Deck 3: Employee Selection Principles and Techniques

Question 1

New selection programs should be investigated for predictive accuracy only if they differ significantly from previous programs.

Answer 1

False

Question 2

Members of Generation Y will comprise less than 40% of the workforce by 2012

Answer 2

False

Question 3

To avoid charges of adverse impact, if 50 out of 100 majority candidates are selected, then at least 40 minority candidates must also be selected.

Answer 3

False

Question 4

Equal opportunity programs can stigmatize hired under an Affirmative Action Plan.

Question 5

Realistic job previews correlate positively with job satisfaction.

Question 6

Despite four decades of Civil Rights legislation and diversity programs, women and minorities are still woefully underrepresented in key organizational positions.

Question 7

Research suggests that applicants are not concerned with how a recruiter behaves, but focus exclusively on the characteristics of the job.

Question 8

Research has found that selection panels composed of people of different races and genders react more favorably to female job applicants.

Question 9

Adverse impact reflects an imbalance in the selection ratios between majority and minority group members.

Question 10

The selection ratio reflects the relationship between the number of candidates selected and the number of candidates the company wanted to select.

Question 11

A realistic job preview helps an applicant's expectations match the realities of the job.

Question 12

Web-based recruitment methods are generally not cost effective

Question 13

"Reverse" discrimination is not actually a form of discrimination.

Question 14

The applicant's expectations upon entering the organization do not play a role in organizational exit.

Question 15

Realistic job previews have been found to reduce the number of applicants initially accepting jobs.

Question 16

The Age Discrimination in Employment Act of 1967 protects the rights of workers over 35 years of age.(F, pp.57-58)

Question 17

An employee selection program begins with job and work analysis.

Question 18

Research suggests that applicants with White-sounding names were 50% more likely to be called for an interview than those with Black-sounding names.

Question 19

One of the major problems facing recruiters on campus is finding job candidates who have a realistic understanding of the business world

Question 20

Many people may leave an organization because they entered the organization with unrealistic expectations about the job.

Question 21

The O*NET is a website for posting resumes.

Question 22

Job analysis is the study of specific tasks and worker skills that can be transferred from one job to another.

Question 23

Letters of recommendation suffer from a negativity bias.

Question 24

The Position Analysis Questionnaire (PAQ) is used to rate the importance of 194 job elements to a particular job.

Question 25

Research has found that human resources managers are just as likely as college students to be influenced on hiring decisions by the physical attractiveness of the job applicant.

Question 26

The contrast effect is defined as the tendency to judge all aspects of a person's behavior based on a single attribute.(F, pp.71-72)

Question 27

Heilman and Okimoto (2008) found that mothers were perceived as being as committed and competent as women without children.

Question 28

Structured interviews are rarely used in the workplace.

Question 29

High self-monitors care about how other people perceive them.

Question 30

The critical-incidents technique requires subject matter experts to identify behaviors that distinguish good from bad performance.

Question 31

Biodata inventories are not very useful in predicting job success.

Question 32

Assessment centers were developed during World War II to evaluate German officers.

Question 33

The in-basket technique used in assessment centers requires applicants to meet as a group to solve an actual business problem.(F, pp.73-74)

Question 34

Two approaches to impression management taken by job applicants are ingratiation and fraternization.

Question 35

The four dimensions that account for the most predictive validity in assessment center performance are: ability to solve problems, influence others, supervise and communicate effectively.

Question 36

The most valid type of interview for predicting job success is the situational interview.

Question 37

The least valid type of interview is the structured interview.(F, pp.68-69)

Question 38

Under the Americans with Disabilities Act of 1990, an employer must make whatever accommodations are necessary to enable a qualified disabled worker to perform a specific job.

Question 39

Puzzle interview results have been shown to be related to cognitive ability.

Question 40

Federal civil rights legislation currently protects gays and lesbians from workplace discrimination

Question 41

A recruitment technique that acquaints the prospective employee with both positive and negative aspects of the job is known as .

A)a realistic job preview
B)an interview
C)O*NET
D)the Abercrombie technique

Question 42

Members of Generation Y will constitute approximately percent of the workforce by 2012.

A)15
B)25
C)50
D)65

Question 43

Which is the proper sequence for the steps in the selection process?

A)job analysis - selection techniques- recruitment decisions - evaluation
B)recruitment decisions - job analysis - selection techniques- evaluation
C)job analysis - worker analysis - recruitment decisions - selection techniques
D)recruitment decisions- selection techniques - job analysis - profile of worker qualifications

Question 44

The study of specific tasks and worker skills that can be transferred from one job to another is known as .

A)natural observation
B)job design
C)job analysis
D)work analysis

Question 45

The Age Discrimination in Employment Act of 1967 protects employees years of age and older from workplace discrimination based on age.

A)35
B)40
C)50
D)65

Question 46

When a selection program appears to disadvantage White males, this is referred to as an example of .

A)poetic justice
B)reverse discrimination
C)affirmative action
D)procedural justice

Question 47

A thorough job analysis is needed for which of the following?

A)Job design
B)Workspace design
C)Training
D)a and c only
E)a, b, and c

Question 48

What information can be obtained from O*NET?

A)person requirements
B)customer complaints
C)census data
D)EEOC requirements

Question 49

A successful employee selection program .

A)strives to increase adverse impact
B)includes discriminatory questions
C)conforms with EEOC regulations
D)produces reverse discrimination, if possible

Question 50

Which of the following is not a technique for conducting job analysis?

A)PAQ
B)activity logs
C)interviews
D)questionnaires
E)all the above are correct

Question 51

Realistic job previews correlate positively with which of the following?

A)Turnover
B)Job satisfaction
C)Poor job performance
D)Job design

Question 52

entails the study of certain tasks and skills that workers can transfer from one job to another.

A)job analysis
B)work analysis
C)situational testing
D)none of the above

Question 53

The selection ratio for a minority group may be no less than of the majority group.

A)20 percent
B)40 percent
C)60 percent
D)80 percent

Question 54

Successful recruiters do which of the following?

A)Smile and nod
B)Maintain eye contact
C)Answer applicants questions
D)All the above

Question 55

A thorough job analysis is needed for which of the following organizational programs?

A)Workspace design
B)Suggestion program
C)PAQ
D)Biodata inventory

Question 56

If 50 of 100 majority applicants are selected, at least how many of minority group applicants must be selected to avoid charges of adverse impact if 50 members of a minority also apply?

A)20
B)25
C)40
D)50

Question 57

The study of a job to describe in specific terms the nature of the component tasks performed by workers is known as _.

A)natural observation
B)job design
C)job analysis
D)work analysis

Question 58

According to research by Howard, Erker, and Bruce (2007) which of the following factors was the most important to the job seekers participating in the study?

A)Good manager or boss
B)Salary
C)Creative or fun workplace culture
D)Opportunities to learn and grow

Question 59

Research indicates that members of Generation Y are generally characterized by all of the following except:

A)work best as part of a team
B)patience
C)multitaskers
D)need to stay connected through instant media

Question 60

The Civil Rights Act of 1964 protects which of the following against discrimination?

A)Vietnam Veterans
B)Members of religious groups
C)Individuals with disabilities
D)Gays and lesbians
E)All of the above

Question 61

Which of the following is the job analysis technique that requires employees and supervisors to maintain detailed written records of their activities during a specified time?

A)Critical-incidents technique
B)Direct observation
C)Systematic activity logs
D)Systematic job analysis interview

Question 62

The situational interview .

A)is known as an "elaborate application blank"
B)focuses on personal characteristics
C)focuses on work experience
D)focuses on behaviors needed for successful job performance

Question 63

Acting deliberately in an interview to make a make yourself look good is .

A)brown nosing
B)impression management
C)less effective than "just being yourself"
D)the halo effect

Question 64

The unstructured interview is _.

A)criticized for lack of consistency
B)infrequently used as a selection technique
C)more valid as a selection technique than using a weighted application blank
D)a consistent and valid selection technique

Question 65

The types of interview include unstructured, structured, puzzle and .

A)confirmational
B)observational
C)situational
D)compatibility

Question 66

A criticism of biodata inventories is

A)it requires considerable research to develop
B)it has low predictive validity
C)it requires time and money to develop
D)a and c

Question 67

Biographical information may be collected systematically using or .

A)situational interviews; home computers
B)psychological tests; references
C)paper; kiosks
D)letters of recommendation; standard interview

Question 68

What type of questionnaire is the PAQ?

A)Critical incidents
B)Activity log
C)Unstructured
D)Structured

Question 69

A biodata inventory is .

A)not a very good selection technique
B)a more systematized form of application blank
C)a useful job analysis technique
D)the most frequently used selection technique

Question 70

A key variable in making a good first impression includes _.

A)high pitched voice
B)skill at self-promotion
C)few hand gestures
D)apologizing for being late

Question 71

Which is not a characteristic of the unstructured interview?

A)Lack of consistency in assessing candidates
B)Low validity
C)Frequently used
D)Not improved with interviewer training

Question 72

Interviews that focus not on personal characteristics or work experience but on the behaviors needed for successful job performance are called "_ ."

A)situational testing
B)structured interviews
C)situational interviews
D)biographical inventories

Question 73

Criticisms of direct observation techniques include which of the following?

A)Employees are required to fill out a questionnaire
B)Employees may behave differently
C)Employees are required to keep written records
D)This is not a useful job analysis technique

Question 74

Which of the following is not an employee selection technique?

A)Letters of recommendation
B)Biodata inventory
C)PAQ
D)Assessment centers

Question 75

The critical incidents technique is used for .

A)job analysis
B)workspace design
C)designing wage and salary systems
D)interviewing

Question 76

Which of the following is the best job analysis technique?

A)Structured interview
B)Direct observation
C)Systematic activity log
D)Depends on the situation

Question 77

A common method of job selection that assumes that past experience and personal traits can predict work behavior is also known as .

A)biodata inventory
B)direct observation
C)assessment center
D)critical incidents

Question 78

Why are unstructured interviews often invalid as a selection tool?

A)Interviewer bias
B)Important issues are often not discussed
C)Both a and b
D)None of the above

Question 79

The biodata inventory is than the application blank.

A)longer and more detailed
B)more expensive
C)less predictive
D)none of the above

Question 80

The structured interview .

A)has results that are about the same as unstructured interviews
B)can be as valid as cognitive ability tests
C)focuses on the behaviors needed for successful performance of a specific job
D)uses a format that is left to the discretion of the interviewer