Deck 11: Choosing and Hiring Candidates

Question 1

The compensatory approach runs the risk of increased legal troubles due to different weightings provided by different experts.

Answer 1

True

Question 2

If a hiring manager mistakenly offers a job candidate a salary higher than what the firm had authorized the manger to offer,the salary offer is not legally binding.

Answer 2

False

Question 3

At Spyglass Inc.,a private eye firm,new hires are chosen with utmost care.The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated.Which of the following methods should it use to hire new personnel?

A) multiple hurdles approach
B) compensatory approach
C) contingent approach
D) normative approach

Answer 3

A

Question 4

Job candidates can renege on an accepted job offer,not companies.

Question 5

Rank ordering of candidates is a method that lacks validity.

Question 6

Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.

Question 7

It is sometimes permissible to hire a nonqualified minority candidate over a qualified nonminority candidate.

Question 8

When different assessments are made using different scales,before they can be combined the raw scores must be ________.

A) standardized
B) normalized
C) unit weighted
D) rationally weighted

Question 9

When an employee does not get a promotion,they are likely to feel low distributive fairness.

Question 10

Pursuing diverse candidates should begin in the assessment stage of the hiring process.

Question 11

Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.

A) multiple hurdles approach
B) compensatory approach
C) contingent approach
D) normative approach

Question 12

Hiring managers make the final hiring decisions.

Question 13

An applicant who feels she or he was treated unfairly during an interview likely feels low procedural fairness.

Question 14

Averaging candidates' scores from an interview,job knowledge test,and work simulation to derive a summary score to use in comparing candidates is an example of ________.

A) contingent weighting
B) unequal weighting
C) unit weighting
D) normative weighting

Question 15

To be legal,job offers must be presented in writing.

Question 16

The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments.

Question 17

A written employment contract is considered to be an explicit employment contract.

Question 18

Under the UGESP,any adverse impact from the use of an assessment method is illegal.

Question 19

In the selection procedure of a firm,an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process.What type of assessment plan is being used?

A) multiple hurdles
B) contingent
C) supplemental
D) bona fide

Question 20

A nonsolicitation agreement prevents a firm's former employees from actively soliciting the firm's customers on behalf of the employees' new employer.

Question 21

If the prediction equation produced by a regression analysis is: Job Success predicted = 10 + (2*interview)+ (1*personality)+ (3*job knowledge)
What is Rosita's predicted job performance score if she scores 10 on the interview,25 on the personality test,and 15 on the job knowledge test?
Criterion-referenced

A) -80
B) 90
C) 100
D) 135

Question 22

Mr.Draper is the hiring manager of a large corporation.He has been asked to recruit two new sales executives for the firm specifically lured away from a rival firm.Which of the following packages should he offer in order to have maximum chances of fulfilling this task?

A) low job offer
B) competitive job offer
C) minimum job offer
D) maximum job offer

Question 23

A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a ________.

A) criterion score
B) contingent score
C) band score
D) cut score

Question 24

Which of the following,if true,would make a firm keep cut scores low?

A) The company is following an innovation strategy.
B) The company is following a cost-leadership strategy.
C) The company wants to maintain its competitive advantages.
D) The company wants to hire top talent in the field.

Question 25

Which of the following,if true,would result in a new hire to a company getting paid less than existing employees?

A) The company wishes to preserve internal equity.
B) The company wishes to attract top talent in the market.
C) The company lets the hiring manger make payment decisions.
D) The company needs to fill a position immediately.

Question 26

Which of the following reduces the ability of rank ordering to identify the best hire?

A) large differences between candidates' scores
B) large scores of regression analysis
C) large unit weighting of multiple candidates
D) large standard error of measurement

Question 27

Using high cut scores ________.

A) is more appropriate for firms focusing on filling vacancies in the short-term
B) can reduce adverse impact to a minimum in every case
C) increase the number of false negative hiring outcomes
D) is inappropriate for firms with a talent strategy of hiring only the best

Question 28

Don is a high-ranking manager in an advertising firm.He was recently offered a job with higher pay and more lucrative benefits by a rival firm.On coming to know about this,Don's employers decided to make him a(n)________ matching the offer from their rival firm.

A) compensatory package
B) counteroffer
C) equity bonus
D) employment contract

Question 29

Which of the following is true of an employment contract?

A) Not every employee has an employment contract.
B) To be enforceable, the contract has to be in writing.
C) Verbal contracts generally supersede written contracts.
D) At-will employees have a definite time period of service mentioned.

Question 30

When a finalist does not get a job offer,they are likely to perceive ________.

A) low procedural fairness
B) low distributive fairness
C) low interactional fairness
D) high interactional fairness

Question 31

A nonsolicitation agreement is a type of ________.

A) restrictive covenant
B) compensation package
C) severance package
D) common contract

Question 32

The best time to pursue workforce diversity is during ________.

A) candidate assessment
B) making a final choice
C) sourcing and recruiting
D) developing an Affirmative Action plan

Question 33

Which of the following is true of a competitive job offer?

A) It is the best and final offer extended to the candidate.
B) It offers a total rewards package higher than competitors.
C) It is most likely to entice top finalists to accept the offer.
D) It may or may not allow for further negotiations.

Question 34

The bargained-for exchange between the contract parties is known as ________.

A) compensation
B) co-optation
C) confirmation
D) consideration

Question 35

Which of the following is true of a maximum job offer?

A) It can be a low, competitive, or high offer.
B) It allows further negotiation by either party.
C) It takes longer to fill such a position than other job offers.
D) It tends to deter top finalists from accepting the job offer.

Question 36

If an applicant is not hired because the applicant has previously claimed overtime which they were owed,they are likely to be covered under the ________.

A) Family and Medical Leave Act
B) Fair Labor Standards Act
C) National Labor Relations Act
D) Equal Pay Act

Question 37

To be enforceable,any contract that cannot be performed or fulfilled within ________ must be in writing under the statute of frauds.

A) six months
B) twelve months
C) eighteen months
D) twenty four months

Question 38

Which of the following would enable a firm to hire the fastest?

A) hiring the first candidate who exceeds a minimum cut score
B) using unit weighting to determine the best candidate
C) creating bands to pick out the candidates who perform best
D) using rational weighting method to expedite the hiring process

Question 39

Rejecting a candidate badly at the end of a long hiring process results in ________.

A) reneging
B) negative spillover effects
C) competitive disadvantage
D) restrictive covenants

Question 40

Which of the following is true once a formal written job offer has been presented?

A) No personal contact is made with the finalist.
B) Negotiations are permitted at this stage.
C) Finalist cannot reject the offer presented.
D) Ideal to entice undecided finalists into accepting.

Question 41

What is reneging and what should an organization do when it has to renege on a job offer?

Question 42

Imagine you are the HR manager in a firm who is in the final step of recruiting for a high level post.The final job offer has been extended to the most desired candidate and you are awaiting a response.What would you do in this situation to ensure a good hire?

Question 43

List and describe two ways of combining candidates' scores on multiple assessments and discuss when each is most appropriate to use.

Question 44

A company relies on innovation as a competitive advantage.It wants to maintain the secrecy of its research and development projects.Which of the following would it most likely use?

A) nondisclosure agreements
B) non-solicitation agreements
C) employment at will agreements
D) implicit contracts

Question 45

Deferring a new hire's start date can be an alternative to ________.

A) reneging
B) conducting a reference check
C) negligent hiring
D) using an assessment center

Question 46

List and describe four factors that influence the content of a job offer.

Question 47

Backing out of an employment contract after the job offer is accepted is called ________.

A) rejection
B) prima facie evidence
C) reneging
D) renegotiating

Question 48

To successfully negotiate a job offer it is important to ________.

A) focus on the things that matter to the finalist
B) keep negotiated salary levels as low as possible
C) avoid exceeding market pay rates
D) entice the finalist to accept the offer

Question 49

What is an employment contract? Describe three things an employment contract must contain to be legally binding.

Question 50

The way a firm negotiates a job offer with a candidate influences the candidate's perceptions of ________.

A) distributive fairness
B) procedural fairness
C) interactional fairness
D) indicative fairness