Question 1

List the talent acquisition functions that organizations need to be concerned with.

Accepted Answer

The employment function in any organization may be concerned with some or all of the following activities:receiving applications,interviewing the applicants,administering pre-employment tests to applicants,conducting background screening,scheduling physical examinations,placing and assigning new hires,orient and onboard new hires,conduct follow-up evaluations on new employees,conduct exit interviews with departing employees, andmaintain appropriate records and reports.

Question 2

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

Accepted Answer

A)  Physical ability tests 
B)  Work sample tests 
C)  Aptitude tests 
D)  Psychomotor tests 
A)  Physical ability tests 
B)  Work sample tests 
C)  Aptitude tests 
D)  Psychomotor tests D

Question 3

Carrie phoned an applicant's former supervisor for a reference. The supervisor refuses to give any information about the former employee. What mistake may Carrie have made?

Accepted Answer

A)  She did not get a signed consent form from the applicant releasing the former supervisor from liability. 
B)  She limited her request for information to dates of employment, positions held, and the applicant's previous job title rather than asking for particular examples of good or poor performance. 
C)  She contacted the supervisor by phone rather than in writing or via email, thus opening the supervisor to a charge of slander by the applicant. 
D)  Former supervisors rarely provide useful information, so it is not an effective use of Carrie's time to pursue this contact. 
A)  She did not get a signed consent form from the applicant releasing the former supervisor from liability. 
B)  She limited her request for information to dates of employment, positions held, and the applicant's previous job title rather than asking for particular examples of good or poor performance. 
C)  She contacted the supervisor by phone rather than in writing or via email, thus opening the supervisor to a charge of slander by the applicant. 
D)  Former supervisors rarely provide useful information, so it is not an effective use of Carrie's time to pursue this contact. A

Question 4

"Aaron might not be the sharpest person I know, since his cognitive scores are pretty low. But he showed wonderful interpersonal skills with guests in our simulations. I suggest that we hire him, and give him some intense training on our desk procedures." This is an example of the compensatory approach to combining predictors of work performance.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following types of selection interviews is unstructured?

Accepted Answer

A)  Behavioral interview 
B)  Situational interview 
C)  Competency interview 
D)  Nondirective interview 
A)  Behavioral interview 
B)  Situational interview 
C)  Competency interview 
D)  Nondirective interview

Question 6

What are the purposes of the application form? What disclaimers should application forms contain?

Accepted Answer

Properly prepared, the application form

Question 7

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."

Accepted Answer

A)  universal predictor 
B)  compensatory 
C)  multiple hurdles 
D)  matching 
A)  universal predictor 
B)  compensatory 
C)  multiple hurdles 
D)  matching

Question 8

Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a major national bank. Jill was one of the top candidates when she was hired by the bank. Three months into her job, she feels that the individual bank customers are not valued, and that the bank engages in misleading advertising. This is an example of_____.

Accepted Answer

A)  poor person/organization fit 
B)  a realistic job preview 
C)  negligent hiring 
D)  a snap judgment 
A)  poor person/organization fit 
B)  a realistic job preview 
C)  negligent hiring 
D)  a snap judgment

Question 9

The problem of _____ occurs when interviewers make a decision on the job suitability of applicants within the first few minutes of the interview and spend the balance of the interview looking for evidence to support it.

Accepted Answer

A)  cultural noise 
B)  snap judgment 
C)  stereotyping 
D)  negative emphasis 
A)  cultural noise 
B)  snap judgment 
C)  stereotyping 
D)  negative emphasis

Question 10

Poor adaptation of an expatriate's spouse and/or family to the overseas location is a major factor in the failure of expatriate assignments.

Accepted Answer

A) True 
 B)False

Question 11

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_____.

Accepted Answer

A)  notify Morgan that he was denied the job because of a positive drug test 
B)  inform Morgan that someone else has been hired 
C)  hire Morgan and inform him of the company's Employee Assistance program 
D)  ask Morgan to submit to a second type of drug test at another laboratory 
A)  notify Morgan that he was denied the job because of a positive drug test 
B)  inform Morgan that someone else has been hired 
C)  hire Morgan and inform him of the company's Employee Assistance program 
D)  ask Morgan to submit to a second type of drug test at another laboratory

Question 12

In general, the more structured a type of selection interview, the more likely it is to be statistically valid.

Accepted Answer

A) True 
 B)False

Question 13

In selection, validity refers to_____.

Accepted Answer

A)  the strength of the correlation between a test score and a predictor 
B)  the consistency with which the predictor actually tests the desired construct 
C)  the applicant achieving approximately the same score in a test-retest situation 
D)  the correlation between a predictor and job performance 
A)  the strength of the correlation between a test score and a predictor 
B)  the consistency with which the predictor actually tests the desired construct 
C)  the applicant achieving approximately the same score in a test-retest situation 
D)  the correlation between a predictor and job performance

Question 14

The main legal reason for performing a thorough background check of all applicants is_____.

Accepted Answer

A)  to comply with the Immigration and Naturalization Act 
B)  to avoid résumé fraud 
C)  to prevent discrimination against protected classes 
D)  to protect the organization against charges of negligent hiring 
A)  to comply with the Immigration and Naturalization Act 
B)  to avoid résumé fraud 
C)  to prevent discrimination against protected classes 
D)  to protect the organization against charges of negligent hiring

Question 15

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.

Accepted Answer

A) True 
 B)False

Question 16

The United States is the only country which restricts the employment of foreign nationals by requiring work permits and visas.

Accepted Answer

A) True 
 B)False

Question 17

Ernest is applying for a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.

Accepted Answer

A) True 
 B)False

Question 18

Lack of fit between a person and a job is most likely to result from_____.

Accepted Answer

A)  mistakes in evaluating the person's KSAs 
B)  improper employee training 
C)  negligence of exit interviews 
D)  a lack of a positive company "brand" that attracts qualified applicants 
A)  mistakes in evaluating the person's KSAs 
B)  improper employee training 
C)  negligence of exit interviews 
D)  a lack of a positive company "brand" that attracts qualified applicants

Question 19

What are the key competencies for successful global employees?

Accepted Answer

Cultural adjustment: Individuals who acc

Question 20

Discuss the usefulness of honesty and integrity tests as selection tests.

Accepted Answer

these instruments have limitations. For

List the talent acquisition functions that organizations need to be concerned with.

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

Carrie phoned an applicant's former supervisor for a reference. The supervisor refuses to give any information about the former employee. What mistake may Carrie have made?

Which of the following types of selection interviews is unstructured?

What are the purposes of the application form? What disclaimers should application forms contain?

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 problem of _____ occurs when interviewers make a decision on the job suitability of applicants within the first few minutes of the interview and spend the balance of the interview looking for evidence to support it.

Poor adaptation of an expatriate's spouse and/or family to the overseas location is a major factor in the failure of expatriate assignments.

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 general, the more structured a type of selection interview, the more likely it is to be statistically valid.

In selection, validity refers to_____.

The main legal reason for performing a thorough background check of all applicants is_____.

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 United States is the only country which restricts the employment of foreign nationals by requiring work permits and visas.

Ernest is applying for a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.

Lack of fit between a person and a job is most likely to result from_____.

What are the key competencies for successful global employees?

Discuss the usefulness of honesty and integrity tests as selection tests.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 7: Selecting Human Resources

List the talent acquisition functions that organizations need to be concerned with.

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

Carrie phoned an applicant's former supervisor for a reference. The supervisor refuses to give any information about the former employee. What mistake may Carrie have made?

Which of the following types of selection interviews is unstructured?

What are the purposes of the application form? What disclaimers should application forms contain?

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 problem of _____ occurs when interviewers make a decision on the job suitability of applicants within the first few minutes of the interview and spend the balance of the interview looking for evidence to support it.

Poor adaptation of an expatriate's spouse and/or family to the overseas location is a major factor in the failure of expatriate assignments.

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 general, the more structured a type of selection interview, the more likely it is to be statistically valid.

In selection, validity refers to_____.

The main legal reason for performing a thorough background check of all applicants is_____.

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 United States is the only country which restricts the employment of foreign nationals by requiring work permits and visas.

Ernest is applying for a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.

Lack of fit between a person and a job is most likely to result from_____.

What are the key competencies for successful global employees?

Discuss the usefulness of honesty and integrity tests as selection tests.

Human Resource Management in Organizations

Human Resources Strategy and Planning

Equal Employment Opportunity

Workforce, Jobs, and Job Analysis

Individual/Organization Relations and Retention

Recruiting and Labor Markets

Training Human Resources

Talent, Careers, and Development

Performance Management and Appraisal

Total Rewards and Compensation

Variable Pay and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters