Exam 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks

What is the basic issue in cases that have dealt with claims of discriminatory impact and defamation of character?

Which of the following types of evidence would be most useful in defending a negligent hiring suit?

Employers should use the holistic method of T&E evaluation rather than the competency-based approaches.

Biodata instruments can be developed and validated so they lead to validity generalizability.

Laws protect both citizens, and noncitizens with legal authorization to work in the United States, from discrimination due to race, color, religion, or national origin.

A brief check of relevant portions of a job application for minimal qualifications is needed when:

Research shows that over time, most Fortune 500 firms have revised their application forms so they are now completely fair.

While the typical validity coefficient may be relatively low, the available evidence is reasonably clear that some training and experience ratings are valid predictors of job performance.

Reference checking serves more as a basis for detection of the qualified rather than identification of the unqualified.

Written work experience and education information given by a job applicant are more accurate when obtained from an interview rather than a "training and experience evaluation."

Evidence of application/resume fraud or misconduct will not limit the employer's liability on discrimination claims.

Under a charge of discrimination, the burden of proof may be on the employer to demonstrate that all questions in an application form are indeed fair and not discriminatory.

Which of the following can an employer do to show that application form items do not unfairly discriminate among applicants?

It is inappropriate to ask an applicant to supply a birth certificate for employment.

Regarding the reliability of T&E evaluations, which of the following is true?

What conclusions can be inferred from research examining the appropriateness of items (i.e., from an EEO standpoint) on application forms

It is legal, and even the duty of employers to check references.

The possibility of libel or slander suits discourages employers from providing reference information.

Which of the following is an assumption underlying biodata as a selection tool?

What is true concerning application form inquiries into arrest and conviction records?