Question 1

Which of the following is/are typically seen on job application forms?

Accepted Answer

A) Signature line 
B) Work history 
C) References 
D) B and C 
E) A,B,and C 
A) Signature line 
B) Work history 
C) References 
D) B and C 
E) A,B,and C

Question 2

"Do you think that you will like meeting people" is the type of open-ended question that should be asked during a telephone screening interview.

Accepted Answer

A) True 
 B)False

Question 3

You are about to conduct a screening interview with a job applicant.Which of the following is/are relevant in your case?

Accepted Answer

A) You should make up questions as the interview progresses since no single list of questions will be relevant for all applicants. 
B) You should caution the candidate about the wisdom of pursuing the present career. 
C) You should describe the job in detail. 
D) A and B 
E) A and C 
A) You should make up questions as the interview progresses since no single list of questions will be relevant for all applicants. 
B) You should caution the candidate about the wisdom of pursuing the present career. 
C) You should describe the job in detail. 
D) A and B 
E) A and C

Question 4

On a job application form,employment status will contain questions pertaining to:

Accepted Answer

A) Date of availability if hired 
B) Past full-time jobs held by the applicant 
C) Past full- and part-time jobs held by the applicant 
D) Contact information of present employer 
E) None of the above 
A) Date of availability if hired 
B) Past full-time jobs held by the applicant 
C) Past full- and part-time jobs held by the applicant 
D) Contact information of present employer 
E) None of the above

Question 5

The areas that tend to be exaggerated in job application forms,especially for senior managerial positions,are:

Accepted Answer

A) reasons for leaving prior jobs 
B) job responsibilities 
C) memberships in prestigious clubs and associations 
D) A and B 
E) B and C 
A) reasons for leaving prior jobs 
B) job responsibilities 
C) memberships in prestigious clubs and associations 
D) A and B 
E) B and C

Question 6

Which of the following is not a step in the design of weighted application blanks?

Accepted Answer

A) Identify criterion groups 
B) Design application blanks 
C) Recoding response categories into open-ended questions 
D) Determine item weights 
E) Cross-validate weights 
A) Identify criterion groups 
B) Design application blanks 
C) Recoding response categories into open-ended questions 
D) Determine item weights 
E) Cross-validate weights

Question 7

Which of the following is not an approach used to establish weights in the case of weighted application blanks?

Accepted Answer

A) Vertical percentage approach 
B) Horizontal percentage approach 
C) Diagonal percentage approach 
D) Correlation 
E) All of the above are used to establish weights 
A) Vertical percentage approach 
B) Horizontal percentage approach 
C) Diagonal percentage approach 
D) Correlation 
E) All of the above are used to establish weights

Question 8

Which of the following topics are usually found in biographical information blanks?

Accepted Answer

A) Career stability 
B) Drive 
C) Financial responsibility 
D) A and B 
E) A,B,and C 
A) Career stability 
B) Drive 
C) Financial responsibility 
D) A and B 
E) A,B,and C

Question 9

The first step in designing a biographical information blank is to formulate tentative hypotheses about predictors of job success.

Accepted Answer

A) True 
 B)False

Question 10

For many non-managerial and technical (e.g. ,mechanic)positions,a job applicant's memberships in civic and social organizations may be important predictors.

Accepted Answer

A) True 
 B)False

Question 11

A weighted application blank is particularly useful for small organizations where only a few employees possess specialized skills.

Accepted Answer

A) True 
 B)False

Question 12

Illustrative items related to job tenure when developing a weighted application blank are:

Accepted Answer

A) size of home town 
B) number of previous jobs. 
C) reasons for leaving last job 
D) B and C 
E) all of the above 
A) size of home town 
B) number of previous jobs. 
C) reasons for leaving last job 
D) B and C 
E) all of the above

Question 13

In a tight labour market with few applicants,an employer using a weighted application blank may have to use _____ cut off scores.

Accepted Answer

A) higher 
B) lower 
C) alternatively high and low 
D) median 
E) none of the above 
A) higher 
B) lower 
C) alternatively high and low 
D) median 
E) none of the above

Question 14

When designing weighted application blanks,which of the following approaches is/are normally used to establish weights?

Accepted Answer

A) Correlation 
B) Logistic regression 
C) Discriminant analysis 
D) A and B 
E) All of the above 
A) Correlation 
B) Logistic regression 
C) Discriminant analysis 
D) A and B 
E) All of the above

Question 15

The electronic screening of applications results in the longevity of applications.

Accepted Answer

A) True 
 B)False

Question 16

Traditionally,education has been a major criterion in evaluating job seekers.

Accepted Answer

A) True 
 B)False

Question 17

About electronic screening of job applications,it can be said that they:

Accepted Answer

A) speed up the process 
B) can consider an application for multiple positions 
C) increase overheads 
D) A and B 
E) A,B,and C 
A) speed up the process 
B) can consider an application for multiple positions 
C) increase overheads 
D) A and B 
E) A,B,and C

Question 18

Which of the following is/are limitations of weighted application blanks (WAB)?

Accepted Answer

A) New hires may be qualitatively different from the sample used for WAB. 
B) Job applicants find WAB threatening. 
C) The logistics involved in administering WAB are often daunting. 
D) A and B are limitations. 
E) A,B,and C are limitations. 
A) New hires may be qualitatively different from the sample used for WAB. 
B) Job applicants find WAB threatening. 
C) The logistics involved in administering WAB are often daunting. 
D) A and B are limitations. 
E) A,B,and C are limitations.

Question 19

An important consideration in the context of forming a hold-out group when using weighted application blanks is the notion of randomization.

Accepted Answer

A) True 
 B)False

Which of the following is/are typically seen on job application forms?

"Do you think that you will like meeting people" is the type of open-ended question that should be asked during a telephone screening interview.

You are about to conduct a screening interview with a job applicant.Which of the following is/are relevant in your case?

On a job application form,employment status will contain questions pertaining to:

The areas that tend to be exaggerated in job application forms,especially for senior managerial positions,are:

Which of the following is not a step in the design of weighted application blanks?

Which of the following is not an approach used to establish weights in the case of weighted application blanks?

Which of the following topics are usually found in biographical information blanks?

The first step in designing a biographical information blank is to formulate tentative hypotheses about predictors of job success.

For many non-managerial and technical (e.g. ,mechanic)positions,a job applicant's memberships in civic and social organizations may be important predictors.

A weighted application blank is particularly useful for small organizations where only a few employees possess specialized skills.

Illustrative items related to job tenure when developing a weighted application blank are:

In a tight labour market with few applicants,an employer using a weighted application blank may have to use _____ cut off scores.

When designing weighted application blanks,which of the following approaches is/are normally used to establish weights?

The electronic screening of applications results in the longevity of applications.

Traditionally,education has been a major criterion in evaluating job seekers.

About electronic screening of job applications,it can be said that they:

Which of the following is/are limitations of weighted application blanks (WAB)?

An important consideration in the context of forming a hold-out group when using weighted application blanks is the notion of randomization.

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Use of Tests in Selection

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters

Exam 6: Applicant Screening

Which of the following is/are typically seen on job application forms?

"Do you think that you will like meeting people" is the type of open-ended question that should be asked during a telephone screening interview.

You are about to conduct a screening interview with a job applicant.Which of the following is/are relevant in your case?

On a job application form,employment status will contain questions pertaining to:

The areas that tend to be exaggerated in job application forms,especially for senior managerial positions,are:

Which of the following is not a step in the design of weighted application blanks?

Which of the following is not an approach used to establish weights in the case of weighted application blanks?

Which of the following topics are usually found in biographical information blanks?

The first step in designing a biographical information blank is to formulate tentative hypotheses about predictors of job success.

For many non-managerial and technical (e.g. ,mechanic)positions,a job applicant's memberships in civic and social organizations may be important predictors.

A weighted application blank is particularly useful for small organizations where only a few employees possess specialized skills.

Illustrative items related to job tenure when developing a weighted application blank are:

In a tight labour market with few applicants,an employer using a weighted application blank may have to use _____ cut off scores.

When designing weighted application blanks,which of the following approaches is/are normally used to establish weights?

The electronic screening of applications results in the longevity of applications.

Traditionally,education has been a major criterion in evaluating job seekers.

About electronic screening of job applications,it can be said that they:

Which of the following is/are limitations of weighted application blanks (WAB)?

An important consideration in the context of forming a hold-out group when using weighted application blanks is the notion of randomization.

Establishing a Human Resource Strategy

Identifying Human Resource Plans and Performance Requirements

Meeting Legal Challenges

Identifying Reliable and Valid Predictors of Performance

Recruitment

Use of Tests in Selection

Interviews and Reference Checks

Making the Selection Decision

Deployment, Development, and Termination of Human Resources

Staffing Audit and System Improvement

Filters