Question 1

What is an applicant flow record?

Accepted Answer

At the time of completing the application form,the applicant is frequently asked to complete an applicant flow record.It is a form used by a company to obtain information from a job applicant that could be used to illegally discriminate.The applicant voluntarily completes this record.Data and information from the applicant flow record can be used to provide statistical reports to the EEOC or OFCCP or in defense against charges of discrimination concerning the employer's recruitment and selection activities.

Question 2

What are the various methods used to demonstrate the reliability of a criterion predictor?

Accepted Answer

Three methods can be used to demonstrate the reliability of a criterion predictor.Suppose that scores on a test are to be used as the criterion predictor. Test-retest: This involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.Correlation analysis is used to determine the degree of correlation between the two sets of scores.The higher the correlation coefficient,the greater is the reliability of the test. Parallel (or alternative)forms: Under this method two separate but similar forms of a test would be constructed.The same group of employees would be tested at two different times using the alternative forms of the test.Correlation analysis is used to determine the degree of correlation between the two sets of scores.The higher the correlation coefficient,the greater is the reliability of the test. Split halves: This is the simplest and easiest method of determining reliability.Under this method a test is administered to a group of employees.The results of the test are randomly split into two equal groups.The scores of the two equal groups are correlated.The higher the degree of correlation,the greater is the reliability.

Question 3

Discuss the various types of interviews.

Accepted Answer

The various types of interviews used by organizations are: 
- Structured interview: It is conducted using a predetermined outline that is based on a thorough job analysis.Advantages are that it provides the same type of information on all interviewees and allows systematic coverage of all questions deemed necessary by the organization. 
- Unstructured interview: It does not have a predetermined checklist of questions; it uses open-ended questions.It provides a more relaxed atmosphere. 
- Stress interview: It is designed to place the interviewee under pressure.The interviewer assumes a hostile and antagonistic attitude toward the interviewee.The purpose of this interview is to detect the highly emotional person. 
- Board or panel interviews: Two or more interviewers conduct a single interview with the applicant.Can involve either structured or unstructured formats. 
- Group interviews: Several job applicants are questioned together in a group discussion.Can involve either structured or unstructured formats.

Question 4

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

Accepted Answer

A) Psychomotor tests 
B) Thematic Apperception Tests 
C) Proficiency tests 
D) Polygraph tests 
A) Psychomotor tests 
B) Thematic Apperception Tests 
C) Proficiency tests 
D) Polygraph tests

Question 5

A criterion predictor never correlates perfectly with a criterion of job success.

Accepted Answer

A) True 
 B)False

Question 6

The use of polygraph testing is:

Accepted Answer

A) a widely permissible means of determining truth. 
B) currently prohibited in most employment settings. 
C) totally objective since the device interprets the readings. 
D) growing in tandem with technological advances. 
A) a widely permissible means of determining truth. 
B) currently prohibited in most employment settings. 
C) totally objective since the device interprets the readings. 
D) growing in tandem with technological advances.

Question 7

To obtain certain information that could otherwise be used to illegally discriminate,employers encourage voluntary submission of:

Accepted Answer

A) applicant flow records. 
B) declassified disclosures. 
C) realistic job previews. 
D) personnel requisition forms. 
A) applicant flow records. 
B) declassified disclosures. 
C) realistic job previews. 
D) personnel requisition forms.

Question 8

_____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

Accepted Answer

A) Test Evaluation Book 
B) Mental Measurements Yearbook 
C) Knowledge Measurements Evaluation 
D) Employee Selection Procedure 
A) Test Evaluation Book 
B) Mental Measurements Yearbook 
C) Knowledge Measurements Evaluation 
D) Employee Selection Procedure

Question 9

The _____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

Accepted Answer

A) 2/3rds 
B) 50/20 
C) 4/5ths 
D) 80/20 
A) 2/3rds 
B) 50/20 
C) 4/5ths 
D) 80/20

Question 10

The objective of the selection process is to seek and attract attention of qualified candidates.

Accepted Answer

A) True 
 B)False

Question 11

The split halves method used to determine reliability involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Accepted Answer

A) True 
 B)False

Question 12

One of the best ways to encourage application form accuracy is to:

Accepted Answer

A) include a statement that termination could result from inaccuracies. 
B) make the applicant comfortable while filling out the form. 
C) consider an application for selection only after reference checking. 
D) insist that all responses are transcribed from the applicant's resume. 
A) include a statement that termination could result from inaccuracies. 
B) make the applicant comfortable while filling out the form. 
C) consider an application for selection only after reference checking. 
D) insist that all responses are transcribed from the applicant's resume.

Question 13

The first step of the selection process is:

Accepted Answer

A) the diagnostic interview. 
B) completion and screening of the application form. 
C) reference checking. 
D) preliminary interview. 
A) the diagnostic interview. 
B) completion and screening of the application form. 
C) reference checking. 
D) preliminary interview.

Question 14

_____ is a method used to demonstrate reliability which involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

Accepted Answer

A) Parallel forms 
B) Split halves 
C) Alternative forms 
D) Test-retest 
A) Parallel forms 
B) Split halves 
C) Alternative forms 
D) Test-retest

Question 15

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of which of the following?

Accepted Answer

A) Personality tests 
B) Reasoning tests 
C) Interest tests 
D) Proficiency tests 
A) Personality tests 
B) Reasoning tests 
C) Interest tests 
D) Proficiency tests

Question 16

Advantages of the _____ interview are that it provides the same type of information on all interviewees and allows systematic coverage of all questions deemed necessary by the organization.

Accepted Answer

A) stress 
B) structured 
C) group 
D) unstructured 
A) stress 
B) structured 
C) group 
D) unstructured

Question 17

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

Accepted Answer

A) True 
 B)False

Question 18

Which of the following is a prerequisite to the selection process?

Accepted Answer

A) Orientation 
B) Appraisal 
C) Recruitment 
D) Exit interview 
A) Orientation 
B) Appraisal 
C) Recruitment 
D) Exit interview

Question 19

Write a short note on polygraph tests.

Accepted Answer

The polygraph (lie detector)is a device

Question 20

Prior to the EEOC rendering them as irrelevant to actual job performance,general intelligence tests were among the most frequently used:

Accepted Answer

A) proficiency tests. 
B) psychomotor tests. 
C) aptitude tests. 
D) interest tests. 
A) proficiency tests. 
B) psychomotor tests. 
C) aptitude tests. 
D) interest tests.

What is an applicant flow record?

What are the various methods used to demonstrate the reliability of a criterion predictor?

Discuss the various types of interviews.

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

A criterion predictor never correlates perfectly with a criterion of job success.

The use of polygraph testing is:

To obtain certain information that could otherwise be used to illegally discriminate,employers encourage voluntary submission of:

_____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

The _____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

The objective of the selection process is to seek and attract attention of qualified candidates.

The split halves method used to determine reliability involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

One of the best ways to encourage application form accuracy is to:

The first step of the selection process is:

_____ is a method used to demonstrate reliability which involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of which of the following?

Advantages of the _____ interview are that it provides the same type of information on all interviewees and allows systematic coverage of all questions deemed necessary by the organization.

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

Which of the following is a prerequisite to the selection process?

Write a short note on polygraph tests.

Prior to the EEOC rendering them as irrelevant to actual job performance,general intelligence tests were among the most frequently used:

Human Resource Management: A Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and Job Design

Human Resource Planning

Recruiting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

Performance Management Systems

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

Filters

Exam 7: Selecting Employees

What is an applicant flow record?

What are the various methods used to demonstrate the reliability of a criterion predictor?

Discuss the various types of interviews.

Which of the following tests is based on a series of cause-and-effect assumptions like lying causes fear and guilt?

A criterion predictor never correlates perfectly with a criterion of job success.

The use of polygraph testing is:

To obtain certain information that could otherwise be used to illegally discriminate,employers encourage voluntary submission of:

_____ is a handbook that summarizes a wide variety of commercial tests and also provides an evaluation of the tests by several experts.

The _____ rule is a limit used to determine whether or not there are serious discrepancies in hiring decisions and other employment practices affecting women or minorities.

The objective of the selection process is to seek and attract attention of qualified candidates.

The split halves method used to determine reliability involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

One of the best ways to encourage application form accuracy is to:

The first step of the selection process is:

_____ is a method used to demonstrate reliability which involves administering the test to a group of employees and later,usually in about two to four weeks,giving the same group the same test.

The Rorschach inkblot test and the Thematic Apperception Test (TAT)are examples of which of the following?

Advantages of the _____ interview are that it provides the same type of information on all interviewees and allows systematic coverage of all questions deemed necessary by the organization.

Adverse impact is a condition that occurs when the selection rate for women and minorities is less than 80 percent of the selection rate for the majority group in hiring,promotions,transfers,demotions,or any selection decision.

Which of the following is a prerequisite to the selection process?

Write a short note on polygraph tests.

Prior to the EEOC rendering them as irrelevant to actual job performance,general intelligence tests were among the most frequently used:

Human Resource Management: A Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and Job Design

Human Resource Planning

Recruiting Employees

Orientation and Employee Training

Management and Organizational Development

Career Development

Performance Management Systems

The Organizational Reward System

Base Wage and Salary Systems

Incentive Pay Systems

Employee Benefits

Employee Safety and Health

Employee Relations

The Legal Environment and Structure of Labor Unions

Union Organizing Campaigns and Collective Bargaining

Filters