Question 1

Which of the following is(are) initial assessment methods?

Accepted Answer

A)  Résumés and cover letters 
B)  Application blanks 
C)  Biographical information 
D)  All of the above 
A)  Résumés and cover letters 
B)  Application blanks 
C)  Biographical information 
D)  All of the above D

Question 2

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

Accepted Answer

A) True 
 B)False  True

Question 3

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Accepted Answer

A) True 
 B)False  True

Question 4

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

Accepted Answer

A) True 
 B)False

Question 5

One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person.

Accepted Answer

A) True 
 B)False

Question 6

Scored evaluations of unweighted application blanks are good predictors of job performance.

Accepted Answer

A) True 
 B)False

Question 7

Asking applicants to complete a supplemental application in which they describe their most significant accomplishments relative to a list of job behaviors is known as the ________.

Accepted Answer

A)  behavioral consistency method 
B)  experiential summary method 
C)  biodata approach 
D)  none of the above 
A)  behavioral consistency method 
B)  experiential summary method 
C)  biodata approach 
D)  none of the above

Question 8

Research on application blanks has suggested that the most common questions that are misinterpreted include ________.

Accepted Answer

A)  previous employers 
B)  reasons for leaving previous jobs 
C)  previous positions held 
D)  all of the above are true 
A)  previous employers 
B)  reasons for leaving previous jobs 
C)  previous positions held 
D)  all of the above are true

Question 9

The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."

Accepted Answer

A) True 
 B)False

Question 10

Résumé scanning software tends to look for nouns more than action verbs.

Accepted Answer

A) True 
 B)False

Question 11

Research has indicated that job applicants generally have a ________ view of biodata inventories.

Accepted Answer

A)  very positive 
B)  negative 
C)  positive 
D)  neutral 
A)  very positive 
B)  negative 
C)  positive 
D)  neutral

Question 12

Which of the following is true regarding genetic screening?

Accepted Answer

A)  It helps to screen out people who will perform poorly on the job. 
B)  It is used widely by companies in the U.S. 
C)  It helps to screen out people who are susceptible to certain diseases. 
D)  A recent court decision has ruled that it is allowable under the Americans with Disabilities Act. 
A)  It helps to screen out people who will perform poorly on the job. 
B)  It is used widely by companies in the U.S. 
C)  It helps to screen out people who are susceptible to certain diseases. 
D)  A recent court decision has ruled that it is allowable under the Americans with Disabilities Act.

Question 13

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are ________.

Accepted Answer

A)  1.00 
B)  .80 
C)  .20 
D)  .60 
E)  .40 
A)  1.00 
B)  .80 
C)  .20 
D)  .60 
E)  .40

Question 14

College grades are more valid predictors of job performance than high school grades.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following methods is the most valid predictor of performance?

Accepted Answer

A)  Initial interviews 
B)  Handwriting analysis 
C)  Biodata 
D)  Unweighted application blanks 
A)  Initial interviews 
B)  Handwriting analysis 
C)  Biodata 
D)  Unweighted application blanks

Question 16

Employers protect themselves in the initial stages of contact with job applicants through the use of ________.

Accepted Answer

A)  labor contracts 
B)  employment clauses 
C)  disclaimers 
D)  discharge policies 
A)  labor contracts 
B)  employment clauses 
C)  disclaimers 
D)  discharge policies

Question 17

Which of the following is true regarding pre-employment inquiries (PI)?

Accepted Answer

A)  They have little potential for being used for discriminatory purposes in the assessment process. 
B)  Organizations rarely make inappropriate and illegal PIs. 
C)  It is critical for employers to understand the laws and regulations regarding PIs. 
D)  The emphasis in PIs is on the illegal collection of information. 
A)  They have little potential for being used for discriminatory purposes in the assessment process. 
B)  Organizations rarely make inappropriate and illegal PIs. 
C)  It is critical for employers to understand the laws and regulations regarding PIs. 
D)  The emphasis in PIs is on the illegal collection of information.

Question 18

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.

Accepted Answer

A) True 
 B)False

Question 19

Biodata refers to medical or physiological tests of applicants prior to hiring.

Accepted Answer

A) True 
 B)False

Question 20

Most initial assessment methods have ________ validity.

Accepted Answer

A)  moderate to low 
B)  high to very high 
C)  moderately high to high 
D)  moderate 
A)  moderate to low 
B)  high to very high 
C)  moderately high to high 
D)  moderate

Which of the following is(are) initial assessment methods?

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person.

Scored evaluations of unweighted application blanks are good predictors of job performance.

Asking applicants to complete a supplemental application in which they describe their most significant accomplishments relative to a list of job behaviors is known as the ________.

Research on application blanks has suggested that the most common questions that are misinterpreted include ________.

The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."

Résumé scanning software tends to look for nouns more than action verbs.

Research has indicated that job applicants generally have a ________ view of biodata inventories.

Which of the following is true regarding genetic screening?

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are ________.

College grades are more valid predictors of job performance than high school grades.

Which of the following methods is the most valid predictor of performance?

Employers protect themselves in the initial stages of contact with job applicants through the use of ________.

Which of the following is true regarding pre-employment inquiries (PI)?

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.

Biodata refers to medical or physiological tests of applicants prior to hiring.

Most initial assessment methods have ________ validity.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters

Exam 8: External Selection I

Which of the following is(are) initial assessment methods?

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person.

Scored evaluations of unweighted application blanks are good predictors of job performance.

Asking applicants to complete a supplemental application in which they describe their most significant accomplishments relative to a list of job behaviors is known as the ________.

Research on application blanks has suggested that the most common questions that are misinterpreted include ________.

The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."

Résumé scanning software tends to look for nouns more than action verbs.

Research has indicated that job applicants generally have a ________ view of biodata inventories.

Which of the following is true regarding genetic screening?

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are ________.

College grades are more valid predictors of job performance than high school grades.

Which of the following methods is the most valid predictor of performance?

Employers protect themselves in the initial stages of contact with job applicants through the use of ________.

Which of the following is true regarding pre-employment inquiries (PI)?

Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.

Biodata refers to medical or physiological tests of applicants prior to hiring.

Most initial assessment methods have ________ validity.

Staffing Models and Strategy

Legal Compliance

Planning

Job Analysis and Rewards

External Recruitment

Internal Recruitment

Measurement

External Selection II

Internal Selection

Decision Making

Final Match

Staffing System Management

Retention Management

Filters