Question 1

Which of the following is NOT legal for an organization to use as a source of background information on a job applicant?

Accepted Answer

A)  the applicant's Facebook postings, especially those concerned with personal activities such as sexual activity, alcohol and drug use, and risky behavior such as texting while driving 
B)  the applicant's record of hospitalizations for debilitating chronic illness 
C)  the applicant's credit history, including bankruptcies, defaulting on college loans, and late payments on credit cards 
D)  the applicant's motor vehicle records 
A)  the applicant's Facebook postings, especially those concerned with personal activities such as sexual activity, alcohol and drug use, and risky behavior such as texting while driving 
B)  the applicant's record of hospitalizations for debilitating chronic illness 
C)  the applicant's credit history, including bankruptcies, defaulting on college loans, and late payments on credit cards 
D)  the applicant's motor vehicle records

Question 2

Gerald is an experienced HR manager.In examining the content of an applicant's application form,he knows he will definitely need to check all of the following information EXCEPT

Accepted Answer

A)  the applicant's claim to have a master's degree from Michigan State University. 
B)  the applicant's previous job title as Chief of Dietetics. 
C)  the applicant's employment at the Veteran's Hospital from 1992 to 2007. 
D)  the applicant's claim to be a member of a protected class. 
A)  the applicant's claim to have a master's degree from Michigan State University. 
B)  the applicant's previous job title as Chief of Dietetics. 
C)  the applicant's employment at the Veteran's Hospital from 1992 to 2007. 
D)  the applicant's claim to be a member of a protected class.

Question 3

In a selection test,validity refers to the

Accepted Answer

A)  strength of the correlation between a test score and a predictor. 
B)  consistency with which the predictor actually tests the desired construct. 
C)  applicant achieving approximately the same score in a test-retest situation. 
D)  correlation between a predictor and job performance. 
A)  strength of the correlation between a test score and a predictor. 
B)  consistency with which the predictor actually tests the desired construct. 
C)  applicant achieving approximately the same score in a test-retest situation. 
D)  correlation between a predictor and job performance.

Question 4

In selection,a predictor is a characteristic that the person must have to perform the job successfully.

Accepted Answer

A) True 
 B)False

Question 5

Trent has just become a recruiter for Peahen Products,Inc.In examining the existing applicant selection tests that Peahen uses,Trent comes across some tests he has not used in other organizations.One is a graphology (handwriting)test for conscientiousness and attention to detail..Trent is of the opinion that if he gave applicants a graphology test as a personality test,it would be perceived as

Accepted Answer

A)  a reliable screening device. 
B)  invalid. 
C)  illegally discriminatory. 
D)  fakable. 
A)  a reliable screening device. 
B)  invalid. 
C)  illegally discriminatory. 
D)  fakable.

Question 6

Tests for the "Big Five" personality traits are popular,but recent research indicates that personality explains so little about job outcomes that personality tests perhaps ought not be used at all.

Accepted Answer

A) True 
 B)False

Question 7

A school district hired a school bus driver without doing a multi-state criminal background check.It checked only in the state in which the school is located.Subsequently,the school bus driver was convicted of kidnapping one of the children who rode his bus.The prosecution in the case revealed that the driver had been convicted ten years earlier of possession of child pornography in another state.The school district is guilty of

Accepted Answer

A)  dereliction of duty. 
B)  employment misfeasance. 
C)  incompetent selection. 
D)  negligent hiring. 
A)  dereliction of duty. 
B)  employment misfeasance. 
C)  incompetent selection. 
D)  negligent hiring.

Question 8

____ involves fitting a person to the right job.

Accepted Answer

A)  Placement 
B)  Orientation 
C)  Selection 
D)  Staffing 
A)  Placement 
B)  Orientation 
C)  Selection 
D)  Staffing

Question 9

If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S.,the employer is considered to be in technical violation of federal law and can be audited by Immigration and Customs Enforcement.

Accepted Answer

A) True 
 B)False

Question 10

Hussein is a U.S.citizen working in Albuquerque,NM.He has been passed over for promotion twice by his employer,an Israeli-owned irrigation-supply company operating in New Mexico.Hussein is fairly certain that his Israeli manager is discriminating against him because of his ethnic origin.Unfortunately,Hussein cannot bring an discrimination suit because the company is foreign-owned,not U.S.-owned.

Accepted Answer

A) True 
 B)False

Question 11

Jennifer is sending an offer letter to the applicant who is significantly more promising than any of the other applicants.The letter welcomes the applicant to the company,and reads,"We look forward to many years of a mutually-beneficial,productive relationship." This language is appropriate because there is no offer of a permanent job.

Accepted Answer

A) True 
 B)False

Question 12

A/an ____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

Accepted Answer

A)  career potential evaluation 
B)  assessment center 
C)  multi-faceted selection process 
D)  work simulation 
A)  career potential evaluation 
B)  assessment center 
C)  multi-faceted selection process 
D)  work simulation

Question 13

A non-directive interview allows the interviewer to improvise and to pursue interesting openings the applicant provides.Consequently,the non-directive interview is more likely to turn up critical information that can be compared across applicants than a pre-prepared list of questions.

Accepted Answer

A) True 
 B)False

Question 14

What is the main purpose of an applicant flow form?

Accepted Answer

A)  to report applicant demographic data to the EEOC. 
B)  to document that the employer asked each applicant to voluntarily provide demographic data. 
C)  to use protected class status to make hiring decisions 
D)  to collect EEO data that the applicant is required by law to provide 
A)  to report applicant demographic data to the EEOC. 
B)  to document that the employer asked each applicant to voluntarily provide demographic data. 
C)  to use protected class status to make hiring decisions 
D)  to collect EEO data that the applicant is required by law to provide

Question 15

A new Gulf Coast casino is hiring over 1,000 employees for its resort opening.The casino's HR department is selecting applicants for formal interviews only after the applicants complete an online questionnaire.This is an example of a/an

Accepted Answer

A)  structured selection process. 
B)  selection criterion. 
C)  pre-screening process. 
D)  multiple hurdles approach to selection. 
A)  structured selection process. 
B)  selection criterion. 
C)  pre-screening process. 
D)  multiple hurdles approach to selection.

Question 16

Selection interviews have high face validity with employers,which explains their continued widespread use even though interviews are fraught with reliability and validity problems.

Accepted Answer

A) True 
 B)False

Question 17

Describe the relationship among job performance,selection criteria,and predictors in the employee selection process.

Accepted Answer

The selection process is intended to ide

Question 18

It is legal for an employer to check a person's social security number,motor vehicle records and his/her military record when the employer is doing an applicant background check.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT a personal characteristic associated with success in an overseas assignment?

Accepted Answer

A)  conflict resolution abilities 
B)  low tolerance of ambiguity 
C)  comfort with taking risks 
D)  strong stress coping skills 
A)  conflict resolution abilities 
B)  low tolerance of ambiguity 
C)  comfort with taking risks 
D)  strong stress coping skills

Question 20

More than anything else,placement of human resources should be seen as a/an

Accepted Answer

A)  public relations activity. 
B)  operating management responsibility. 
C)  matching process. 
D)  marketing tool. 
A)  public relations activity. 
B)  operating management responsibility. 
C)  matching process. 
D)  marketing tool.

Which of the following is NOT legal for an organization to use as a source of background information on a job applicant?

Gerald is an experienced HR manager.In examining the content of an applicant's application form,he knows he will definitely need to check all of the following information EXCEPT

In a selection test,validity refers to the

In selection,a predictor is a characteristic that the person must have to perform the job successfully.

Tests for the "Big Five" personality traits are popular,but recent research indicates that personality explains so little about job outcomes that personality tests perhaps ought not be used at all.

____ involves fitting a person to the right job.

If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S.,the employer is considered to be in technical violation of federal law and can be audited by Immigration and Customs Enforcement.

A/an ____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

A non-directive interview allows the interviewer to improvise and to pursue interesting openings the applicant provides.Consequently,the non-directive interview is more likely to turn up critical information that can be compared across applicants than a pre-prepared list of questions.

What is the main purpose of an applicant flow form?

A new Gulf Coast casino is hiring over 1,000 employees for its resort opening.The casino's HR department is selecting applicants for formal interviews only after the applicants complete an online questionnaire.This is an example of a/an

Selection interviews have high face validity with employers,which explains their continued widespread use even though interviews are fraught with reliability and validity problems.

Describe the relationship among job performance,selection criteria,and predictors in the employee selection process.

It is legal for an employer to check a person's social security number,motor vehicle records and his/her military record when the employer is doing an applicant background check.

Which of the following is NOT a personal characteristic associated with success in an overseas assignment?

More than anything else,placement of human resources should be seen as a/an

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters

Exam 7: Selecting Human Resources

Which of the following is NOT legal for an organization to use as a source of background information on a job applicant?

Gerald is an experienced HR manager.In examining the content of an applicant's application form,he knows he will definitely need to check all of the following information EXCEPT

In a selection test,validity refers to the

In selection,a predictor is a characteristic that the person must have to perform the job successfully.

Tests for the "Big Five" personality traits are popular,but recent research indicates that personality explains so little about job outcomes that personality tests perhaps ought not be used at all.

____ involves fitting a person to the right job.

If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S.,the employer is considered to be in technical violation of federal law and can be audited by Immigration and Customs Enforcement.

A/an ____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

A non-directive interview allows the interviewer to improvise and to pursue interesting openings the applicant provides.Consequently,the non-directive interview is more likely to turn up critical information that can be compared across applicants than a pre-prepared list of questions.

What is the main purpose of an applicant flow form?

A new Gulf Coast casino is hiring over 1,000 employees for its resort opening.The casino's HR department is selecting applicants for formal interviews only after the applicants complete an online questionnaire.This is an example of a/an

Selection interviews have high face validity with employers,which explains their continued widespread use even though interviews are fraught with reliability and validity problems.

Describe the relationship among job performance,selection criteria,and predictors in the employee selection process.

It is legal for an employer to check a person's social security number,motor vehicle records and his/her military record when the employer is doing an applicant background check.

Which of the following is NOT a personal characteristic associated with success in an overseas assignment?

More than anything else,placement of human resources should be seen as a/an

Human Resource Management in Organizations

Strategic HR Management and Planning

Equal Employment Opportunity

Workers,Jobs,and Job Analysis

Human Resource Planning and Retention

Recruiting and Labor Markets

Training Human Resources

Talent Management

Performance Management and Appraisal

Total Rewards and Compensation

Incentive Plans and Executive Compensation

Managing Employee Benefits

Risk Management and Worker Protection

Employee Rights and Responsibilities

Union/Management Relations

Filters