Deck 7: Selecting Human Resources

Question 1

Germaine applied for an opening at Rotary Propulsion Systems (RPS)in May and took the company's aptitude test for entry-level management jobs.RPS did not call Germaine back for a second interview until September,and at that time,Germaine took the aptitude test again.Germaine's scores on the test were significantly different in May than in September.This is an indication that the test may not be

A) valid.
B) predictable.
C) reliable.
D) statistically significant.

Answer 1

C

Question 2

Measurable or visible indicators of the selection criteria are called

A) reliable estimators..
B) predictors.
C) essential elements.
D) validators.

Answer 2

B

Question 3

The process of choosing individuals who have needed qualifications to fill jobs in an organization is called

A) recruitment.
B) selection.
C) job matching.
D) placement.

Answer 3

B

Question 4

Ability,intelligence,and conscientiousness are all examples of

A) elements of job performance.
B) selection criteria.
C) predictors of selection criteria.
D) employability factors.

Question 5

Which of the following statements is FALSE?

A) The EEOC prefers predictive validity over concurrent validity studies of predictors.
B) Predictive validity studies take much longer than do concurrent studies of predictors.
C) Concurrent validity studies use the employers existing employees to test whether certain predictors are tied to performance levels.
D) Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Question 6

____ involves fitting a person to the right job.

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

Question 7

A vendor of selection tests has called on the recruiting manager for Maxster Merchandisers,Inc.The vendor is promoting an honesty test which scores he says are strongly negatively correlated with theft.Maxster has had a long-standing problem of employee theft from warehouses.The recruiting manager asks to see some statistics.The vendor says that a high score on the test has a correlation coefficient of ____ with shoplifting behavior.

A) -.2
B) .1
C) .6
D) -.8

Question 8

Jill graduated with her MBA during a severe economic recession in the region.The only acceptable job she could find was in a bank officer training program for a major national bank.Jill was one of the top candidates when she was hired by the bank.She has been with the bank for three months and has become disillusioned with it.Jill feels that the individual bank customers are not valued,that the bank refuses loans to small business borrowers who are good risks,and that the bank engages in misleading advertising.Jill is experiencing

A) poor person-organization fit.
B) a realistic job preview.
C) the result of negligent selection by the bank.
D) poor person-job fit.

Question 9

Beckenkall Consulting is a rapidly-growing management consulting firm.As it expands,it needs to hire a number of new consultants every year.The failure rate of new consultants has been too high.The director of HR has decided to see if the success rate of new hires can be increased by selecting applicants who not only have all the technical qualifications,but also have the same personality as successful consultants now working in the firm.Consequently,the HR director gives all the high-performing consultants the MMPI.She sees that there is one dominant type of personality in this group.Now,she has told the manager of recruitment to give the MMPI to applicants as one of the hurdles they must clear before being hired.This is an example of

A) a test of reliability.
B) post-hoc validity.
C) a concurrent validity approach.
D) a predictive validity approach.

Question 10

In the typical division of HR responsibilities for selection,the HR unit will

A) make the final selection decision.
B) interview final candidates.
C) requisition employees with specific qualifications.
D) obtain background and reference information.

Question 11

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

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

Question 12

Voltra,Inc.,is planning to fill a number of openings for entry-level professionals.The selection process is quite extensive and includes several levels of individual interviews,team interviews,and psychological tests,as well as general ability tests.Much of the interview time is spent on the applicant's philosophy of life and work.Voltra,Inc.,is highly concerned with

A) defining who is an applicant.
B) complying with EEO and ADA requirements.
C) person-organization fit.
D) matching the person to the job.

Question 13

Some organizations are using virtual online communities to screen possible hires.All of the following are potential aspects of using avatars and a virtual setting that are different from traditional recruiting methods EXCEPT

A) protected class applicants could mask their status by creating an avatar with "traditional" characteristics.
B) applicants may be more relaxed in responding to recruiters' questions.
C) more tech-savvy applicants would have advantages over less technologically-skilled applicants.
D) virtual reality interviewing could replace traditional selection methods in coming years.

Question 14

For the last five years,the director of HR for BiscuitMan Foods has given all new hires an "interpersonal intelligence" test.Now,the director is asking his assistant to calculate the correlations between each employee's test score and his/her performance appraisals,promotion records and whether they have stayed with the firm or have left.The HR director is conducting a

A) synthetic validity test.
B) concurrent validity test.
C) face-validity test.
D) predictive validity test.

Question 15

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

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

Question 16

Mary Ann is the recruiter for a large lighting products company,Aurora Borealis Lighting,Inc.Not only does Aurora Borealis Lighting have retail stores,it also supplies lighting for new residential and commercial facilities.Lighting designers for commercial facilities are scarce.Mary Ann and the company managers have decided to hire an individual who has the ability to learn the field.They estimate it will be two years before the new hire will be fully productive.Consequently,they are looking to hire a person who will be with the company for at least four or five years.Mary Ann suggests that they only hire applicants who have been with their previous employer at least two years,and who have not "job-hopped" in the last ten years.Mary Ann's suggestion is an example of a/an

A) KSA.
B) element of job performance.
C) selection criterion.
D) predictor.

Question 17

In a selection test,validity refers to the

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 18

Lack of a fit between the person and the job is most likely to result from

A) mistakes in evaluating the person's KSAs.
B) improper employee training.
C) negligent hiring.
D) a lack of a positive company "brand" that attracts qualified applicants.

Question 19

____ is the extent to which a predictor repeatedly produces the same results,over time.

A) Reliability
B) Test validity
C) Consistency
D) Predictability

Question 20

Mark is unhappy with his new job as a first line supervisor at the call center.He dislikes trying to motivate his subordinates to increase their productivity.He is dreading having to give the upcoming performance appraisals to his subordinates.Mark finds the job boring and watches the clock all afternoon,longing for the end of his shift.He is planning to apply for another job either within the organization or outside the organization.Mark is experiencing

A) poor person-organization fit.
B) burnout.
C) the result of negligent hiring.
D) poor person-job fit.

Question 21

The purpose of a/an ____ is to give applicants an accurate idea of the positive and negative aspects of the job so that they can more accurately evaluate the employment situation.

A) pre-employment job disclosure
B) realistic job preview
C) truth-in-hiring approach
D) job orientation

Question 22

Every application form should have all of the following disclosures or disclaimers EXCEPT

A) the requirement for drug testing and other testing.
B) how long the application will remain active.
C) the organization's policy that employees who join a union will be terminated.
D) that falsification of the information on the form can be grounds for serious reprimand or termination.

Question 23

For the position of firefighter in Smallville,the physical requirements are rigorous and selection involves many ability tests.Mark is hearing-impaired in both ears even with hearing aids.This impairment caused him to be disqualified even though Mark passed all the other physical tests and pencil-and-paper tests.This is an example of

A) the compensatory approach to performance predictors.
B) the multiple hurdles approach to selection.
C) discrimination under the ADA.
D) person-organization mismatch.

Question 24

You have been hired to be the manager of a firm's central employment office.Among your duties,you expect to supervise all of the following processes EXCEPT

A) requisitioning employees with specific qualifications to fill jobs.
B) referring top candidates to managers.
C) maintaining records.
D) conducting background investigations.

Question 25

HR staffers are LEAST likely to make the final hiring decisions when ____ positions are filled.

A) administrative and clerical
B) supervisory
C) entry-level
D) middle management.

Question 26

What is the purpose of pre-employment screening?

A) to provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
B) to weed out applicants with arrest records and convictions
C) to determine if applicants meet the minimum qualifications for open jobs
D) to obtain information for EEO and Affirmative Action reports

Question 27

How does the compensatory approach combine predictors?

A) a minimum cutoff is set on each predictor
B) a higher score on one predictor offsets a lower score on another
C) an average of predictor scores for all test takers is used to establish cutoffs
D) multiple hurdles are set to compensate for the different predictors

Question 28

The recruiter interviewing for customer service telephone representatives tells the applicants that many of the callers are upset and angry,and that some will even use offensive language when speaking with the representatives.The recruiter also informs the applicants that they will be required to be polite,helpful and professional in dealing with all callers,and that their calls will be monitored by their supervisor.They will also work in windowless cubicle in rooms holding 100 other customer service representatives.The applicants are allowed to listen to a selection of pre-recorded actual customer calls and shown the room in which they will work.This is an example of

A) pre-employment screening.
B) a stress interview..
C) a realistic job preview.
D) a situational interview.

Question 29

When Kevin applied for a job with a firm providing security to high-profile individuals,he was given a test for visual memory.This would be best classified as

A) a psychomotor ability test.
B) a cognitive ability test.
C) an illegal test that discriminates against the disabled.
D) a work sample test.

Question 30

In the ____ approach for choosing among applicants,a minimum cutoff score is set on each predictor,and to be considered,each applicant must have at least the minimum score on each predictor.

A) universal predictor
B) compensatory
C) multiple hurdles
D) combined predictors

Question 31

Which of the following statements is FALSE?

A) Employment tests that can be "gamed"by cheaters make the fairness of a testing system suspect.
B) The more important the employment test, the more likely it is to be targeted by cheaters.
C) Electronic assessments are growing in use because they are harder for job applicants to "game" than are paper-and-pencil tests or interviews.
D) If an employer's test is easy to fake or to cheat on, it makes it more likely that the applicants hired by the company are dishonest people.

Question 32

The recruiter for Asphodel Photo Supply is scanning a résumé.The individual,a woman,is highly qualified for the position which Asphodel has open.The position requires two weeks of travel per month.Her résumé has a section headed "Hobbies and Activities." In this section,she lists membership in a club called "Parents of Multiples," an organization for parents who have twins and other multiple-birth children.

A) Since the applicant has voluntarily submitted this information, the recruiter can legally use this information in the hiring decision.
B) The individual included illegal information on her résumé, which justifies the recruiter in discarding the application.
C) Legally, the recruiter cannot use this information in making a selection decision.
D) The recruiter should ask the applicant how she plans to arrange for care of her children during travel assignments.

Question 33

Roger has just been hired as the first HR manager for Charlemagne Tools,Inc.Roger is examining the application form that Charlemagne has been using.He decides to delete the following question because it is illegal.

A) Have you ever been convicted of a felony?
B) Can you perform the duties of the job with accommodation?
C) What is your driver's license number?
D) Who should we contact in case of emergency?

Question 34

Greta has taken over as manager of HR for a small company.The previous HR manager had kept every scrap of paper that crossed his desk for 10 years.Greta is determined to clear out all the unnecessary "junk" left over from her predecessor that is filling cardboard boxes in her office.Greta knows she should keep all applications and hiring related documents and records for ____ before they can be discarded.

A) one year
B) three years
C) five years
D) 10 years or until the company is dissolved or purchased.

Question 35

Which of the following is a fundamental purpose of the application form? It provides

A) the initial document for the organization's EEO/affirmative action plans.
B) a defense in an ADA discrimination case.
C) a record of the employer's desire to hire someone for an open position.
D) a basic employee record for applicants who are eventually hired.

Question 36

____ means that the employer or applicant has the right to terminate an employee at any time with or without notice or cause (except where prevented by law).

A) Employment-at-will
B) Right-of-dismissal
C) Free agency
D) Contingency employment

Question 37

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

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 38

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

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

Question 39

Effective electronic screening of applicants can take all of the following forms EXCEPT

A) questions that disqualify an applicant.
B) elimination of all non-minority applicants.
C) valid assessment tests.
D) financial screening.

Question 40

The Immigration Reform and Control Act of 1986,requires employers to

A) cooperate with annual audits of HR records by ICE agents.
B) send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring.
C) determine whether the job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring.
D) contact the Department of Homeland Security within 24 hours if an illegal alien applies for a job with a government contractor, in the transportation sector or in sensitive industries.

Question 41

Gerard has spent the first 15 minutes of his job interview relating his education and work experiences to the interviewer.This is a ____________ interview.

A) behavioral
B) competency
C) biographical
D) non-directive

Question 42

Research on interviews has consistently found that the ____ interview is more reliable and valid than the others types of interviews.

A) sequential
B) non-directive
C) stress
D) structured

Question 43

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

Question 44

As part of the selection process,the applicants for city manager of Scenic River each appeared one-by-one before the entire Scenic River board of aldermen for an interview.This is an example of a ____ interview.

A) panel
B) group
C) mass
D) co-ordinated

Question 45

An "in basket" test is an example of a/an ____ test.

A) psychological
B) psychomotor
C) work sample
D) physical ability

Question 46

____ measure dexterity,hand-eye coordination,and arm-hand steadiness.

A) Physical fitness tests
B) Work sample tests
C) Aptitude tests
D) Psychomotor tests

Question 47

Of the following types of selection interview,which is the LEAST valid?

A) behavioral
B) situational
C) competency
D) non-directive

Question 48

Each of the following is one of the Big Five personality characteristics EXCEPT

A) leadership.
B) extroversion.
C) emotional stability.
D) openness to experience.

Question 49

The purpose of a/an ____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

A) personality test
B) application form
C) selection interview
D) reference check

Question 50

Maxster,Inc.,has a long-standing problem with theft from its warehouses.The director of HR is considering how she can identify applicants who are honest.All of the following are possible steps the director can take EXCEPT

A) give polygraph tests after conditional job offers are made, since Maxster has legal "cause" because of its history of employee theft.
B) ask the applicants if they have been convicted of felonies.
C) have a background checking firm investigate applicants' backgrounds after a conditional job offer is made.
D) have all applicants take an honesty test after warning them that faking can be detected and will eliminate them from consideration for employment.

Question 51

Amanda,a recruiter for Maxster,Inc.,is looking over the file for an interesting candidate for a managerial position.Although the applicant has listed an MBA from a reputable school on his application (which Amanda has verified),he has scored poorly on tests of written and verbal communication.Moreover,the applicant gives his former job title as team leader (which Amanda has verified),but his MMPI test shows he is low on agreeableness and is an introvert.Otherwise,the applicant is highly promising.How should Amanda resolve these discrepancies?

A) Amanda should have the candidate's background investigated by a detective.
B) Amanda should give the candidate an honesty test to see if he is fabricating his capabilities.
C) Amanda should engage the applicant in an in-depth interview.
D) Amanda should have the applicant take additional personality and ability tests.

Question 52

Kent and Julie are both recruiters for Sunspree Products.When Kent and Julie interview the same applicant,the two recruiters often find they have different opinions about the applicant's potential as a future high performer for Sunspree.Kent and Julie demonstrate

A) low inter-rater reliability.
B) high inter-rater reliability.
C) high intra-rater reliability.
D) low intra-rater reliability.

Question 53

Which of the following statements is FALSE?

A) Intelligence tests, such as the Wonderlic, must be justified as testing job-related cognitive abilities.
B) Although integrity tests are somewhat fakable, personality tests are not because there are not clearly socially desirable answers.
C) The Big Five personality traits can predict future work performance in different occupations.
D) Personality is a unique blend of individual characteristics that affects how a person interacts with/his her work environment.

Question 54

In a structured interview,

A) all candidates meet with the same interviewer.
B) a set of standardized questions are asked of all job applicants.
C) each candidate appears before a panel of interviewers.
D) questions are designed to address all of the Big Five personality traits.

Question 55

Which of the following statements is TRUE with regard to personality and mental ability tests?

A) Tests of general mental ability have been demonstrated to not discriminate against protected classes.
B) Personality tests can predict the long term career success of an individual, but not performance on a particular job.
C) Recent research shows that personality explains little about actual job outcomes.
D) Personality tests are rarely used today as a selection device because of applicant objections to invasion of privacy.

Question 56

The Employee Polygraph Protection Act

A) prohibits polygraph use for pre-employment screening purposes by most employers.
B) prohibits private sector employers from using polygraph tests under any circumstances.
C) prohibits government agencies from using polygraph tests except in circumstances where national security is involved.
D) permits the use of polygraphs, but only when administered by a trained expert.

Question 57

The great advantage of structured selection interviews over unstructured interviews is their

A) naturalness and ability to set the candidate at ease.
B) effectiveness at organizational branding.
C) consistency in evaluation of candidates.
D) flexibility in pursuing unexpected information about the candidate.

Question 58

In her interview for a position as a bartender at an upscale hotel bar,Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Megan experienced a____ interview.

A) behavioral
B) nondirective
C) situational
D) stress

Question 59

When applying for a job as a history instructor at local college,Catherine was required to teach a class of sophomores on a history topic of her choosing.This is an example of a

A) work sample.
B) situational judgment test.
C) behavioral interview.
D) realistic job preview..

Question 60

In a ____ interview an applicant might be asked,"In your experience as a supervisor,how did you handle an employee who was a poor performer?"

A) behavioral
B) biographical
C) non-directive
D) situational

Question 61

The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios.One deals with a terrorist threat at a sporting event,another deals with a plane crash at the airport,and the third deals with a major earthquake.Each candidate must describe his/her approach to the crisis,which will be recorded and evaluated by a panel.This is an example of a

A) competency interview.
B) behavioral interview.
C) stress interview.
D) situational interview.

Question 62

The best candidate for the position of director of marketing has had a positive test for the presence of illegal drugs in a hair sample.As HR manager,you should

A) notify the candidate that he was denied the job because of a positive drug test.
B) inform the candidate that someone else has been hired..
C) hire the candidate and inform him of the bank's Employee Assistance program.
D) ask the candidate to submit to a second type of drug test at another laboratory.

Question 63

Which of the following is TRUE about the Fair Credit Reporting Act?

A) The use of credit reports for employment purposes is illegal unless the job involves the use of, access to, or management of money.
B) It is legal to require credit checks on some applicants for the same job and not on other applicants if the hiring organization has "reasonable cause."
C) An employer must disclose that a credit check is being made and obtain written consent from the person being checked.
D) Credit agencies are liable for damages if false credit information is disclosed about a job candidate.

Question 64

Clarence is selecting questions for a structured interview he is designing.He wants to ask each candidate a question or two that will tap the applicant's motivation.All of the following would be good "motivation" questions EXCEPT

A) Describe a difficult problem you faced and solved.
B) What rewards mean the most to you?
C) How do you measure success?
D) What projects get you excited?

Question 65

Angus is a bus driver for a tour bus company.He's had an excellent driving record for the 15 years that he's been working for the company.Last year Angus was on medical leave for 8 weeks for a back injury that has left him in chronic pain.Recently,Angus' co-workers have noticed that he has been behaving erratically and has been falling asleep in the employee lounge.If Angus has an accident while driving one of the tour buses because of the effects of his prescription pain medication and passengers are injured,the company might be liable for

A) failure to conduct a thorough background check on Angus.
B) negligent hiring.
C) criminal negligence.
D) negligent retention.

Question 66

The problem of ____ occurs when interviewers make a decision on the job suitability of applicants within the first four or five minutes of the interview and spend the balance of the interview looking for evidence to support it.

A) cultural noise
B) snap judgments
C) premature closure
D) negative emphasis

Question 67

Gisela has emerged from her interview with the managing editor of the large city newspaper.She is shaken and upset because the editor was insulting about her educational background,he pressured to answer confusing questions without time to collect her thoughts,and he asked her how she could deal with city politicians since she was a new graduate and "wet behind the ears." Gisela has experienced a ____ interview.

A) situational
B) non-directive
C) realistic job preview
D) stress

Question 68

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

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 69

Anthony was interviewing an applicant to be a volunteer docent (instructor and tour guide)for a large art museum.The applicant began to discuss her interest in introducing young children to museum-quality art.Anthony followed up with several questions about how young children react to art,why she felt early exposure to art was important,and how she would design situations for children to experience art.Anthony was conducting a ____ interview.

A) situational
B) non-directive
C) probing
D) structured

Question 70

There is an opening in the marketing department at SixDee,Inc.All the applicants invited for an in-depth interview must walk past the marketing staff's cubicles,so each marketing employee can see each applicant.Steve,one of the employees,sees a man with gray hair walking into the marketing manager's office for an interview.Steve remarks,"What a geezer! I guess we're going to go after nursing home accounts." Steve's remark is most reflective of

A) snap judgment.
B) negative emphasis.
C) stereotyping.
D) cultural noise.

Question 71

When interviewing an applicant for a position as financial director of the city's symphony orchestra,the recruiter is strongly impressed by the fact that the applicant was a professional musician with a prestigious European orchestra for 10 years.The recruiter is suffering from the

A) halo effect.
B) cultural noise.
C) favorable emphasis.
D) the dominant trait error.

Question 72

Which of the following statements is TRUE?

A) A company may require applicants to take a drug test even before a conditional job offer has been made.
B) A pre-employment health checklist can be required of applicants before a job offer is made, but physical medical exams cannot be made until after a conditional job offer.
C) A drug test is considered a medical exam and cannot be administered unless a conditional job offer has been made.
D) Companies may ask questions about the job applicant's current medical condition, but not past medical problems.

Question 73

The main legal reason for performing a thorough background check of all applicants is

A) compliance with the Immigration and Naturalization Act.
B) the avoidance of resumé fraud.
C) non-discrimination against protected classes.
D) protection against charges of negligent hiring.

Question 74

____ occurs when the candidate gives responses that are believed to be socially acceptable rather than factual.

A) Manipulation
B) Prevarication
C) Cultural noise
D) First impression bias

Question 75

Amanda is applying for a job.She has taken a number of selection tests,but refuses to ____ because this is illegal before she has been given a conditional job offer.

A) take a stair-step test for endurance
B) take an English fluency test
C) demonstrate her ability to use photo editing software
D) take an honesty test

Question 76

Which of the following interview questions is MOST useful?

A) Do you enjoy challenging work?
B) What was your major in college?
C) Tell me all about yourself.
D) Describe your management style.

Question 77

Glibb Design's interior decorators,designers,and architects work together in self-managing work groups.This structure is key to the organization's culture and it is important that new hires fit in with the work group to which they are assigned.In this case,it would be wise to use

A) multiple-hurdle interviews.
B) situational interviews.
C) panel interviews.
D) team interviews.

Question 78

Carrie has phoned an applicant's former supervisor for a reference.The supervisor refuses to give any information about the former employee.What mistake may Carrie have made?

A) She did not get a signed consent form from the applicant releasing the former supervisor from liability.
B) She limited her request for information to dates of employment, positions, held and the applicant's previous job title rather than asking for particular examples of good or poor performance.
C) She contacted the supervisor by phone rather than in writing or via email, thus opening the supervisor to a charge of slander by the applicant.
D) Former supervisors rarely provide useful information, so it is not an effective use of Carrie's time to pursue this contact.

Question 79

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

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

Question 80

WeStorIt,Inc.,requires all candidates who receive conditional job offers to take a physical ability test that requires them to be able to lift 50 pounds from the ground to a height of three feet for 30 minutes at a time,to be able to push a trolley loaded with 500 pounds of weight for 100 yards,and to walk up three flights of stairs,among other requirements.This test is required for warehouse workers,warehouse supervisors and office managers.Which of the following statements about this test is TRUE?

A) This test is legal because it is not used to pre-screen applicants.
B) Employers can use this test because a conditional job offer has been extended.
C) This test is not clearly linked to job requirements.
D) If physically disabled applicants apply for these jobs, it is not discriminatory to eliminate them with pre-screening questions.