Question 1

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these,and the format is unstandardized.

Accepted Answer

A)  certifications 
B)  biodata forms 
C)  letters of recommendation 
D)  MBAs 
A)  certifications 
B)  biodata forms 
C)  letters of recommendation 
D)  MBAs C

Question 2

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

Accepted Answer

A) True 
 B)False  False

Question 3

One major problem with letters of recommendation is that they __________.

Accepted Answer

A)  are too lengthy to be useful 
B)  are not structured or standardized 
C)  are too ambiguous to interpret 
D)  all of these are correct 
A)  are too lengthy to be useful 
B)  are not structured or standardized 
C)  are too ambiguous to interpret 
D)  all of these are correct B

Question 4

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 5

One of the major disadvantages of using handwriting analysis as an assessment method is that it is _______.

Accepted Answer

A)  expensive 
B)  not related to job performance 
C)  easy to fake 
D)  inefficient 
A)  expensive 
B)  not related to job performance 
C)  easy to fake 
D)  inefficient

Question 6

The most common person to be contacted in a reference check is the applicant's ___________.

Accepted Answer

A)  former coworkers 
B)  HR department at his/her former employer 
C)  former supervisor 
D)  friends 
A)  former coworkers 
B)  HR department at his/her former employer 
C)  former supervisor 
D)  friends

Question 7

Level of education requirements have little adverse impact against minority applicants.

Accepted Answer

A) True 
 B)False

Question 8

Although arrest information may be gathered in the process of doing a background check,it cannot be used in staffing decisions.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following statements regarding résumés is true?

Accepted Answer

A)  Even background checks cannot reduce the problem of résumé fraud 
B)  Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions 
C)  Video résumés are highly respected by most employers 
D)  Extensive evidence suggests that résumés are highly accurate predictors of employee job performance 
A)  Even background checks cannot reduce the problem of résumé fraud 
B)  Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions 
C)  Video résumés are highly respected by most employers 
D)  Extensive evidence suggests that résumés are highly accurate predictors of employee job performance

Question 10

Background testing is concerned with the __________ of an applicant.

Accepted Answer

A)  integrity 
B)  reliability 
C)  personal adjustments 
D)  all of these 
A)  integrity 
B)  reliability 
C)  personal adjustments 
D)  all of these

Question 11

Although employers can outsource résumé collection to résumé-tracking services,in practice this type of outsourcing is too inefficient to be worth the cost.

Accepted Answer

A) True 
 B)False

Question 12

The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.

Accepted Answer

A) True 
 B)False

Question 13

Most initial assessment methods have moderate to low validity.

Accepted Answer

A) True 
 B)False

Question 14

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 15

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 16

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

Accepted Answer

A) True 
 B)False

Question 17

The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés,has risen dramatically in recent years.

Accepted Answer

A) True 
 B)False

Question 18

Cost should not be used to guide the choice of initial assessment methods.

Accepted Answer

A) True 
 B)False

Question 19

Occupational certification helps guard against the misuse of job titles in human resource selection.

Accepted Answer

A) True 
 B)False

Question 20

Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.

Accepted Answer

A) True 
 B)False

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these,and the format is unstandardized.

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

One major problem with letters of recommendation is that they __________.

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

One of the major disadvantages of using handwriting analysis as an assessment method is that it is _______.

The most common person to be contacted in a reference check is the applicant's ___________.

Level of education requirements have little adverse impact against minority applicants.

Although arrest information may be gathered in the process of doing a background check,it cannot be used in staffing decisions.

Which of the following statements regarding résumés is true?

Background testing is concerned with the __________ of an applicant.

Although employers can outsource résumé collection to résumé-tracking services,in practice this type of outsourcing is too inefficient to be worth the cost.

The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.

Most initial assessment methods have moderate to low validity.

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

Which of the following is true regarding genetic screening?

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés,has risen dramatically in recent years.

Cost should not be used to guide the choice of initial assessment methods.

Occupational certification helps guard against the misuse of job titles in human resource selection.

Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.

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

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these,and the format is unstandardized.

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

One major problem with letters of recommendation is that they __________.

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

One of the major disadvantages of using handwriting analysis as an assessment method is that it is _______.

The most common person to be contacted in a reference check is the applicant's ___________.

Level of education requirements have little adverse impact against minority applicants.

Although arrest information may be gathered in the process of doing a background check,it cannot be used in staffing decisions.

Which of the following statements regarding résumés is true?

Background testing is concerned with the __________ of an applicant.

Although employers can outsource résumé collection to résumé-tracking services,in practice this type of outsourcing is too inefficient to be worth the cost.

The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.

Most initial assessment methods have moderate to low validity.

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

Which of the following is true regarding genetic screening?

The validity evidence for weighted application blanks is better than that for unweighted application blanks.

The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés,has risen dramatically in recent years.

Cost should not be used to guide the choice of initial assessment methods.

Occupational certification helps guard against the misuse of job titles in human resource selection.

Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.

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