Question 1

Motor abilities a firm might want to measure include all of the following except

Accepted Answer

A)  reaction time. 
B)  speed of arm movement. 
C)  manual dexterity. 
D)  finger dexterity. 
E)  spatial visualization. 
A)  reaction time. 
B)  speed of arm movement. 
C)  manual dexterity. 
D)  finger dexterity. 
E)  spatial visualization.

Question 2

Tests that measure an individual's potential to perform a job, provided he or she is given proper training, are known as

Accepted Answer

A)  aptitude tests. 
B)  interest inventories. 
C)  achievement tests. 
D)  personality tests. 
E)  intelligence tests. 
A)  aptitude tests. 
B)  interest inventories. 
C)  achievement tests. 
D)  personality tests. 
E)  intelligence tests.

Question 3

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 4

Astrid is considering using a selection test for the position of line cook in a hotel kitchen.This position must prepare meals to the specifications of the executive chef and follow instructions exactly.Astrid wants to make sure her test is both reliable and valid.Give Astrid some help by explaining what it means for a selection test to be both reliable and valid AND provide an example of a test she can use for the line cook that will be both reliable and valid.10 points total-5 for accurate description of what "reliable" means and how the test you devise is reliable and 5 for accurate description of what "valid" means and how the test you devise is valid.

Accepted Answer

Reliability is the degree to which tests

Question 5

A selection ratio of 1:3 generally means that

Accepted Answer

A)  there are many applicants from whom to select. 
B)  there are high quality recruits and many applicants from whom to select. 
C)  there are low quality recruits, but many applicants, from whom to select. 
D)  there are a limited number of applicants from whom to select. 
E)  there are a limited number of applicants from whom to select who are also likely low quality recruits. 
A)  there are many applicants from whom to select. 
B)  there are high quality recruits and many applicants from whom to select. 
C)  there are low quality recruits, but many applicants, from whom to select. 
D)  there are a limited number of applicants from whom to select. 
E)  there are a limited number of applicants from whom to select who are also likely low quality recruits.

Question 6

Each of the following statements about the legal issues involved in obtaining and providing reference information is true except

Accepted Answer

A)  failure to check references can lead to negligent or wrongful hiring suits. 
B)  as long as reference information is honest, fair, and candid, reference givers are legally protected. 
C)  many companies are adopting a "no reference" policy. 
D)  the defence of "qualified privilege" protects reference givers, regardless of the circumstances. 
E)  even if negative information is given, if it is imparted in a fair and honest manner, the reference giver is legally protected. 
A)  failure to check references can lead to negligent or wrongful hiring suits. 
B)  as long as reference information is honest, fair, and candid, reference givers are legally protected. 
C)  many companies are adopting a "no reference" policy. 
D)  the defence of "qualified privilege" protects reference givers, regardless of the circumstances. 
E)  even if negative information is given, if it is imparted in a fair and honest manner, the reference giver is legally protected.

Question 7

Selection is a strategic activity in that the ideal individual will possess the

Accepted Answer

A)  required skills and fit for the organizational culture. 
B)  ability to fit with the strategic direction of the organization. 
C)  required skills, technical ability, and knowledge. 
D)  required KSAs, excellent performance, and fit for the organizational culture. 
E)  required KSAs with the right experience. 
A)  required skills and fit for the organizational culture. 
B)  ability to fit with the strategic direction of the organization. 
C)  required skills, technical ability, and knowledge. 
D)  required KSAs, excellent performance, and fit for the organizational culture. 
E)  required KSAs with the right experience.

Question 8

All of the following are common interviewer objectives except

Accepted Answer

A)  selling their skills. 
B)  assessing applicants' qualifications. 
C)  providing candidates with information about the job. 
D)  promoting the organization. 
E)  observing interpersonal skills. 
A)  selling their skills. 
B)  assessing applicants' qualifications. 
C)  providing candidates with information about the job. 
D)  promoting the organization. 
E)  observing interpersonal skills.

Question 9

All of the following statements about selection interviews are true except that

Accepted Answer

A)  interviews significantly affect job applicants' views of the job and firm. 
B)  the interview is used by virtually all organizations for selection purposes. 
C)  interviews are conducted following testing in a majority of firms. 
D)  interviews enable the employer to fill in information gaps. 
E)  interview objectives include providing job applicants with information about expected duties of the position. 
A)  interviews significantly affect job applicants' views of the job and firm. 
B)  the interview is used by virtually all organizations for selection purposes. 
C)  interviews are conducted following testing in a majority of firms. 
D)  interviews enable the employer to fill in information gaps. 
E)  interview objectives include providing job applicants with information about expected duties of the position.

Question 10

All of the following statements pertaining to the final steps in the selection process are true except that

Accepted Answer

A)  the initial offer is made by telephone. 
B)  the immediate supervisor generally handles the offer of employment. 
C)  candidates should be given a reasonable length of time to think over the job offer. 
D)  a written offer of employment should always be extended. 
E)  the offer specifies the starting salary. 
A)  the initial offer is made by telephone. 
B)  the immediate supervisor generally handles the offer of employment. 
C)  candidates should be given a reasonable length of time to think over the job offer. 
D)  a written offer of employment should always be extended. 
E)  the offer specifies the starting salary.

Question 11

Which of the following statements about personality testing is true?

Accepted Answer

A)  The "Big Five" personality dimensions include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. 
B)  Attainment of the full potential of personality testing relates primarily to the careful analysis of test results. 
C)  Personality tests are not very useful for hiring purposes. 
D)  The predictive power of personality tests is generally quite low. 
E)  Extroversion is a valid predictor of performance for all occupations. 
A)  The "Big Five" personality dimensions include extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience. 
B)  Attainment of the full potential of personality testing relates primarily to the careful analysis of test results. 
C)  Personality tests are not very useful for hiring purposes. 
D)  The predictive power of personality tests is generally quite low. 
E)  Extroversion is a valid predictor of performance for all occupations.

Question 12

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 13

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 14

Toward the end of the interview, time should be allotted to do all of the following except

Accepted Answer

A)  advocate for the firm, if appropriate. 
B)  politely advise a candidate if it has been determined that he or she will not be given further consideration. 
C)  advocate for the position, if appropriate. 
D)  thank the interviewee. 
E)  answer any questions the candidate may have. 
A)  advocate for the firm, if appropriate. 
B)  politely advise a candidate if it has been determined that he or she will not be given further consideration. 
C)  advocate for the position, if appropriate. 
D)  thank the interviewee. 
E)  answer any questions the candidate may have.

Question 15

All of the following are common interviewing mistakes except

Accepted Answer

A)  poor knowledge of job. 
B)  poor planning. 
C)  too little talking. 
D)  asking discriminatory questions. 
E)  making snap judgments. 
A)  poor knowledge of job. 
B)  poor planning. 
C)  too little talking. 
D)  asking discriminatory questions. 
E)  making snap judgments.

Question 16

Each of the following is a potential source of unreliability except

Accepted Answer

A)  tiredness of the applicant. 
B)  the conditions under which the instrument is administered. 
C)  changes within the applicant. 
D)  chance response tendencies. 
E)  none of the above. There are no exceptions listed there. 
A)  tiredness of the applicant. 
B)  the conditions under which the instrument is administered. 
C)  changes within the applicant. 
D)  chance response tendencies. 
E)  none of the above. There are no exceptions listed there.

Question 17

The purpose of pre-employment substance abuse testing is to

Accepted Answer

A)  determine that the applicant qualifies for the physical requirements of the position. 
B)  address absenteeism. 
C)  test mental abilities. 
D)  avoid hiring employees who would pose unnecessary risks to themselves or others. 
E)  reduce accidents. 
A)  determine that the applicant qualifies for the physical requirements of the position. 
B)  address absenteeism. 
C)  test mental abilities. 
D)  avoid hiring employees who would pose unnecessary risks to themselves or others. 
E)  reduce accidents.

Question 18

IQ tests are tests that measure a single "intelligence" trait.

Accepted Answer

A) True 
 B)False

Question 19

A selection ratio is

Accepted Answer

A)  the ratio of the number of interviews successfully completed to the total number of applicants. 
B)  the ratio of the total number of applicants hired to the total number of applicants. 
C)  the ratio of the total number of applicants to the number of applicants hired. 
D)  the ratio of the number of offers extended to the total number of applicants. 
E)  the cost per hire. 
A)  the ratio of the number of interviews successfully completed to the total number of applicants. 
B)  the ratio of the total number of applicants hired to the total number of applicants. 
C)  the ratio of the total number of applicants to the number of applicants hired. 
D)  the ratio of the number of offers extended to the total number of applicants. 
E)  the cost per hire.

Question 20

To comply with human rights laws, an interviewer should not ask questions about any of the following except

Accepted Answer

A)  ethnic background. 
B)  childcare arrangements. 
C)  marital status. 
D)  workers' compensation history. 
E)  educational qualifications. 
A)  ethnic background. 
B)  childcare arrangements. 
C)  marital status. 
D)  workers' compensation history. 
E)  educational qualifications.

Motor abilities a firm might want to measure include all of the following except

Tests that measure an individual's potential to perform a job, provided he or she is given proper training, are known as

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

A selection ratio of 1:3 generally means that

Each of the following statements about the legal issues involved in obtaining and providing reference information is true except

Selection is a strategic activity in that the ideal individual will possess the

All of the following are common interviewer objectives except

All of the following statements about selection interviews are true except that

All of the following statements pertaining to the final steps in the selection process are true except that

Which of the following statements about personality testing is true?

Employers are increasingly being held liable for damages stemming from their

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

Toward the end of the interview, time should be allotted to do all of the following except

All of the following are common interviewing mistakes except

Each of the following is a potential source of unreliability except

The purpose of pre-employment substance abuse testing is to

IQ tests are tests that measure a single "intelligence" trait.

A selection ratio is

To comply with human rights laws, an interviewer should not ask questions about any of the following except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Orientation and Training

Performance Management

Strategic Pay Plans

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 5: Selection

Motor abilities a firm might want to measure include all of the following except

Tests that measure an individual's potential to perform a job, provided he or she is given proper training, are known as

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

A selection ratio of 1:3 generally means that

Each of the following statements about the legal issues involved in obtaining and providing reference information is true except

Selection is a strategic activity in that the ideal individual will possess the

All of the following are common interviewer objectives except

All of the following statements about selection interviews are true except that

All of the following statements pertaining to the final steps in the selection process are true except that

Which of the following statements about personality testing is true?

Employers are increasingly being held liable for damages stemming from their

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

Toward the end of the interview, time should be allotted to do all of the following except

All of the following are common interviewing mistakes except

Each of the following is a potential source of unreliability except

The purpose of pre-employment substance abuse testing is to

IQ tests are tests that measure a single "intelligence" trait.

A selection ratio is

To comply with human rights laws, an interviewer should not ask questions about any of the following except

The Strategic Role of Human Resources Management

The Changing Legal Emphasis: Compliance and Impact on Canadian Workplaces

Designing and Analyzing Jobs

Human Resources Planning and Recruitment

Orientation and Training

Performance Management

Strategic Pay Plans

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