Exam 6: Selection and Hiring

In the process of starting her new job,Julie was required to take a test to assess her attitudes related to honesty.This is an example of a(n) __________ test.

What type of interview uses asks different candidates different questions and usually does not have standards for evaluating answers?

__________ tests assess strength,physical dexterity,and coordination.

Identify and explain the four possible outcomes in selection.

Due to their lack of consistency,__________interviews are difficult to use in comparing job candidates and are not always good predictors of job performance.

Once a job offer has been extended,it may be necessary to maintain the interest and enthusiasm of the other finalists until the hiring process is completed. 

__________ is best for jobs involving significant interpersonal interaction and jobs involving helping,cooperating,and nurturing others.

Given their expense and the legal risks associated with asking nonstandardized questions that have not been shown to be related to job success,__________ interviews are not recommended.

__________ is related to performance in jobs that involve interacting with others,influencing others,and obtaining status and power,such as management and sales.

__________ fit influences important organizational outcomes including job satisfaction,performance,organizational commitment,and retention.

__________ fit is how well an individual's values,attitudes,and personality fit with the organization's values,norms,and culture.

A written or verbal employment contract is considered what type of contract?

Because __________ tests can result in adverse impact,it is important to ensure that the requirement is truly necessary for job performance.

__________ assessments include resumes,telephone interviews,and job applications.

___________ factors,such as the finalist's compensation requirements,qualifications and experience,needs,and whether the finalist has other job offers,can influence job offer content.

__________ best predicts creativity and adaptability to change.

A cut score is an individual's test score minus the average score of others who did better on the assessment.

When using __________ assessment methods,a job offer is made contingent on passing the assessment.

Aligning managers' interests with organizational goals helps to ensure that managers negotiate as the organization desires.

If Judy believes that she was not given a fair chance at a promotion because the hiring manager had an implicit favorite and did not give her a chance to demonstrate her skills,she would perceive low __________ fairness.