Question 1

Explain the purpose of a preliminary interview.

Accepted Answer

A preliminary interview is used to determine whether an applicant's skills,abilities,and job preferences match any of the available jobs in an organization,to explain to the applicant the available jobs and their requirements,and to answer any questions the applicant has about the available jobs or the employer.A preliminary interview is usually conducted after the applicant has completed the application form.It is generally a brief,exploratory interview that is normally conducted by a specialist from the human resource department.The interview screens out unqualified or uninterested applicants.

Question 2

What is an applicant flow record?

Accepted Answer

At the time of completing the employment application form,an 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 Equal Employment Opportunity Commission (EEOC)or Office of Federal Contract Compliance Programs (OFCCP)or in defense against charges of discrimination concerning the employer's recruitment and selection activities.

Question 3

Discuss the various types of aptitude tests.

Accepted Answer

Aptitude tests measure a person's capacity or potential ability to learn and perform a job.Some of the more frequently used tests measure verbal ability,numerical ability,perceptual speed,spatial ability,and reasoning ability.
Verbal-aptitude tests measure a person's ability to use words in thinking,planning,and communicating.
Numerical tests measure ability to add,subtract,multiply,and divide.
Perception speed tests measure ability to recognize similarities and differences.
Spatial tests measure ability to visualize objects in space and determine their relationships.Reasoning tests measure ability to analyze oral or written facts and make correct judgments concerning these facts on the basis of logical implications.

Question 4

Which of the following is true of the reliability of employment tests?

Accepted Answer

A)  The reliability of a test is high if a person fails it on one day but makes an excellent grade when taking it again a week later. 
B)  Reliability is necessary but not sufficient to show the validity of a criterion predictor. 
C)  The reliability of a criterion predictor plays an insignificant role in determining its validity. 
D)  Reliability measures how accurately a criterion predictor predicts the criterion of job. success. 
A)  The reliability of a test is high if a person fails it on one day but makes an excellent grade when taking it again a week later. 
B)  Reliability is necessary but not sufficient to show the validity of a criterion predictor. 
C)  The reliability of a criterion predictor plays an insignificant role in determining its validity. 
D)  Reliability measures how accurately a criterion predictor predicts the criterion of job. success.

Question 5

____ refers to how accurately a predictor actually predicts the criterion of job success.

Accepted Answer

A)  Reliability 
B)  Validity 
C)  Agility 
D)  Adaptability 
A)  Reliability 
B)  Validity 
C)  Agility 
D)  Adaptability

Question 6

The use of polygraph examinations:

Accepted Answer

A)  has been made mandatory by the government for all private employers. 
B)  is currently prohibited in most employment settings. 
C)  is totally objective since the device interprets the readings. 
D)  has been restricted in industries with national defense or security contracts. 
A)  has been made mandatory by the government for all private employers. 
B)  is currently prohibited in most employment settings. 
C)  is totally objective since the device interprets the readings. 
D)  has been restricted in industries with national defense or security contracts.

Question 7

An applicant flow record is required mandatorily to be filled by all job applicants as part of the selection process.

Accepted Answer

A) True 
 B)False

Question 8

According to the Equal Employment Opportunity Commission (EEOC)and the courts,inquiries about race,color,national origin,or religion are illegal per se.

Accepted Answer

A) True 
 B)False

Question 9

A word processing test given to applicants for a secretarial job is an example of a(n)____.

Accepted Answer

A)  proficiency test 
B)  interest test 
C)  personality test 
D)  polygraph test 
A)  proficiency test 
B)  interest test 
C)  personality test 
D)  polygraph test

Question 10

The Privacy Act of 1974 prevents government agencies from making their employment records available to other organizations without the consent of the individual involved.

Accepted Answer

A) True 
 B)False

Question 11

Which of the following tests is most likely to be administered while hiring people to fill assembly-line jobs?

Accepted Answer

A)  Perception speed test 
B)  Verbal-aptitude test 
C)  Psychomotor test 
D)  Reasoning test 
A)  Perception speed test 
B)  Verbal-aptitude test 
C)  Psychomotor test 
D)  Reasoning test

Question 12

The primary problem with using ____ for employee selection purposes is that responses to the questions are not always sincere.

Accepted Answer

A)  graphology 
B)  proficiency tests 
C)  interest tests 
D)  psychomotor tests 
A)  graphology 
B)  proficiency tests 
C)  interest tests 
D)  psychomotor tests

Question 13

In a job interview,the halo effect occurs when:

Accepted Answer

A)  an interviewer uses only open-ended questions throughout the interview. 
B)  a candidate being interviewed is overqualified for a job. 
C)  a job candidate has some preconceived notions about the interviewer and his or her organization. 
D)  an interviewer allows a single prominent characteristic of a job candidate to dominate judgment of all other traits. 
A)  an interviewer uses only open-ended questions throughout the interview. 
B)  a candidate being interviewed is overqualified for a job. 
C)  a job candidate has some preconceived notions about the interviewer and his or her organization. 
D)  an interviewer allows a single prominent characteristic of a job candidate to dominate judgment of all other traits.

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

Which of the following tests is based on the assumption that people are more likely to be successful in jobs they like?

Accepted Answer

A)  Spatial tests 
B)  Proficiency tests 
C)  Interest tests 
D)  Polygraph tests 
A)  Spatial tests 
B)  Proficiency tests 
C)  Interest tests 
D)  Polygraph tests

Question 16

A(n)____ is used by a company to obtain information from a job applicant that could be used to illegally discriminate.

Accepted Answer

A)  applicant flow record 
B)  non-disclosure form 
C)  realistic job preview 
D)  job description 
A)  applicant flow record 
B)  non-disclosure form 
C)  realistic job preview 
D)  job description

Question 17

Perception speed tests measure a person's ability to visualize objects in space and determine their relationships.

Accepted Answer

A) True 
 B)False

Question 18

The purpose of an employment application form is to:

Accepted Answer

A)  test applicants' interpersonal skills. 
B)  inform the applicants about the job responsibilities. 
C)  inform the applicants about the selection criteria. 
D)  screen out unqualified applicants. 
A)  test applicants' interpersonal skills. 
B)  inform the applicants about the job responsibilities. 
C)  inform the applicants about the selection criteria. 
D)  screen out unqualified applicants.

Question 19

Predictive validation is used frequently for employment tests because it is cost-efficient and fast.

Accepted Answer

A) True 
 B)False

Question 20

____ are used to differentiate experienced and skilled workers from less experienced and less skilled workers.

Accepted Answer

A)  Genetic tests 
B)  Job knowledge tests 
C)  Spatial tests 
D)  Perception speed tests 
A)  Genetic tests 
B)  Job knowledge tests 
C)  Spatial tests 
D)  Perception speed tests

Explain the purpose of a preliminary interview.

What is an applicant flow record?

Discuss the various types of aptitude tests.

Which of the following is true of the reliability of employment tests?

____ refers to how accurately a predictor actually predicts the criterion of job success.

The use of polygraph examinations:

An applicant flow record is required mandatorily to be filled by all job applicants as part of the selection process.

According to the Equal Employment Opportunity Commission (EEOC)and the courts,inquiries about race,color,national origin,or religion are illegal per se.

A word processing test given to applicants for a secretarial job is an example of a(n)____.

The Privacy Act of 1974 prevents government agencies from making their employment records available to other organizations without the consent of the individual involved.

Which of the following tests is most likely to be administered while hiring people to fill assembly-line jobs?

The primary problem with using ____ for employee selection purposes is that responses to the questions are not always sincere.

In a job interview,the halo effect occurs when:

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

Which of the following tests is based on the assumption that people are more likely to be successful in jobs they like?

A(n)____ is used by a company to obtain information from a job applicant that could be used to illegally discriminate.

Perception speed tests measure a person's ability to visualize objects in space and determine their relationships.

The purpose of an employment application form is to:

Predictive validation is used frequently for employment tests because it is cost-efficient and fast.

____ are used to differentiate experienced and skilled workers from less experienced and less skilled workers.

Human Resource Management: a Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and 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

Explain the purpose of a preliminary interview.

What is an applicant flow record?

Discuss the various types of aptitude tests.

Which of the following is true of the reliability of employment tests?

____ refers to how accurately a predictor actually predicts the criterion of job success.

The use of polygraph examinations:

An applicant flow record is required mandatorily to be filled by all job applicants as part of the selection process.

According to the Equal Employment Opportunity Commission (EEOC)and the courts,inquiries about race,color,national origin,or religion are illegal per se.

A word processing test given to applicants for a secretarial job is an example of a(n)____.

The Privacy Act of 1974 prevents government agencies from making their employment records available to other organizations without the consent of the individual involved.

Which of the following tests is most likely to be administered while hiring people to fill assembly-line jobs?

The primary problem with using ____ for employee selection purposes is that responses to the questions are not always sincere.

In a job interview,the halo effect occurs when:

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

Which of the following tests is based on the assumption that people are more likely to be successful in jobs they like?

A(n)____ is used by a company to obtain information from a job applicant that could be used to illegally discriminate.

Perception speed tests measure a person's ability to visualize objects in space and determine their relationships.

The purpose of an employment application form is to:

Predictive validation is used frequently for employment tests because it is cost-efficient and fast.

____ are used to differentiate experienced and skilled workers from less experienced and less skilled workers.

Human Resource Management: a Strategic Function

Equal Employment Opportunity: The Legal Environment

Implementing Equal Employment Opportunity

Job Analysis and 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