Question 1

List the key guidelines to avoid disparate treatment and adverse impact under the employment law.

Accepted Answer

Some key guidelines to avoid disparate t

Question 2

The _____ test is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

Accepted Answer

A) general mental ability 
B) overt integrity 
C) work sample 
D) personality-based integrity 
E) psychometric 
A) general mental ability 
B) overt integrity 
C) work sample 
D) personality-based integrity 
E) psychometric

Question 3

Rejecting applications from people with disabilities on the assumption they cannot adequately do the job is an example of adverse impact.

Accepted Answer

A) True 
 B)False

Question 4

Defining performance is:

Accepted Answer

A) picking essential job tasks from the job description. 
B) providing the candidate with the most practical setting to perform the tasks. 
C) collecting work samples that mimic a day in the life of the manager. 
D) determining what results a candidate needs to obtain on the job tasks. 
E) judging the candidate on the basis of subtle biases like gender,race,and other similarities. 
A) picking essential job tasks from the job description. 
B) providing the candidate with the most practical setting to perform the tasks. 
C) collecting work samples that mimic a day in the life of the manager. 
D) determining what results a candidate needs to obtain on the job tasks. 
E) judging the candidate on the basis of subtle biases like gender,race,and other similarities.

Question 5

_____ turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

Accepted Answer

A) Dysfunctional 
B) Unavoidable 
C) Involuntary 
D) Functional 
E) Avoidable 
A) Dysfunctional 
B) Unavoidable 
C) Involuntary 
D) Functional 
E) Avoidable

Question 6

What are the guiding principles to decide on the methods and the assessment for the most effective selection process?

Accepted Answer

A few guiding principles to follow for t

Question 7

Integrity tests are a moderately strong predictor of job performance.

Accepted Answer

A) True 
 B)False

Question 8

_____ is the degree to which the selection method can reasonably be employed in different situations,and its overall cost.

Accepted Answer

A) Fairness 
B) Feasibility 
C) Face validity 
D) Validity 
E) Reliability 
A) Fairness 
B) Feasibility 
C) Face validity 
D) Validity 
E) Reliability

Question 9

Which of the following is true about establishing a process before deciding to hire an employee?

Accepted Answer

A) The company will have a tendency to stray from the procedure if followed uniformly. 
B) Such a process will not work when there is an urgency to fill the position. 
C) In employment law,courts rule that in the face of a crisis,companies can hire employees without establishing a process. 
D) The process will result in a poor selection decision. 
E) It helps create a good impression on potential candidates. 
A) The company will have a tendency to stray from the procedure if followed uniformly. 
B) Such a process will not work when there is an urgency to fill the position. 
C) In employment law,courts rule that in the face of a crisis,companies can hire employees without establishing a process. 
D) The process will result in a poor selection decision. 
E) It helps create a good impression on potential candidates.

Question 10

A performance test is one which measures a person's ability to learn and acquire intellectual skills.

Accepted Answer

A) True 
 B)False

Question 11

Interviews should not be used to measure all types of job requirements.

Accepted Answer

A) True 
 B)False

Question 12

A standardized process is always consistent for all jobs but may vary based on the candidates.

Accepted Answer

A) True 
 B)False

Question 13

Northlake Inc. ,is facing a voluntary employee turnover with many high performers quitting.What are the possible reasons for high performers quitting the company?

Accepted Answer

High performers are always looking for a

Question 14

Unstructured interviews are much more valid predictors of performance than structured ones.

Accepted Answer

A) True 
 B)False

Question 15

High performers tend to quit when equal pay raises are given regardless of each employee's performance.

Accepted Answer

A) True 
 B)False

Question 16

Good recruiters "sell" their organizations to good candidates.Contradict the statement.

Accepted Answer

While all organizations want to put thei

Question 17

As the manager of Buckle & Buckle Inc. ,how would you go about recruiting recent graduates for your company?

Accepted Answer

Some of the steps to be taken when a com

Question 18

Informal tactics of recruitment involve posting job ads on internal systems or on recruitment Websites.

Accepted Answer

A) True 
 B)False

Question 19

In a selection process,one standardized method is always appropriate for all jobs.

Accepted Answer

A) True 
 B)False

Question 20

Characterize a good job description.

Accepted Answer

Job descriptions do not need to be exhau

List the key guidelines to avoid disparate treatment and adverse impact under the employment law.

The _____ test is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

Rejecting applications from people with disabilities on the assumption they cannot adequately do the job is an example of adverse impact.

Defining performance is:

_____ turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

What are the guiding principles to decide on the methods and the assessment for the most effective selection process?

Integrity tests are a moderately strong predictor of job performance.

_____ is the degree to which the selection method can reasonably be employed in different situations,and its overall cost.

Which of the following is true about establishing a process before deciding to hire an employee?

A performance test is one which measures a person's ability to learn and acquire intellectual skills.

Interviews should not be used to measure all types of job requirements.

A standardized process is always consistent for all jobs but may vary based on the candidates.

Northlake Inc. ,is facing a voluntary employee turnover with many high performers quitting.What are the possible reasons for high performers quitting the company?

Unstructured interviews are much more valid predictors of performance than structured ones.

High performers tend to quit when equal pay raises are given regardless of each employee's performance.

Good recruiters "sell" their organizations to good candidates.Contradict the statement.

As the manager of Buckle & Buckle Inc. ,how would you go about recruiting recent graduates for your company?

Informal tactics of recruitment involve posting job ads on internal systems or on recruitment Websites.

In a selection process,one standardized method is always appropriate for all jobs.

Characterize a good job description.

Organizational Behavior and Your Personal Effectiveness

Managing Stress and Time

Solving Problems

Making Ethical Decisions

Communication

Motivating Others

Managing Employee Performance

Using Power and Influence

Leading Others

Team Effectiveness

Resolving Conflict Through Negotiation and Mediation

Culture and Diversity

Making Change

Filters

Exam 12: Recruiting, Selecting, and Retaining Talent

List the key guidelines to avoid disparate treatment and adverse impact under the employment law.

The _____ test is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

Rejecting applications from people with disabilities on the assumption they cannot adequately do the job is an example of adverse impact.

Defining performance is:

_____ turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

What are the guiding principles to decide on the methods and the assessment for the most effective selection process?

Integrity tests are a moderately strong predictor of job performance.

_____ is the degree to which the selection method can reasonably be employed in different situations,and its overall cost.

Which of the following is true about establishing a process before deciding to hire an employee?

A performance test is one which measures a person's ability to learn and acquire intellectual skills.

Interviews should not be used to measure all types of job requirements.

A standardized process is always consistent for all jobs but may vary based on the candidates.

Northlake Inc. ,is facing a voluntary employee turnover with many high performers quitting.What are the possible reasons for high performers quitting the company?

Unstructured interviews are much more valid predictors of performance than structured ones.

High performers tend to quit when equal pay raises are given regardless of each employee's performance.

Good recruiters "sell" their organizations to good candidates.Contradict the statement.

As the manager of Buckle & Buckle Inc. ,how would you go about recruiting recent graduates for your company?

Informal tactics of recruitment involve posting job ads on internal systems or on recruitment Websites.

In a selection process,one standardized method is always appropriate for all jobs.

Characterize a good job description.

Organizational Behavior and Your Personal Effectiveness

Managing Stress and Time

Solving Problems

Making Ethical Decisions

Communication

Motivating Others

Managing Employee Performance

Using Power and Influence

Leading Others

Team Effectiveness

Resolving Conflict Through Negotiation and Mediation

Culture and Diversity

Making Change

Filters