally more reliable and valid.

Asking an applicant how he or she would handle a situation where his or her manager assigned work with competing deadlines would be an example of which interview technique?

An example of a situational question is,

Initial applicant screening is typically performed by

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Human Resources Management and Technology

Designing and Analyzing Jobs

Human Resources Planning

Recruitment

Orientation and Training

Career Development

Performance Management

Strategic Pay Plans

Pay-for-Performance and Financial Incentives

Employee Benefits and Services

Occupational Health and Safety

Managing Employee Separations: Foundations of Employee Engagement, Communication, and Turnover Management

Labour Relations

Managing Human Resources in a Global Business

Filters

While interviews ask interviewees to describe how they would react in a given situation, interviews ask candidates to describe how they did react in that situation in the past.

A recent study of 92 real employment interviews found that the interviewers using of structure in the interview process evaluated applicant's than those who used unstructured interviews.