Question 1

Identify the two main regulatory issues facing organizations and discuss how managers can deal with them.

Accepted Answer

The two regulatory issues are the proced

Question 2

A false positive on a polygraph test means the results say the test taker is not lying when when in fact they actually are lying.

Accepted Answer

A) True 
 B)False

Question 3

When there is person-job fit the organization will most likely experience an increase in employee turnover.

Accepted Answer

A) True 
 B)False

Question 4

Natalie, a black female, submitted an email to an organization's recruiter to express her interest in any operations management positions that the organization may have open, even though she did not specifically see any openings listed on their website's job listing. Based on this information, all of the following statements are correct EXCEPT:

Accepted Answer

A)  she is now considered an applicant based on EEOC guidelines. 
B)  if she is not selected for a position she may be able to file a discrimination claim. 
C)  as good practice, the organization should keep her email inquiry for one year from date of receipt. 
D)  the organization should email Natalie, explaining that there are currently no openings available. 
E)  Both A and B 
A)  she is now considered an applicant based on EEOC guidelines. 
B)  if she is not selected for a position she may be able to file a discrimination claim. 
C)  as good practice, the organization should keep her email inquiry for one year from date of receipt. 
D)  the organization should email Natalie, explaining that there are currently no openings available. 
E)  Both A and B

Question 5

A loose labor market signifies:

Accepted Answer

A)  that employers cannot be selective about who they choose for open positions. 
B)  applicants may have job offers from many employers. 
C)  there are more qualified applicants than job openings. 
D)  both A and B. 
E)  both B and C. 
A)  that employers cannot be selective about who they choose for open positions. 
B)  applicants may have job offers from many employers. 
C)  there are more qualified applicants than job openings. 
D)  both A and B. 
E)  both B and C.

Question 6

As a hiring manager you can put employee concerns at ease by using fair selection practices that involve all of the following EXCEPT:

Accepted Answer

A)  a standard scoring process for all job candidates. 
B)  deal with each applicant on an individual basis and treat each of them according to their needs. 
C)  attend training to stay up to date on what you can and can't do during the selection process. 
D)  be sensitive to diversity and multicultural issues in your work area and organization. 
E)  All of the above can be used. 
A)  a standard scoring process for all job candidates. 
B)  deal with each applicant on an individual basis and treat each of them according to their needs. 
C)  attend training to stay up to date on what you can and can't do during the selection process. 
D)  be sensitive to diversity and multicultural issues in your work area and organization. 
E)  All of the above can be used.

Question 7

Explain how the selection methods a discount retail store uses to fill entry level staff positions may differ from the selection methods used by its home office to fill executive level positions. The overall company strategy may be cost leadership but does this come into play when filling higher level positions in the organization?

Accepted Answer

Low cost and efficient selection methods

Question 8

When an organization designs their selection process:

Accepted Answer

A)  the same steps should be followed whether they are using the process to hire someone new or transfer a current employee into a different position. 
B)  different interview questions should be used for internal and external candidates. 
C)  internal applicants cannot be required to fill out an application. 
D)  the internal candidate should have first consideration even if they do not meet the job requirements. 
E)  a different set of qualifications can be used for internal and external candidates. 
A)  the same steps should be followed whether they are using the process to hire someone new or transfer a current employee into a different position. 
B)  different interview questions should be used for internal and external candidates. 
C)  internal applicants cannot be required to fill out an application. 
D)  the internal candidate should have first consideration even if they do not meet the job requirements. 
E)  a different set of qualifications can be used for internal and external candidates.

Question 9

The selection process for a cashier at a grocery store involves taking a test about counting and giving change to customers in order to determine how accurate the potential cashier will be. This test would be considered valid.

Accepted Answer

A) True 
 B)False

Question 10

All of the following are correct regarding personality inventories EXCEPT:

Accepted Answer

A)  they may be considered an invasion of privacy if the applicant doesn't think the questions are job related. 
B)  they should be used as the only selection method in order to make an appropriate choice. 
C)  they can be used to assess someone's ability to lead a team. 
D)  they may identify a mental impairment or disability, which is protected by ADA. 
E)  they may tell you whether someone will be open and accepting of change. 
A)  they may be considered an invasion of privacy if the applicant doesn't think the questions are job related. 
B)  they should be used as the only selection method in order to make an appropriate choice. 
C)  they can be used to assess someone's ability to lead a team. 
D)  they may identify a mental impairment or disability, which is protected by ADA. 
E)  they may tell you whether someone will be open and accepting of change.

Question 11

All of the following would be considered steps in the final screening process EXCEPT:

Accepted Answer

A)  reviewing the application for gaps in employment. 
B)  checking references. 
C)  completing a criminal background check. 
D)  administering a physical abilities test. 
E)  reviewing a work sample. 
A)  reviewing the application for gaps in employment. 
B)  checking references. 
C)  completing a criminal background check. 
D)  administering a physical abilities test. 
E)  reviewing a work sample.

Question 12

The selection process should involve all of the following EXCEPT:

Accepted Answer

A)  Identify which tests may be useful in selecting the best candidate for the job. 
B)  Determine who will make the hiring decision. 
C)  Gather the information needed to make a good hiring decision. 
D)  Create the list of the the interview questions that need to be asked. 
E)  Decide which competencies are required to perform the job. 
A)  Identify which tests may be useful in selecting the best candidate for the job. 
B)  Determine who will make the hiring decision. 
C)  Gather the information needed to make a good hiring decision. 
D)  Create the list of the the interview questions that need to be asked. 
E)  Decide which competencies are required to perform the job.

Question 13

All of the following are correct about weighted application blanks (WAB) EXCEPT:

Accepted Answer

A)  it allows the interviewer to objectively compare applicants' education and experience. 
B)  the weights allow the interviewer to focus on the areas which are most important in making a good selection. 
C)  subjectivity is increased when each applicant is given a score. 
D)  they are an important step in the initial screening process. 
E)  All of the above are True. 
A)  it allows the interviewer to objectively compare applicants' education and experience. 
B)  the weights allow the interviewer to focus on the areas which are most important in making a good selection. 
C)  subjectivity is increased when each applicant is given a score. 
D)  they are an important step in the initial screening process. 
E)  All of the above are True.

Question 14

You are recruiting to fill a safety coordinator position for the manufacturing facility at which you work. As you do the initial screening of each candidate you will most likely want to:

Accepted Answer

A)  share that they will be working in and around noisy equipment for sustained periods of time so that they are aware of the work environment and hazards. 
B)  explain what the last person who held the job earned so that they are aware of what to expect in regard to compensation. 
C)  focus your questions around the candidate's education to identify whether or not you will need to spend money on additional training for them. 
D)  avoid discussing the mission, vision, and goals of the organization since the applicant can get that information off of your website. 
E)  share the positives about the job (i.e., special projects, recognition, etc.) and leave the problems to be explained later by the individual's direct manager. 
A)  share that they will be working in and around noisy equipment for sustained periods of time so that they are aware of the work environment and hazards. 
B)  explain what the last person who held the job earned so that they are aware of what to expect in regard to compensation. 
C)  focus your questions around the candidate's education to identify whether or not you will need to spend money on additional training for them. 
D)  avoid discussing the mission, vision, and goals of the organization since the applicant can get that information off of your website. 
E)  share the positives about the job (i.e., special projects, recognition, etc.) and leave the problems to be explained later by the individual's direct manager.

Question 15

Each recruiter hired by the HR department of your company is given an employment screening which asks questions related to the different employment regulations and what they can and cannot ask during an interview. This type of employment screening would be known as a:

Accepted Answer

A)  cognitive ability test. 
B)  work sample. 
C)  personality inventory. 
D)  physical ability test. 
E)  competency test. 
A)  cognitive ability test. 
B)  work sample. 
C)  personality inventory. 
D)  physical ability test. 
E)  competency test.

Question 16

A selection tool needs to be a consistent method of prediction over a certain period of time or across a group of raters. This consistency demonstrates:

Accepted Answer

A)  bias. 
B)  validity. 
C)  reliability. 
D)  person-job fit. 
E)  person-organization fit. 
A)  bias. 
B)  validity. 
C)  reliability. 
D)  person-job fit. 
E)  person-organization fit.

Question 17

Describe the three different types of employment tests and give a pro and con for using each.

Accepted Answer

Ability tests, or aptitude tests, measur

Question 18

All of the following are correct in regard to structured interviewing EXCEPT:

Accepted Answer

A)  the process is more legally defensible should a claim of discrimination be filed. 
B)  better job-related questions can be asked to determine if the individual will be successful. 
C)  the same type of information is gather about all applicants making it easier to do comparisons. 
D)  it takes only a few minutes to determine if an applicant will be a good fit. 
E)  behavioral interviews are often more helpful in telling how the applicant has actually handled situations in the past. 
A)  the process is more legally defensible should a claim of discrimination be filed. 
B)  better job-related questions can be asked to determine if the individual will be successful. 
C)  the same type of information is gather about all applicants making it easier to do comparisons. 
D)  it takes only a few minutes to determine if an applicant will be a good fit. 
E)  behavioral interviews are often more helpful in telling how the applicant has actually handled situations in the past.

Question 19

If you administer a selection tool and collect performance data at the same time you are testing for:

Accepted Answer

A)  content validity. 
B)  construct validity. 
C)  predictive criterion-related validity. 
D)  concurrent criterion-related validity. 
E)  test-retest validity. 
A)  content validity. 
B)  construct validity. 
C)  predictive criterion-related validity. 
D)  concurrent criterion-related validity. 
E)  test-retest validity.

Question 20

A high tech information services firm selects an applicant for its Chief Information Officer whom, after he has been working for six months, has compromised data security and managed in an unethical manner. Describe how the selection process for this position may impact the performance of the organization and potentially damage their competitive advantage.

Accepted Answer

Making this bad selection will impact em

Identify the two main regulatory issues facing organizations and discuss how managers can deal with them.

A false positive on a polygraph test means the results say the test taker is not lying when when in fact they actually are lying.

When there is person-job fit the organization will most likely experience an increase in employee turnover.

A loose labor market signifies:

As a hiring manager you can put employee concerns at ease by using fair selection practices that involve all of the following EXCEPT:

When an organization designs their selection process:

The selection process for a cashier at a grocery store involves taking a test about counting and giving change to customers in order to determine how accurate the potential cashier will be. This test would be considered valid.

All of the following are correct regarding personality inventories EXCEPT:

All of the following would be considered steps in the final screening process EXCEPT:

The selection process should involve all of the following EXCEPT:

All of the following are correct about weighted application blanks (WAB) EXCEPT:

You are recruiting to fill a safety coordinator position for the manufacturing facility at which you work. As you do the initial screening of each candidate you will most likely want to:

Each recruiter hired by the HR department of your company is given an employment screening which asks questions related to the different employment regulations and what they can and cannot ask during an interview. This type of employment screening would be known as a:

A selection tool needs to be a consistent method of prediction over a certain period of time or across a group of raters. This consistency demonstrates:

Describe the three different types of employment tests and give a pro and con for using each.

All of the following are correct in regard to structured interviewing EXCEPT:

If you administer a selection tool and collect performance data at the same time you are testing for:

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Training and Development

Performance Management

Compensating Employees

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters

Exam 7: Selection

Identify the two main regulatory issues facing organizations and discuss how managers can deal with them.

A false positive on a polygraph test means the results say the test taker is not lying when when in fact they actually are lying.

When there is person-job fit the organization will most likely experience an increase in employee turnover.

A loose labor market signifies:

As a hiring manager you can put employee concerns at ease by using fair selection practices that involve all of the following EXCEPT:

When an organization designs their selection process:

The selection process for a cashier at a grocery store involves taking a test about counting and giving change to customers in order to determine how accurate the potential cashier will be. This test would be considered valid.

All of the following are correct regarding personality inventories EXCEPT:

All of the following would be considered steps in the final screening process EXCEPT:

The selection process should involve all of the following EXCEPT:

All of the following are correct about weighted application blanks (WAB) EXCEPT:

You are recruiting to fill a safety coordinator position for the manufacturing facility at which you work. As you do the initial screening of each candidate you will most likely want to:

Each recruiter hired by the HR department of your company is given an employment screening which asks questions related to the different employment regulations and what they can and cannot ask during an interview. This type of employment screening would be known as a:

A selection tool needs to be a consistent method of prediction over a certain period of time or across a group of raters. This consistency demonstrates:

Describe the three different types of employment tests and give a pro and con for using each.

All of the following are correct in regard to structured interviewing EXCEPT:

If you administer a selection tool and collect performance data at the same time you are testing for:

Managing Employees for Competitive Advantage

Organizational Demands and Environmental Influences

Regulatory Issues

Job Design and Job Analysis

Workforce Planning

Recruitment

Training and Development

Performance Management

Compensating Employees

Incentives and Rewards

Employee Benefits and Safety Programs

Labor Unions and Employee Management

Creating High Performing Hr Systems

Filters