Question 1

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on

Accepted Answer

A)  incorrect stereotypes. 
B)  applicant screening. 
C)  letters of reference. 
D)  employment test results. 
E)  candidate responses. 
A)  incorrect stereotypes. 
B)  applicant screening. 
C)  letters of reference. 
D)  employment test results. 
E)  candidate responses.

Question 2

The screening tool which is most often used by employers in the selection process is

Accepted Answer

A)  working sampling. 
B)  an assessment centre. 
C)  an interview. 
D)  a personality test. 
E)  an interview and personality test. 
A)  working sampling. 
B)  an assessment centre. 
C)  an interview. 
D)  a personality test. 
E)  an interview and personality test.

Question 3

You are the director of human resources at an accounting firm and are preparing to advise the hiring manager in interviewing candidates for articling positions with the firm.You've already identified key selection criteria for the position, which include excellent analytical skills, ability to work under pressure, and the ability to interact well with clients and coworkers.Generate one situational interview question and one behavioural interview question for the positions.Be sure to explain how each of the questions is relevant to any of the selection criteria identified.Complete answers are worth 5 points for each question-10 total.

Accepted Answer

@#IMG-DLM&
- The question must ask about a hypothe

Question 4

Sandeep Gill is the manager of a busy local branch of a provincial credit union, Envirobank.The branch recently had to hire 5 new tellers to meet the rise in demand for branch services.The branch relied mainly on candidate interviews as a selection tool.Although Sandeep thought he had planned the candidate interviewing process well and had designed effective questions for assessing the candidates, the 3 candidates who were rated the highest in the interview did not meet basic performance expectations following their hire.The primary problem with the selection tool chosen and designed by Sandeep is one of

Accepted Answer

A)  validity. 
B)  integrity. 
C)  reliability. 
D)  impression management. 
E)  nothing. There is no problem with this selection tool. 
A)  validity. 
B)  integrity. 
C)  reliability. 
D)  impression management. 
E)  nothing. There is no problem with this selection tool.

Question 5

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 6

The interview format that yields comparable answers and in-depth insights is known as

Accepted Answer

A)  mixed. 
B)  behavioural. 
C)  stress-producing. 
D)  situational. 
E)  patterned. 
A)  mixed. 
B)  behavioural. 
C)  stress-producing. 
D)  situational. 
E)  patterned.

Question 7

Complicating the entire issue of substance abuse testing are the protections under human rights codes in Canada.

Accepted Answer

A) True 
 B)False

Question 8

Which of the following statements about selection testing is true?

Accepted Answer

A)  Studies have shown that approximately two-thirds of Canadian organizations use tests for hiring. 
B)  The use of tests has been declining in recent years. 
C)  Selection testing generally involves a demonstration of skills. 
D)  Testing is more prevalent in small organizations. 
E)  Personality and aptitude tests are not commonly used for selection purposes. 
A)  Studies have shown that approximately two-thirds of Canadian organizations use tests for hiring. 
B)  The use of tests has been declining in recent years. 
C)  Selection testing generally involves a demonstration of skills. 
D)  Testing is more prevalent in small organizations. 
E)  Personality and aptitude tests are not commonly used for selection purposes.

Question 9

The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.

Accepted Answer

A) True 
 B)False

Question 10

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:

Accepted Answer

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

Question 11

Intelligence tests measure all of the following traits except

Accepted Answer

A)  verbal fluency. 
B)  memory. 
C)  extrasensory perception. 
D)  numerical ability. 
E)  vocabulary. 
A)  verbal fluency. 
B)  memory. 
C)  extrasensory perception. 
D)  numerical ability. 
E)  vocabulary.

Question 12

When several candidates are interviewed simultaneously by a panel, this is referred to as a ________ interview.

Accepted Answer

A)  mass 
B)  panel 
C)  sequential 
D)  stress 
E)  patterned 
A)  mass 
B)  panel 
C)  sequential 
D)  stress 
E)  patterned

Question 13

Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of

Accepted Answer

A)  differential validity. 
B)  validity. 
C)  reliability. 
D)  aptitude and achievement. 
E)  personality and behaviour. 
A)  differential validity. 
B)  validity. 
C)  reliability. 
D)  aptitude and achievement. 
E)  personality and behaviour.

Question 14

Suggested guidelines to avoid negative legal consequences include all of the following except

Accepted Answer

A)  adequately assessing each applicant's ability to meet performance standards. 
B)  keeping careful records documenting each stage of the selection process. 
C)  rejecting applicants who make false statements on their application forms. 
D)  checking references very carefully. 
E)  none of the guidelines above are exceptions. 
A)  adequately assessing each applicant's ability to meet performance standards. 
B)  keeping careful records documenting each stage of the selection process. 
C)  rejecting applicants who make false statements on their application forms. 
D)  checking references very carefully. 
E)  none of the guidelines above are exceptions.

Question 15

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 16

Examples of strategies used in a typical assessment centre include all of the following except

Accepted Answer

A)  an in-basket exercise. 
B)  a leaderless group discussion. 
C)  on-the-job training. 
D)  individual presentations. 
E)  objective tests. 
A)  an in-basket exercise. 
B)  a leaderless group discussion. 
C)  on-the-job training. 
D)  individual presentations. 
E)  objective tests.

Question 17

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 18

A number of tests commonly used in selection can conveniently be classified according to whether they measure each of the following characteristics except

Accepted Answer

A)  personal attractiveness and suitability. 
B)  motor and physical abilities. 
C)  memory. 
D)  monitoring one's own emotions. 
E)  general intellectual abilities. 
A)  personal attractiveness and suitability. 
B)  motor and physical abilities. 
C)  memory. 
D)  monitoring one's own emotions. 
E)  general intellectual abilities.

Question 19

Which of the following are considered to be "hidden" costs of a poor selection process?

Accepted Answer

A)  the cost of beginning the selection process over again when an unsuccessful employee is terminated 
B)  the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated 
C)  strategic objectives will not be met 
D)  customer alienation and internal disorganization when an unsuccessful employee is terminated 
E)  customer alienation only 
A)  the cost of beginning the selection process over again when an unsuccessful employee is terminated 
B)  the cost of orienting a newly selected employee to replace the unsuccessful employee who was terminated 
C)  strategic objectives will not be met 
D)  customer alienation and internal disorganization when an unsuccessful employee is terminated 
E)  customer alienation only

Question 20

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.

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on

The screening tool which is most often used by employers in the selection process is

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

The interview format that yields comparable answers and in-depth insights is known as

Complicating the entire issue of substance abuse testing are the protections under human rights codes in Canada.

Which of the following statements about selection testing is true?

The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:

Intelligence tests measure all of the following traits except

When several candidates are interviewed simultaneously by a panel, this is referred to as a ________ interview.

Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of

Suggested guidelines to avoid negative legal consequences include all of the following except

An example of a situational question is,

Examples of strategies used in a typical assessment centre include all of the following except

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

A number of tests commonly used in selection can conveniently be classified according to whether they measure each of the following characteristics except

Which of the following are considered to be "hidden" costs of a poor selection process?

Suggestions to ensure that questioning is effective include all 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

Interviewers who don't know precisely what the job entails and what sort of candidate is best suited for it usually make their decisions based on

The screening tool which is most often used by employers in the selection process is

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

The interview format that yields comparable answers and in-depth insights is known as

Complicating the entire issue of substance abuse testing are the protections under human rights codes in Canada.

Which of the following statements about selection testing is true?

The hiring manager asked a candidate how he has conducted a performance appraisal interview for an underperforming report in the past.This is an example of a behavioural interview question.

Tests used to measure knowledge and/or proficiency acquired through education, training, and experience are known as:

Intelligence tests measure all of the following traits except

When several candidates are interviewed simultaneously by a panel, this is referred to as a ________ interview.

Answering the question, "Does this predictor measure what it's supposed to measure?" is an assessment of

Suggested guidelines to avoid negative legal consequences include all of the following except

An example of a situational question is,

Examples of strategies used in a typical assessment centre include all of the following except

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

A number of tests commonly used in selection can conveniently be classified according to whether they measure each of the following characteristics except

Which of the following are considered to be "hidden" costs of a poor selection process?

Suggestions to ensure that questioning is effective include all 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