Exam 6: Applicant Screening

Applicants for managerial positions are more likely to exaggerate their work accomplishments than their educational achievements.

The courtesy interview is not very rigorous.

Biographical information blanks are suitable for routine jobs,such as taxi driving,but not for more complex jobs,such as management consulting,where predicting success is more difficult.

Which of the following situations is least well suited for the use of weighted application blanks?

Which of the following are recommended in a telephone screening interview?

An experienced employment manager who looks at the work history section of a job application form can determine whether the applicant:

For a weighted application blank to be useful,employees in the "successful" and "unsuccessful" criterion groups should have similar profiles on many biographical and behavioural items.

During a telephone screening interview,the interviewer's focus should be to listen to the candidate on job relevant matters.

Even when recruits submit detailed resumes,many employers find it useful to have separate job application forms.

Based on available research evidence,less than a third of employers in this country use applicant-screening systems.

Weighted application blanks are useful screening tools for positions such as taxi drivers.

A weighted application blank is likely to be particularly useful:

An item such as "how were you referred for a job with us?" in a biographical information blank can become discriminatory.

The first step in the development of weighted application blanks is the identification of performance criterion.

Which of the following help improve understanding of the predictive abilities of items to be included in a biographical information blank?

Which of the following is/are the most commonly used tools for the initial screening of applicants?

Complex jobs that require lengthy training programs benefit from the use of weighted application blanks.

Courtesy interviews:

The concept of equipollence states that different jobs in the same organization may generate equal environmental pollution.

During a preliminary screening interview,it is irrelevant to talk about salary offered.