Question 1

An organization's selection decisions

Accepted Answer

A) are not usually based on job descriptions 
B) are generally made after the hiring decision 
C) must reflect job requirements 
D) are less important when the organization is in a dynamic,expanding environment 
E) usually tend to be made randomly 
A) are not usually based on job descriptions 
B) are generally made after the hiring decision 
C) must reflect job requirements 
D) are less important when the organization is in a dynamic,expanding environment 
E) usually tend to be made randomly

Question 2

Studies seem to indicate that the reasons for employment reference letters to often be less than candid include all except

Accepted Answer

A) fear of legal reprisal 
B) requirements (particularly in the U.S. )to show reference letters to the applicant 
C) a reluctance to pass (particularly unfavorable)judgment on another person 
D) a desire to build another's self-esteem 
E) a desire to get rid of an employee 
A) fear of legal reprisal 
B) requirements (particularly in the U.S. )to show reference letters to the applicant 
C) a reluctance to pass (particularly unfavorable)judgment on another person 
D) a desire to build another's self-esteem 
E) a desire to get rid of an employee

Question 3

Outline and briefly describe the five steps in the selection interview.

Accepted Answer

The five steps in the selection intervie

Question 4

Companies that do not use the realistic job preview tend to show lower employee turnover.

Accepted Answer

A) True 
 B)False

Question 5

The final __________ decision marks the end of the selection process.

Accepted Answer

The answer of The final __________ decision marks the end...

Question 6

Situational interviews include questions that

Accepted Answer

A) attempt to identify how a job applicant responded to specific work situations in the past 
B) align with the theory that the best predictor of future actions is past actions 
C) try to focus on behaviour that has occurred most recently 
D) assess an applicant's likely future responses to specific incidents which they may or may not have encountered in the past 
E) assess an applicant's likely future responses to specific incidents which they have encountered in the past 
A) attempt to identify how a job applicant responded to specific work situations in the past 
B) align with the theory that the best predictor of future actions is past actions 
C) try to focus on behaviour that has occurred most recently 
D) assess an applicant's likely future responses to specific incidents which they may or may not have encountered in the past 
E) assess an applicant's likely future responses to specific incidents which they have encountered in the past

Question 7

The realistic job preview is often done at the beginning of the selection process to weed out candidates,particularly where there are a large number of applicants for only a few jobs.

Accepted Answer

A) True 
 B)False

Question 8

Once a candidate is selected,they should be contacted immediately and provided with an ____________________ in most instances

Accepted Answer

The answer of Once a candidate is selected,they should be...

Question 9

Selection decisions must reflect the job requirements as laid out in the organization's job __________.

Accepted Answer

The answer of Selection decisions must reflect the job requirements...

Question 10

Once a pool of suitable applicants is created through recruiting,the process of __________ begins.

Accepted Answer

The answer of Once a pool of suitable applicants is...

Question 11

Because application forms are so basic,they provide only limited job-related information.

Accepted Answer

A) True 
 B)False

Question 12

Reliability in testing refers to the fact that all the tests being used have been checked for validity.

Accepted Answer

A) True 
 B)False

Question 13

There are a number of sequential steps in the selection process,which are fairly generic to most organizations.The following are five of these steps in sequence,except for one that is out of sequence.Select it.

Accepted Answer

A) preliminary reception of applications 
B) realistic job preview 
C) employment interview(s) 
D) contingent assessments 
E) hiring decision 
A) preliminary reception of applications 
B) realistic job preview 
C) employment interview(s) 
D) contingent assessments 
E) hiring decision

Question 14

A major internal factor in the selection process is __________ constraints.

Accepted Answer

The answer of A major internal factor in the selection...

Question 15

Weighted application blanks

Accepted Answer

A) are used for positions that require short and basic training 
B) are job application forms that contain sections which reliably distinguish groups of satisfactory and unsatisfactory job incumbents 
C) are job applications which weigh the importance of reference checks more heavily than personal information 
D) are used when there are only a few applicants applying for a large number of job openings 
E) are valuable when there is low employee turnover 
A) are used for positions that require short and basic training 
B) are job application forms that contain sections which reliably distinguish groups of satisfactory and unsatisfactory job incumbents 
C) are job applications which weigh the importance of reference checks more heavily than personal information 
D) are used when there are only a few applicants applying for a large number of job openings 
E) are valuable when there is low employee turnover

Question 16

Rejecting applicants,especially those with foreign qualifications,because they are "overqualified" has resulted in

Accepted Answer

A) a breakdown of barriers against immigrants 
B) evidence that selection tools are valid 
C) systemic discrimination 
D) evidence of the use of performance-based job descriptions 
E) selection board members being allowed to use assumptions to reject an applicant 
A) a breakdown of barriers against immigrants 
B) evidence that selection tools are valid 
C) systemic discrimination 
D) evidence of the use of performance-based job descriptions 
E) selection board members being allowed to use assumptions to reject an applicant

Question 17

There are generally five stages to the employment interview.

Accepted Answer

A) True 
 B)False

Question 18

Properly designed weighted application and biographical information blanks have been found to be especially useful for certain occupations such as insurance agents,engineers,and sales clerks.

Accepted Answer

A) True 
 B)False

Question 19

In most organizations the selection process is usually a single step.

Accepted Answer

A) True 
 B)False

Question 20

Rational approaches to test validation include

Accepted Answer

A) content validity 
B) concurrent validity 
C) predictive validity 
D) reliable validity 
E) structural validity 
A) content validity 
B) concurrent validity 
C) predictive validity 
D) reliable validity 
E) structural validity

An organization's selection decisions

Studies seem to indicate that the reasons for employment reference letters to often be less than candid include all except

Outline and briefly describe the five steps in the selection interview.

Companies that do not use the realistic job preview tend to show lower employee turnover.

The final __________ decision marks the end of the selection process.

Situational interviews include questions that

The realistic job preview is often done at the beginning of the selection process to weed out candidates,particularly where there are a large number of applicants for only a few jobs.

Once a candidate is selected,they should be contacted immediately and provided with an ____________________ in most instances

Selection decisions must reflect the job requirements as laid out in the organization's job __________.

Once a pool of suitable applicants is created through recruiting,the process of __________ begins.

Because application forms are so basic,they provide only limited job-related information.

Reliability in testing refers to the fact that all the tests being used have been checked for validity.

There are a number of sequential steps in the selection process,which are fairly generic to most organizations.The following are five of these steps in sequence,except for one that is out of sequence.Select it.

A major internal factor in the selection process is __________ constraints.

Weighted application blanks

Rejecting applicants,especially those with foreign qualifications,because they are "overqualified" has resulted in

There are generally five stages to the employment interview.

Properly designed weighted application and biographical information blanks have been found to be especially useful for certain occupations such as insurance agents,engineers,and sales clerks.

In most organizations the selection process is usually a single step.

Rational approaches to test validation include

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Orientation, Training and Development and Career Planning

Performance Management

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters

Exam 6: Selection

An organization's selection decisions

Studies seem to indicate that the reasons for employment reference letters to often be less than candid include all except

Outline and briefly describe the five steps in the selection interview.

Companies that do not use the realistic job preview tend to show lower employee turnover.

The final __________ decision marks the end of the selection process.

Situational interviews include questions that

The realistic job preview is often done at the beginning of the selection process to weed out candidates,particularly where there are a large number of applicants for only a few jobs.

Once a candidate is selected,they should be contacted immediately and provided with an ____________________ in most instances

Selection decisions must reflect the job requirements as laid out in the organization's job __________.

Once a pool of suitable applicants is created through recruiting,the process of __________ begins.

Because application forms are so basic,they provide only limited job-related information.

Reliability in testing refers to the fact that all the tests being used have been checked for validity.

There are a number of sequential steps in the selection process,which are fairly generic to most organizations.The following are five of these steps in sequence,except for one that is out of sequence.Select it.

A major internal factor in the selection process is __________ constraints.

Weighted application blanks

Rejecting applicants,especially those with foreign qualifications,because they are "overqualified" has resulted in

There are generally five stages to the employment interview.

Properly designed weighted application and biographical information blanks have been found to be especially useful for certain occupations such as insurance agents,engineers,and sales clerks.

In most organizations the selection process is usually a single step.

Rational approaches to test validation include

Strategic Importance of Human Resource Management

Job Analysis and Design

Human Resource Planning

International Human Resource Management

Meeting Legal Requirements

Recruitment

Orientation, Training and Development and Career Planning

Performance Management

Compensation

Employee Benefits and Services

Managing Employee Relations

Ensuring Health and Safety in the Workplace

The Unionmanagement Framework

Filters