Deck 9: Assessing External Candidates

Question 1

Juan is a highly qualified biomedical researcher.Having recently completed his education,he applies to work at a pharmaceutical company which is renowned for its fast-paced innovation and aggressive growth policy.Which of the following,if true,would provide for a poor person-organization fit in this case?

A)Juan is interested in applied research that is likely to produce tangible results.
B)Juan has the tendency to be process-oriented and is risk averse.
C)Juan is a team-player and works exceedingly well in lab groups.
D)Juan is interested in making numerous breakthrough discoveries in the lab.

Answer 1

B

Question 2

Cognitive ability tests are one of the least valid selection methods.

Answer 2

False

Question 3

Which of the following is true of person-organization fit?

A)It is not related to the intent to stay with the company.
B)It is the same as person-job fit.
C)It is positively related to job satisfaction.
D)It is unrelated to organizational commitment.

Answer 3

C

Question 4

Evaluative assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates.

Question 5

The return on investment from a new assessment method is the sum of the economic value of improved performance and the savings from avoiding bad hires.

Question 6

Unless a business is involved in national defense or security,background checks must be relevant to the nature of the job and job requirements.

Question 7

Not hiring someone who would have been a poor performer is a true negative.

Question 8

Asking job candidates for a mechanic position,"have you ever repaired small motors at home?" is an example of a biodata question.

Question 9

Liking one's job but not liking the company one works for reflects poor person-group fit.

Question 10

Involving customers and external stakeholders in the interview process can increase the job fit with candidates.

Question 11

The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ________.

A)person-job fit
B)person-group fit
C)person-organization fit
D)supplementary fit

Question 12

Psychomotor tests assess a person's capacity to manipulate and control objects.

Question 13

Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.

Question 14

Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired.

Question 15

Effective staffing enhances the degree to which a(n)________.

A)hiring manager ensures job performance
B)employee meets a job's requirements
C)individual candidate has a chance to be selected
D)employee realizes his or her own potential

Question 16

Well- designed assessment tools in hiring can affect the revenue and bottom line of a company.

Question 17

Both true positive and true negative assessment outcomes are desirable.

Question 18

If an individual's goals,values,and work style clashes with the goals,values,and work style of his or her co-workers,which of the following is true?

A)The individual has low person-job fit.
B)The individual has low person-organization fit.
C)The individual has low person-vocation fit.
D)The individual has low person-group fit.

Question 19

Observation of recruits by current employees can give companies like Southwest an accurate picture of appropriate employee behavior in a nontraditional workplace.

Question 20

According to the Uniform Guidelines on Employee Selection Procedures (UGESP),to the extent that the setting and manner of administration of a selection method fail to measure the work situation,the lesser the need for other validity evidence for that selection method.

Question 21

What is a stereotype threat?

A)Comparison of the hired pool of candidates against the applicant pool to avoid discrimination.
B)Evaluation of the job performance of hired candidates to avoid supplementary fit.
C)Admission of the fact that certain hiring practices have adverse impact on performance.
D)Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores.

Question 22

Which of the following statements is a UGESP guideline that pertains to candidate assessment?

A)No selection procedure measuring ability should closely approximate an observable work behavior.
B)The setting and manner of the administration of the selection procedure can be disparate from the actual work environment but still have content validity.
C)Abilities must be defined in terms of observable aspects of job behavior.
D)Knowledge must be defined in general terms not necessarily directly linked to the job.

Question 23

The higher the fidelity of a job simulation test,the higher is the ________.

A)number of candidates taking the test
B)cognitive ability required to pass the test
C)similarity between the real job and the test
D)cost required to maintain and administer the test

Question 24

An HR manager asked every candidate during an interview to describe a situation in the past in which they had to display their leadership abilities even though they were not a formal leader,discuss what they did,and describe the result.This is an example of which external assessment method?

A)situational judgment test
B)interview
C)unstructured interview
D)behavioral interview

Question 25

Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?

A)personality assessment
B)behavioral interview
C)unstructured interview
D)situational interview

Question 26

Contingent assessments are used when ________.

A)there are too many candidates and too few jobs
B)the firm has identified whom it wants to hire
C)there are too few qualified candidates per job
D)the firm is narrowing down candidates for a post

Question 27

The Uniform Guidelines on Employee Selection Procedures were created to ________.

A)validate employee selection methods
B)outline the enforcement of the Americans with Disabilities Act
C)assist organizations in complying with federal law prohibiting discrimination in hiring
D)assist organizations with fewer than 10 employees comply with Title VII

Question 28

When a company hired Marcus who turned out to be a poor performer,which assessment outcome occurred?

A)true positive
B)true negative
C)false positive
D)false negative

Question 29

Which of the following is a type of cognitive ability test?

A)mathematical reasoning
B)sensory skills
C)psychomotor skills
D)integrity tests

Question 30

Graphology includes any practice that involves determining personality traits or abilities from a person's ________.

A)face
B)handwriting
C)palm
D)biodata

Question 31

Asking applicants what sports they like to play is an example of which external assessment method?

A)reference checks
B)biodata
C)job simulation
D)personality inventories

Question 32

Which of the following is true about integrity tests?

A)Integrity tests often result in adverse impact.
B)Integrity tests are,by definition,measures of cognitive ability.
C)Integrity tests have the ability to overcome the problem of faking.
D)Integrity tests usually take the form of oral interviews.

Question 33

Behavioral interviews are more reliable and substantially better than ________ at predicting job performance.

A)structured interviews
B)situational interviews
C)unstructured interviews
D)situational judgment tests

Question 34

If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate,which staffing goal is not being met?

A)generating positive stakeholder reactions
B)supporting talent philosophy and HR strategy
C)establishing the firm's employer image
D)complying with the law

Question 35

Black Lilies is a fledgling apparel company which is run and managed by its creator Patricia.She has advertised for an accounting executive to manage the finances of the firm.Which of the following,if true,would result in a complementary fit having occurred for the post?

A)Patricia is well-versed in accounting and will manage the firm's finances jointly with the new employee.
B)There is already a dedicated finance team in the firm who would work with the new employee.
C)The existing accounting executive is planning to quit to take up a better opportunity.
D)Patricia lacks the requisite skills to manage the company's accounts,hence the opening.

Question 36

The biggest legal problem with personality tests is based on ________.

A)administration issues
B)privacy issues
C)morality issues
D)diagnostic issues

Question 37

When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?

A)true positive
B)true negative
C)false positive
D)false negative

Question 38

When a restaurant hires a server who has similar competencies to the existing servers,this is an example of ________.

A)person-organization fit
B)supplementary fit
C)complementary fit
D)person-supervisor fit

Question 39

Job seekers often rate ________ as the most job-related selection procedure.

A)interviews
B)aptitude tests
C)job simulation
D)personality inventories

Question 40

Showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method?

A)situational judgment test
B)behavioral interview
C)unstructured interview
D)situational interview

Question 41

Compare and contrast structured and unstructured interviews.

Question 42

Online applications give the candidate real time status information and

A)a deadline for completing the application
B)flexibility to complete at their own convenience
C)ability to submit a hard copy of the application
D)increase the burden placed on recruiters

Question 43

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

A)personality test
B)background check
C)job simulation
D)cognitive ability test

Question 44

What is a "contingent" assessment method? Give an example and describe when contingent assessment methods should be used.

Question 45

Which of the following would reduce adverse impact?

A)Contract the definition of what constitutes a good job performance.
B)Use a single valid predictor instead of multiple predictors.
C)Use of cognitive tests instead of simulations.
D)Use assessment methods with less adverse impact early in the selection process.

Question 46

When should medical tests be administered?

A)before interviewing the applicant
B)after the candidate has accepted a job offer
C)any time the employer feels that it is appropriate
D)after a job offer has been extended

Question 47

What are assessment plans? Create an assessment plan for the position of accountant in a firm where customer focus,accounting skills,and budgeting skills are primarily important.

Question 48

Having a low selection ratio means ________.

A)hiring most people who apply for a job
B)having unacceptable adverse impact
C)hiring only a few applicants
D)having a small number of applicants per job

Question 49

What are the different types of fit and when would each be most important to assess?

Question 50

How does a biodata differ from a résumé and cover letter?