Question 1

Although primary emphasis is on past behaviours as a predictor of future behaviour,biographical information blanks (BIBs)frequently also look at ____________________ and __________.

Accepted Answer

present be

Question 2

Employment tests that unintentionally discriminate against people

Accepted Answer

A) are all right to use so long as the discrimination is unintentional 
B) can violate the Canadian Human Rights Act 
C) are legal so long as they state that they are not following human rights legislation 
D) are allowed for BFOQ situations 
E) are only illegal if the discrimination is intentional 
A) are all right to use so long as the discrimination is unintentional 
B) can violate the Canadian Human Rights Act 
C) are legal so long as they state that they are not following human rights legislation 
D) are allowed for BFOQ situations 
E) are only illegal if the discrimination is intentional

Question 3

Overt integrity tests have been found to predict job performance with a validity coefficient of .33,and to predict counter-productive behaviours (including theft,accidents,disciplinary problems,and absenteeism)with a validity of .39.

Accepted Answer

A) True 
 B)False

Question 4

Many human resource professionals feel that the employment reference is one of the most useful tools in the selection process.

Accepted Answer

A) True 
 B)False

Question 5

The following list contains things an interviewer should not do except

Accepted Answer

A) ask leading questions that imply a desired answer 
B) be guided by initial impressions 
C) collect only job-related information 
D) attempt to predict personality traits from one interview 
E) exhibit personal biases even if based on experience 
A) ask leading questions that imply a desired answer 
B) be guided by initial impressions 
C) collect only job-related information 
D) attempt to predict personality traits from one interview 
E) exhibit personal biases even if based on experience

Question 6

Involving immediate supervisors in the interviewing process increases their commitment to,and sense of responsibility for,the new employee.

Accepted Answer

A) True 
 B)False

Question 7

Letters of reference are among the most popular selection techniques/tools used in most Canadian organizations.

Accepted Answer

A) True 
 B)False

Question 8

Rational approaches to determine test validation include __________ validity and __________ validity.

Accepted Answer

content;co

Question 9

Construct validity allows the human resource department to test present employees and correlate these scores with measures of their performance.

Accepted Answer

A) True 
 B)False

Question 10

Group,panel,and one-on-one are all forms of employment interviewing.

Accepted Answer

A) True 
 B)False

Question 11

Many human resource specialists even regard employment references (like personal references)to often have little practical __________.

Accepted Answer

The answer of Many human resource specialists even regard employment...

Question 12

Proper selection processes are integral to a firm's success because of all the following except

Accepted Answer

A) an organization's success depends on the calibre of its employees 
B) the skills and qualifications of new hires need to match the organization's culture 
C) improper hiring can cause legal problems 
D) poor selection can be expensive 
E) often it is necessary to utilize employment agencies to get the best employees 
A) an organization's success depends on the calibre of its employees 
B) the skills and qualifications of new hires need to match the organization's culture 
C) improper hiring can cause legal problems 
D) poor selection can be expensive 
E) often it is necessary to utilize employment agencies to get the best employees

Question 13

A weakness of having co-workers participate in the selection process of new employees is

Accepted Answer

A) it may reduce diversity 
B) validity of the selection process is increased 
C) multiple views and experiences are considered 
D) the probability that the new hire will be productive decreases 
E) the group acts hostile towards employees hired using their input 
A) it may reduce diversity 
B) validity of the selection process is increased 
C) multiple views and experiences are considered 
D) the probability that the new hire will be productive decreases 
E) the group acts hostile towards employees hired using their input

Question 14

With the emergence of empowered self-managed work teams,the responsibility for hiring may be delegated to the team.

Accepted Answer

A) True 
 B)False

Question 15

What are some of the challenges and constraints facing a human resource manager in the context of selection?

Accepted Answer

Some of the challenges and constraints f

Question 16

The "halo effect"

Accepted Answer

A) refers to an interviewer's ability to make immediate and correct judgments 
B) is a situation where applicants are asked to discuss their strengths only 
C) often means that people are judged on information that is irrelevant 
D) occurs only when the very best candidates are interviewed 
E) is not a perceptual bias that has any impact in the interviewing process 
A) refers to an interviewer's ability to make immediate and correct judgments 
B) is a situation where applicants are asked to discuss their strengths only 
C) often means that people are judged on information that is irrelevant 
D) occurs only when the very best candidates are interviewed 
E) is not a perceptual bias that has any impact in the interviewing process

Question 17

During a(n)_________ test,when confronted by direct questions,many individuals are not likely to openly admit theft.

Accepted Answer

The answer of During a(n)_________ test,when confronted by direct questions,many...

Question 18

In the selection process,behavioural description,structured,unstructured,and stress-producing are all different formats for the ____________________.

Accepted Answer

employment

Question 19

Assessment centre testing is

Accepted Answer

A) used to measure intellectual ability and management potential 
B) a form of performance testing 
C) a central testing centre that large employers conduct pre-screening interviews at 
D) utilized when organizations are conducting recruiting for specialized,technical positions 
E) one comprehensive test that has 3 parts,lasting at least 2 hours each and is conducted away from an organization's head office 
A) used to measure intellectual ability and management potential 
B) a form of performance testing 
C) a central testing centre that large employers conduct pre-screening interviews at 
D) utilized when organizations are conducting recruiting for specialized,technical positions 
E) one comprehensive test that has 3 parts,lasting at least 2 hours each and is conducted away from an organization's head office

Question 20

Rational approaches include both content and construct validity.

Accepted Answer

A) True 
 B)False

Although primary emphasis is on past behaviours as a predictor of future behaviour,biographical information blanks (BIBs)frequently also look at __________ and .

Employment tests that unintentionally discriminate against people

Overt integrity tests have been found to predict job performance with a validity coefficient of .33,and to predict counter-productive behaviours (including theft,accidents,disciplinary problems,and absenteeism)with a validity of .39.

Many human resource professionals feel that the employment reference is one of the most useful tools in the selection process.

The following list contains things an interviewer should not do except

Involving immediate supervisors in the interviewing process increases their commitment to,and sense of responsibility for,the new employee.

Letters of reference are among the most popular selection techniques/tools used in most Canadian organizations.

Rational approaches to determine test validation include validity and validity.

Construct validity allows the human resource department to test present employees and correlate these scores with measures of their performance.

Group,panel,and one-on-one are all forms of employment interviewing.

Many human resource specialists even regard employment references (like personal references)to often have little practical __________.

Proper selection processes are integral to a firm's success because of all the following except

A weakness of having co-workers participate in the selection process of new employees is

With the emergence of empowered self-managed work teams,the responsibility for hiring may be delegated to the team.

What are some of the challenges and constraints facing a human resource manager in the context of selection?

The "halo effect"

During a(n)_________ test,when confronted by direct questions,many individuals are not likely to openly admit theft.

In the selection process,behavioural description,structured,unstructured,and stress-producing are all different formats for the ____________________.

Assessment centre testing is

Rational approaches include both content and construct validity.

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

Although primary emphasis is on past behaviours as a predictor of future behaviour,biographical information blanks (BIBs)frequently also look at ____________________ and __________.

Employment tests that unintentionally discriminate against people

Overt integrity tests have been found to predict job performance with a validity coefficient of .33,and to predict counter-productive behaviours (including theft,accidents,disciplinary problems,and absenteeism)with a validity of .39.

Many human resource professionals feel that the employment reference is one of the most useful tools in the selection process.

The following list contains things an interviewer should not do except

Involving immediate supervisors in the interviewing process increases their commitment to,and sense of responsibility for,the new employee.

Letters of reference are among the most popular selection techniques/tools used in most Canadian organizations.

Rational approaches to determine test validation include __________ validity and __________ validity.

Construct validity allows the human resource department to test present employees and correlate these scores with measures of their performance.

Group,panel,and one-on-one are all forms of employment interviewing.

Many human resource specialists even regard employment references (like personal references)to often have little practical __________.

Proper selection processes are integral to a firm's success because of all the following except

A weakness of having co-workers participate in the selection process of new employees is

With the emergence of empowered self-managed work teams,the responsibility for hiring may be delegated to the team.

What are some of the challenges and constraints facing a human resource manager in the context of selection?

The "halo effect"

During a(n)_________ test,when confronted by direct questions,many individuals are not likely to openly admit theft.

In the selection process,behavioural description,structured,unstructured,and stress-producing are all different formats for the ____________________.

Assessment centre testing is

Rational approaches include both content and construct validity.

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

Although primary emphasis is on past behaviours as a predictor of future behaviour,biographical information blanks (BIBs)frequently also look at __________ and .

Rational approaches to determine test validation include validity and validity.