Question 1

Employers are unlikely to eliminate the selection interview from the selection process because it has high "face validity."

Accepted Answer

A) True 
 B)False

Question 2

Currently, genetic tests for screening out applicants are legal in Canada.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following statements characterizes a structured job interview?

Accepted Answer

A) All candidates are asked a set of standardized questions. 
B) Each candidate appears before a panel of interviewers. 
C) Each candidate responds to questions designed to address all Big Five personality traits. 
D) All candidates meet with the same interviewer. 
A) All candidates are asked a set of standardized questions. 
B) Each candidate appears before a panel of interviewers. 
C) Each candidate responds to questions designed to address all Big Five personality traits. 
D) All candidates meet with the same interviewer.

Question 4

Discuss this statement: "Interviews are the most widely used, but the least valid, selection method." What are some of the uses and problems associated with employment interviews?

Accepted Answer

A selection interview can integrate all

Question 5

Interviewers may tend to favour or select applicants they consider much like themselves. If so, which of the following is occurring?

Accepted Answer

A) bias 
B) halo effect 
C) stereotyping 
D) negative emphasis 
A) bias 
B) halo effect 
C) stereotyping 
D) negative emphasis

Question 6

Which of the following recommendations is NOT a key point in effective interviewing?

Accepted Answer

A) Plan the interview by reviewing all related documents. 
B) Use effective questioning techniques. 
C) Write down all comments made to and by the applicant. 
D) Let the candidate speak freely. 
A) Plan the interview by reviewing all related documents. 
B) Use effective questioning techniques. 
C) Write down all comments made to and by the applicant. 
D) Let the candidate speak freely.

Question 7

You are the university recruiter for an investment bank. What selection tests would be appropriate to use for entry-level professional positions? Which tests would clearly be inappropriate?

Accepted Answer

Appropriate tests would include specific

Question 8

In selection, a predictor is a characteristic that a person must have to do a job successfully.

Accepted Answer

A) True 
 B)False

Question 9

Some pieces of information are more subject to being falsified than others. Which of the following pieces are applicants LEAST likely to lie about?

Accepted Answer

A) length of prior employment 
B) job duties 
C) educational attainment 
D) past salary 
A) length of prior employment 
B) job duties 
C) educational attainment 
D) past salary

Question 10

Fitting a person to the right job is an HR focus. What is this activity the definition of?

Accepted Answer

A) placement 
B) selection 
C) staffing 
D) orientation 
A) placement 
B) selection 
C) staffing 
D) orientation

Question 11

Which of the following characteristics is a key personal one for success in an overseas assignment?

Accepted Answer

A) task-centredness 
B) ambiguity tolerance 
C) introversion 
D) emotional flexibility 
A) task-centredness 
B) ambiguity tolerance 
C) introversion 
D) emotional flexibility

Question 12

Clarence is selecting questions for a structured interview he is designing. He wants to ask each candidate a question or two that will tap the applicant's motivation. Which of the following draft questions should Clarence avoid asking?

Accepted Answer

A) What projects get you excited? 
B) How do you measure success? 
C) What difficult problem have you faced and solved? 
D) What career objectives have you met? 
A) What projects get you excited? 
B) How do you measure success? 
C) What difficult problem have you faced and solved? 
D) What career objectives have you met?

Question 13

Job candidates come to understand the organizational realities of a job, which enables them to put their job expectations accurately in context. Which of the following is the name of this process?

Accepted Answer

A) job orientation 
B) practical overview initiation 
C) accurate structured interview 
D) realistic job preview 
A) job orientation 
B) practical overview initiation 
C) accurate structured interview 
D) realistic job preview

Question 14

One negative fact about an applicant may influence the selection decision more than any amount of positive information.

Accepted Answer

A) True 
 B)False

Question 15

When an organization needs to fill jobs, it engages in choosing individuals who have the essential qualifications. Which of the following terms is used to describe this process?

Accepted Answer

A) recruitment 
B) placement 
C) hiring 
D) selection 
A) recruitment 
B) placement 
C) hiring 
D) selection

Question 16

The job offer document

Accepted Answer

A) does not need to provide for individuals to sign an acceptance of the offer. 
B) does not need to be reviewed by legal counsel. 
C) should clearly identify terms and conditions of employment. 
D) should include general statements about areas such as bonuses and work schedules that might change later. 
A) does not need to provide for individuals to sign an acceptance of the offer. 
B) does not need to be reviewed by legal counsel. 
C) should clearly identify terms and conditions of employment. 
D) should include general statements about areas such as bonuses and work schedules that might change later.

Question 17

Research has consistently shown that a structured interview is neither a valid nor a reliable predictor of job performance.

Accepted Answer

A) True 
 B)False

Question 18

The recruiter for West Photo Supply is scanning a résumé. The individual, a woman, is highly qualified for the position that West Photo has open. The position requires two weeks of travel per month. The résumé has a section headed "Hobbies and Activities." Here, the individual lists membership in a club called "Parents of Multiples," an organization for parents who have twins and other multiple-birth children. Which of the following statements outlines an appropriate legal perspective for the recruiter?

Accepted Answer

A) The recruiter can handle this résumé however he sees fit because women are not a protected class for employers who are not government contractors. 
B) The recruiter can simply ignore this résumé because legally, résumés are not considered "applications." 
C) The recruiter cannot legally use this information in making a selection decision. 
D) The recruiter can discard the application because the individual included illegal information on her résumé.. 
A) The recruiter can handle this résumé however he sees fit because women are not a protected class for employers who are not government contractors. 
B) The recruiter can simply ignore this résumé because legally, résumés are not considered "applications." 
C) The recruiter cannot legally use this information in making a selection decision. 
D) The recruiter can discard the application because the individual included illegal information on her résumé..

Employers are unlikely to eliminate the selection interview from the selection process because it has high "face validity."

Currently, genetic tests for screening out applicants are legal in Canada.

Which of the following statements characterizes a structured job interview?

Discuss this statement: "Interviews are the most widely used, but the least valid, selection method." What are some of the uses and problems associated with employment interviews?

Interviewers may tend to favour or select applicants they consider much like themselves. If so, which of the following is occurring?

Which of the following recommendations is NOT a key point in effective interviewing?

You are the university recruiter for an investment bank. What selection tests would be appropriate to use for entry-level professional positions? Which tests would clearly be inappropriate?

In selection, a predictor is a characteristic that a person must have to do a job successfully.

Some pieces of information are more subject to being falsified than others. Which of the following pieces are applicants LEAST likely to lie about?

Fitting a person to the right job is an HR focus. What is this activity the definition of?

Which of the following characteristics is a key personal one for success in an overseas assignment?

Clarence is selecting questions for a structured interview he is designing. He wants to ask each candidate a question or two that will tap the applicant's motivation. Which of the following draft questions should Clarence avoid asking?

Job candidates come to understand the organizational realities of a job, which enables them to put their job expectations accurately in context. Which of the following is the name of this process?

One negative fact about an applicant may influence the selection decision more than any amount of positive information.

When an organization needs to fill jobs, it engages in choosing individuals who have the essential qualifications. Which of the following terms is used to describe this process?

The job offer document

Research has consistently shown that a structured interview is neither a valid nor a reliable predictor of job performance.

Changing Nature of Human Resources Management

Strategic HR Management and Planning

Legal Environment of Equal Employment and Diversity

Redefining Jobs and Job Analysis

Recruiting in Labour Markets

Training Human Resources

Talent Management and Development

Performance Management and Appraisal

Compensation Strategies and Practices

Variable Pay and Executive Compensation

Managing Employee Benefits

Health, Safety, and Security and Risk Management

Employee Rights and Discipline

Unionmanagement Relations

Filters

Exam 6: Selection of Human Resources

Employers are unlikely to eliminate the selection interview from the selection process because it has high "face validity."

Currently, genetic tests for screening out applicants are legal in Canada.

Which of the following statements characterizes a structured job interview?

Discuss this statement: "Interviews are the most widely used, but the least valid, selection method." What are some of the uses and problems associated with employment interviews?

Interviewers may tend to favour or select applicants they consider much like themselves. If so, which of the following is occurring?

Which of the following recommendations is NOT a key point in effective interviewing?

You are the university recruiter for an investment bank. What selection tests would be appropriate to use for entry-level professional positions? Which tests would clearly be inappropriate?

In selection, a predictor is a characteristic that a person must have to do a job successfully.

Some pieces of information are more subject to being falsified than others. Which of the following pieces are applicants LEAST likely to lie about?

Fitting a person to the right job is an HR focus. What is this activity the definition of?

Which of the following characteristics is a key personal one for success in an overseas assignment?

Clarence is selecting questions for a structured interview he is designing. He wants to ask each candidate a question or two that will tap the applicant's motivation. Which of the following draft questions should Clarence avoid asking?

Job candidates come to understand the organizational realities of a job, which enables them to put their job expectations accurately in context. Which of the following is the name of this process?

One negative fact about an applicant may influence the selection decision more than any amount of positive information.

When an organization needs to fill jobs, it engages in choosing individuals who have the essential qualifications. Which of the following terms is used to describe this process?

The job offer document

Research has consistently shown that a structured interview is neither a valid nor a reliable predictor of job performance.

Changing Nature of Human Resources Management

Strategic HR Management and Planning

Legal Environment of Equal Employment and Diversity

Redefining Jobs and Job Analysis

Recruiting in Labour Markets

Training Human Resources

Talent Management and Development

Performance Management and Appraisal

Compensation Strategies and Practices

Variable Pay and Executive Compensation

Managing Employee Benefits

Health, Safety, and Security and Risk Management

Employee Rights and Discipline

Unionmanagement Relations

Filters