Question 1

The employee selection process begins with establishing the process.

Accepted Answer

A) True 
 B)False

Question 2

Realistic job previews (RJPs)provided after an applicant is hired is associated with higher job performance.

Accepted Answer

A) True 
 B)False

Question 3

Which of the following statements is true about performance tests?

Accepted Answer

A) It measures a person's ability to learn and acquire intellectual skills. 
B) It is one in which applicants must demonstrate their capabilities for the job by doing something. 
C) It attempts to objectively measure aspects of the candidate's physical ability or personality. 
D) It detects and predicts deviant behaviors on the job. 
E) It is one in which aspects like leadership,teamwork skills,extraversion,and creativity are tested. 
A) It measures a person's ability to learn and acquire intellectual skills. 
B) It is one in which applicants must demonstrate their capabilities for the job by doing something. 
C) It attempts to objectively measure aspects of the candidate's physical ability or personality. 
D) It detects and predicts deviant behaviors on the job. 
E) It is one in which aspects like leadership,teamwork skills,extraversion,and creativity are tested.

Question 4

Which of the following statements is true about interviews?

Accepted Answer

A) Unstructured interviews are the most valid predictors of performance. 
B) Interviews do not measure interpersonal skills. 
C) Structured interviews involve the interviewer and applicant having an unscripted conversation. 
D) Interviews can be effective tools for predicting future job success. 
E) All interviews are a single standardized process and they do not distinguish between types. 
A) Unstructured interviews are the most valid predictors of performance. 
B) Interviews do not measure interpersonal skills. 
C) Structured interviews involve the interviewer and applicant having an unscripted conversation. 
D) Interviews can be effective tools for predicting future job success. 
E) All interviews are a single standardized process and they do not distinguish between types.

Question 5

Research has made clear that an applicant's personality is the best predictor of job performance.

Accepted Answer

A) True 
 B)False

Question 6

Research indicates that informal tactics involving networking are,in general,more effective than formal tactics.

Accepted Answer

A) True 
 B)False

Question 7

Involving subordinates in the selection process will help assess the candidate's future potential.

Accepted Answer

A) True 
 B)False

Question 8

The myth about employment law is that it helps actively reduce natural biases.

Accepted Answer

A) True 
 B)False

Question 9

Integrity tests are those that:

Accepted Answer

A) measure a person's ability to learn and acquire intellectual skills. 
B) detect and predict deviant behaviors of candidates on the job. 
C) test the applicant's capability for doing a particular job. 
D) attempt to objectively measure aspects of the candidate's physical ability or personality. 
E) test aspects like leadership,teamwork skills,extraversion,and creativity. 
A) measure a person's ability to learn and acquire intellectual skills. 
B) detect and predict deviant behaviors of candidates on the job. 
C) test the applicant's capability for doing a particular job. 
D) attempt to objectively measure aspects of the candidate's physical ability or personality. 
E) test aspects like leadership,teamwork skills,extraversion,and creativity.

Question 10

The two important aspects of employee success that selection efforts target are:

Accepted Answer

A) future behavioral intentions and future cognitive ability. 
B) future work samples and future situational interviews. 
C) future realistic job previews and future face validity. 
D) future job performance and future person-organization fit. 
E) future involuntary turnover and future voluntary turnover. 
A) future behavioral intentions and future cognitive ability. 
B) future work samples and future situational interviews. 
C) future realistic job previews and future face validity. 
D) future job performance and future person-organization fit. 
E) future involuntary turnover and future voluntary turnover.

Question 11

In an interview,when trying to predict future job performance,the challenge is to pay less attention to the applicant's behavior and focus more on how they describe themselves.

Accepted Answer

A) True 
 B)False

Question 12

Which of the following is an example of a performance test?

Accepted Answer

A) Cognitive ability test 
B) Overt integrity test 
C) Work sample 
D) Personality-based integrity test 
E) Psychometric test 
A) Cognitive ability test 
B) Overt integrity test 
C) Work sample 
D) Personality-based integrity test 
E) Psychometric test

Question 13

Since companies are obliged to be discrete about their standardized selection processes,applicants must not be informed about the process.

Accepted Answer

A) True 
 B)False

Question 14

Integrity tests actually make accurate predictions of bad behavior at work.Justify the statement.

Accepted Answer

Integrity tests actually make accurate p

The employee selection process begins with establishing the process.

Realistic job previews (RJPs)provided after an applicant is hired is associated with higher job performance.

Which of the following statements is true about performance tests?

Which of the following statements is true about interviews?

Research has made clear that an applicant's personality is the best predictor of job performance.

Research indicates that informal tactics involving networking are,in general,more effective than formal tactics.

Involving subordinates in the selection process will help assess the candidate's future potential.

The myth about employment law is that it helps actively reduce natural biases.

Integrity tests are those that:

The two important aspects of employee success that selection efforts target are:

In an interview,when trying to predict future job performance,the challenge is to pay less attention to the applicant's behavior and focus more on how they describe themselves.

Which of the following is an example of a performance test?

Since companies are obliged to be discrete about their standardized selection processes,applicants must not be informed about the process.

Integrity tests actually make accurate predictions of bad behavior at work.Justify the statement.

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

The employee selection process begins with establishing the process.

Realistic job previews (RJPs)provided after an applicant is hired is associated with higher job performance.

Which of the following statements is true about performance tests?

Which of the following statements is true about interviews?

Research has made clear that an applicant's personality is the best predictor of job performance.

Research indicates that informal tactics involving networking are,in general,more effective than formal tactics.

Involving subordinates in the selection process will help assess the candidate's future potential.

The myth about employment law is that it helps actively reduce natural biases.

Integrity tests are those that:

The two important aspects of employee success that selection efforts target are:

In an interview,when trying to predict future job performance,the challenge is to pay less attention to the applicant's behavior and focus more on how they describe themselves.

Which of the following is an example of a performance test?

Since companies are obliged to be discrete about their standardized selection processes,applicants must not be informed about the process.

Integrity tests actually make accurate predictions of bad behavior at work.Justify the statement.

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