Exam 6: Selecting Applicants

In reviewing the content-oriented validation strategy, courts require all but which of the following types of evidence from employers?

All but which of the following are legal guidelines for giving references?

Describe how a firm's selection practices can impact its competitive advantage.

Reference checking serves the ____ by obtaining information from parties who have witnessed an applicant's past behavior firsthand.

Which document validity strategy does a firm use in trying to show that its selection devices were properly designed and were accurate measures of the needed worker requirements?

To achieve validity, a manager must use selection methods that reliably and accurately measure ____ .

In assessing and documenting the validity of its selection practices, an organization that demonstrates that it followed proper procedures in the development and use of its selection devices is said to follow a ____ strategy.

Which is the only federal law that expressly forbids particular questions on an application blank?

Among the Big Five personality type characteristics, ____ seems to be the best predictor of performance.

Explain the uses of a completed application blank.

Describe the HR professional's role in providing technical support to the selection process.

Title VII of the 1964 Civil Rights Act specifically prohibits employers from inquiring about a person's sex.

To be considered valid, the ____ must be statistically significant, and its magnitude must be sufficiently large to be of practical value.

All but which of the following can have a positive effect on the reliability of a selection method?

The age discrimination guidelines state that an employment practice that has a disparate impact on individuals protected under the Age Discrimination in Employment Act is unlawful unless it can be justified by a(n):

____ involve collecting data from an applicants' previous employers to verify information provided by the applicant.

____ are similar to application blanks, where applicants are asked to provide background information about themselves.

Former employers who provide potential employers information about employees who previously worked for them can defend against defamation claims by doing all but which of the following?

Companies run a higher risk of litigation due to their selection practices when:

Accurate selection procedures cannot minimize training costs.