Exam 7: Selecting Human Resources

According to the EEOC, if an applicant's résumé voluntarily furnishes some information that cannot be legally obtained, the employer should not use that information during the selection process.

The Employee Polygraph Protection Act prohibits employers, including federal, state, and local government agencies, from using polygraphs for preemployment screening purposes.

HR professionals are least likely to make the final hiring decisions when _____ positions are filled.

List the employment functions that organizations need to be concerned with.

For the position of firefighter in Redville, the physical requirements are rigorous and the selection process involves many ability tests. Mark has a hearing impairment. This impairment alone caused him to be disqualified, even though Mark passed all the other physical tests and pencil-and-paper tests that were conducted earlier. This is an example of:

When operating managers are allowed to select their own staff, the effectiveness of the selection process is enhanced because the operating managers have an instinctive feel for the type of employee who would perform well in their department.

Anthony was interviewing an applicant to be a volunteer docent (instructor and tour guide) for a large art museum. During the course of the interview, the applicant began to discuss her interest in introducing young children to great works of art. Anthony followed up with several questions about how young children react to art, why she felt early exposure to art was important, and how she would design situations for children to experience art. Anthony was conducting a _____ interview.

A new Gulf Coast casino plans to hire over 1,000 employees for its new resort. The casino's HR department requires applicants to complete an online questionnaire which is later analyzed using computer software and only those applicants who have previously worked in hotels and casinos are considered eligible for the next step in the hiring process. This is an example of a:

What is the main purpose of preemployment screening?

The position for City Manager of Scenic River attracted many applicants. As part of the selection process, the applicants each appeared one-by-one before the entire Scenic River Board of Aldermen for an interview. This is an example of a _____ interview.

Morgan, the best candidate for the position of director of marketing, has tested positive for the presence of illegal drugs in a hair sample. Given this scenario, the HR manager should:

In the _____ approach for combining predictors, a minimum cutoff score is set on each predictor, and to be considered, each minimum level must be "passed."

The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

Organizations can use honesty/integrity tests to communicate to applicants and employees alike that dishonesty will not be tolerated.

Which of the following occurs when an interviewer allows a positive characteristic about a job applicant to overshadow other evidence?

What purposes do application forms serve?

Albert, a top-performing district manager, was fired when his employer learned that he had not graduated with an MBA as Albert had indicated on his application form two years ago. The employer's application form contained a disclosure that falsification of application information was grounds for termination. Albert's attorney says that the employer's termination of Albert is illegal because application fraud is applicable only within the first year of employment with the employer. Albert's attorney is correct.

The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job has been conditionally offered.

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 is an example of:

It is legal for an employer to check a person's Social Security number, motor vehicle records, and military records when performing a background check on an applicant.