Question 1

A major problem with resumes and cover letters is lying.

Accepted Answer

A) True 
 B)False

Question 2

The first step in developing a selection plan is to list relevant KSAOs associated with a job.

Accepted Answer

A) True 
 B)False

Question 3

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 4

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

Accepted Answer

A) True 
 B)False

Question 5

The information collected for an accomplishments record includes _______.

Accepted Answer

A)  a written statement of the accomplishment 
B)  when the accomplishment took place 
C)  any recognition for the accomplishment 
D)  all of these 
A)  a written statement of the accomplishment 
B)  when the accomplishment took place 
C)  any recognition for the accomplishment 
D)  all of these

Question 6

Employers are advised to let applicants know in advance that they reserve the right to not hire,terminate,or discipline prospective employee for providing false information during the selection process.

Accepted Answer

A) True 
 B)False

Question 7

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 8

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 9

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

Accepted Answer

A) True 
 B)False

Question 10

Research has found that level of education is moderately related to job performance.

Accepted Answer

A) True 
 B)False

Question 11

Biodata items are generally the same,regardless of the job being staffed.

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex,religion,or national origin if it can be shown to be a bona fide occupational qualification.

Accepted Answer

A) True 
 B)False

Question 14

Research on the reliability and validity of biodata has been quite positive.

Accepted Answer

A) True 
 B)False

Question 15

Which of the following is a typical justification of a BFOQ involving sex that employers use?

Accepted Answer

A)  One sex has an inability to perform the work. 
B)  Personal contact with others requires same sex. 
C)  Customers have a preference for dealing with one sex. 
D)  All of these are potential justifications. 
A)  One sex has an inability to perform the work. 
B)  Personal contact with others requires same sex. 
C)  Customers have a preference for dealing with one sex. 
D)  All of these are potential justifications.

Question 16

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include _______.

Accepted Answer

A)  education level 
B)  quality of school 
C)  training and experience 
D)  all of these are correct 
A)  education level 
B)  quality of school 
C)  training and experience 
D)  all of these are correct

Question 17

Essay tests are best used to assess ___________ skills.

Accepted Answer

A)  oral communication 
B)  written communication 
C)  interpersonal 
D)  none of these 
A)  oral communication 
B)  written communication 
C)  interpersonal 
D)  none of these

Question 18

Biographical information is like application blanks,except ________.

Accepted Answer

A)  biographical information is based on history,but application blanks are based on current events 
B)  application blanks are more likely to be used for substantive selection decisions 
C)  biographical data is more likely to be accepted by applicants 
D)  biographical data can be more fruitfully used for substantive selection decisions 
A)  biographical information is based on history,but application blanks are based on current events 
B)  application blanks are more likely to be used for substantive selection decisions 
C)  biographical data is more likely to be accepted by applicants 
D)  biographical data can be more fruitfully used for substantive selection decisions

Question 19

The burden of proof is on employers to defend BFOQ claims.
Multiple Choice Questions

Accepted Answer

A) True 
 B)False

Question 20

Which of the following is true regarding biodata and background tests?

Accepted Answer

A)  Background information is obtained through interviews and conversations with references. 
B)  They are two different names for the same thing. 
C)  Only background tests look into an applicant's past. 
D)  Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary. 
A)  Background information is obtained through interviews and conversations with references. 
B)  They are two different names for the same thing. 
C)  Only background tests look into an applicant's past. 
D)  Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary.

A major problem with resumes and cover letters is lying.

The first step in developing a selection plan is to list relevant KSAOs associated with a job.

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

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

The information collected for an accomplishments record includes _______.

Employers are advised to let applicants know in advance that they reserve the right to not hire,terminate,or discipline prospective employee for providing false information during the selection process.

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

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

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

Research has found that level of education is moderately related to job performance.

Biodata items are generally the same,regardless of the job being staffed.

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

Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex,religion,or national origin if it can be shown to be a bona fide occupational qualification.

Research on the reliability and validity of biodata has been quite positive.

Which of the following is a typical justification of a BFOQ involving sex that employers use?

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include _______.

Essay tests are best used to assess ___________ skills.

Biographical information is like application blanks,except ________.

The burden of proof is on employers to defend BFOQ claims. Multiple Choice Questions

Which of the following is true regarding biodata and background tests?

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

A major problem with resumes and cover letters is lying.

The first step in developing a selection plan is to list relevant KSAOs associated with a job.

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

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

The information collected for an accomplishments record includes _______.

Employers are advised to let applicants know in advance that they reserve the right to not hire,terminate,or discipline prospective employee for providing false information during the selection process.

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

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

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

Research has found that level of education is moderately related to job performance.

Biodata items are generally the same,regardless of the job being staffed.

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

Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex,religion,or national origin if it can be shown to be a bona fide occupational qualification.

Research on the reliability and validity of biodata has been quite positive.

Which of the following is a typical justification of a BFOQ involving sex that employers use?

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include _______.

Essay tests are best used to assess ___________ skills.

Biographical information is like application blanks,except ________.

The burden of proof is on employers to defend BFOQ claims. Multiple Choice Questions

Which of the following is true regarding biodata and background tests?

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