Deck 6: Selecting Employees and Placing Them in Jobs

Question 1

The Fair Credit Reporting Act requires that employers obtain a candidate's consent before downloading his or her résumé from an online job site.

Answer 1

False
Explanation: The Fair Credit Reporting Act requires employers to obtain a candidate's consent before using a third party to check the candidate's credit history or references.

Question 2

A reliable measurement generates consistent results.

Answer 2

True
Explanation: The reliability of a type of measurement indicates how free that measurement is from random error. A reliable measurement therefore generates consistent results.

Question 3

The results of a personality test are the most reliable.

Answer 3

False
Explanation: Compared with intelligence tests, people are better at faking their answers to a personality test to score higher on desirable traits. For example, people tend to score higher on conscientiousness when filling out job-related personality tests than when participating in research projects.

Question 4

Content validation is most suitable for measuring abstract qualities such as intelligence or leadership ability.

Question 5

Under the Americans with Disabilities Act (ADA),when an employer makes hiring decisions,it can use employment physical exams that could reveal a psychological or physical disability.

Question 6

Automated systems always ensure that all highly qualified candidates are included in the selection process.

Question 7

A predictive criterion-related validation strategy establishes consistency between the test items or problems and the kinds of situations that occur on the job.

Question 8

Reliability answers the important question if one is measuring something that matters.

Question 9

Race norming refers to establishing different norms for hiring members of different racial groups.

Question 10

Equal employment opportunity laws affect the kinds of information an organization may gather on application forms and in interviews.

Question 11

Selection procedures that provide economic value greater than the cost of using them are said to have utility.

Question 12

The Polygraph Act legalized the use of polygraph tests for employment screening in most organizations.

Question 13

Review of résumés is most valid when the content of the résumés is evaluated in terms of the elements of a job description.

Question 14

Predictive validation is less time consuming and the easiest to administer.

Question 15

Most organizations check references as soon as they receive a candidate's application form.

Question 16

The process of selecting employees remains constant for all organizations and for all jobs.

Question 17

Achievement tests are only used to measure how well a person can acquire skills and abilities.

Question 18

The Civil Rights Act of 1991 encourages the use of sex norming as a selection tool.

Question 19

Aptitude tests assess a person's existing knowledge and skills.

Question 20

An application form can request information regarding an applicant's marital status and race.

Question 21

The HR department at Buckworth Consulting recently developed and employed a certain test in the selection process for managers.After observing a certain trend in the organization,the HR department concluded that the test being used was not a valid selection criterion.Which of the following most likely led to that observation?

A) Managers who were recruited without the tests performed well when promoted to other roles.
B) Managers who got low scores on the tests performed poorly when promoted to other roles.
C) Managers who fared well in the tests performed well in their roles.
D) Managers who performed well on the tests performed poorly in their roles.
E) Managers who were recruited without the tests performed poorly in their roles.

Question 22

Interviewing is considered the most accurate basis for making a selection decision.

Question 23

Which of the following enables organizations to make decisions about who will or will not be allowed to join the organization?

A) Predictive validation
B) Job analysis
C) Concurrent validation
D) Trend analysis
E) Personnel selection

Question 24

The multiple-hurdle model is based on a process of increasing the number of candidates at each stage of the selection process.

Question 25

A correlation coefficient of -1.0 between two sets of numbers indicates _____.

A) a complete lack of any correlation between the two sets
B) that when one set of numbers goes up, so does the other set
C) that when one set of numbers goes up, the other set goes down
D) a positive correlation between the two sets
E) an indefinite relationship between the two sets

Question 26

Amelia takes online practice tests as part of her preparation for a competitive examination.If the tests are known to be highly reliable,which of the following would most accurately be the correlation coefficient of her test results over a seven-day period?

A) 0.5
B) 0.43
C) 0
D) 0.99
E) 0.72

Question 27

Which of the following is true of the validity of selection criteria?

A) Validity cannot be explained using correlation coefficients.
B) Validity identifies the extent of random error in a selection procedure.
C) Validity assures the accuracy of selection criteria.
D) Validity cannot measure the relevance of selection criteria.
E) Validity ensures the fairness of employment practices during selection procedures.

Question 28

Gary,the new human resource manager at Alchemy Corp.,proposes using automated systems for screening résumés of applicants.Gary claims that automated systems are better than humans at picking the right profiles.Which of the following statements weakens Gary's claim?

A) Automated systems arbitrarily reject highly qualified people who submit a creatively worded résumé.
B) Automated systems reduce the pace of the selection process by a large margin.
C) Automated systems prevent candidates from knowing the status of their applications.
D) Automated systems do not help in matching résumés to the keywords in job requirements.
E) Automated systems refrain from replying to the candidates when their profiles are rejected.

Question 29

Nathaniel believes that assessing the reliability of a selection method is the only requirement for predicting the success of the selection method.Which of the following statements weakens his argument?

A) Reliability cannot clarify if something that matters is being measured.
B) Reliability cannot answer whether something is measured accurately.
C) Reliability is only suitable for tests that measure abstract qualities.
D) Reliability cannot be measured for generalizable selection methods.
E) Reliability is only useful for tests that measure intelligence and leadership quality.

Question 30

In a nondirective interview,the interviewer always asks questions from an established set of questions.

Question 31

Along with 50 other candidates,Rita applied for the position of analyst at Mechalium Inc.Because Rita's profile stood out from other candidates' profiles,she was called for an interview in which she performed well.In the context of the steps involved in the selection process for recruitment,which of the following would most likely be the next step taken by the recruiter?

A) Reviewing Rita's work samples
B) Negotiating salary and benefits with Rita
C) Verifying Rita's qualifications through background checks
D) Sending Rita a job offer letter
E) Getting Rita to sign the job offer

Question 32

In most organizations,the first step in the personnel selection process is:

A) verifying the applicants' qualifications through reference and background checks.
B) negotiating with the employee regarding salary and benefits.
C) screening the applications to see who meet the basic requirements for the job.
D) administering tests and reviewing work samples to rate the candidates' abilities.
E) inviting candidates with the best abilities to the organization for one or more interviews.

Question 33

Which of the following measures of validity is based on showing a substantial correlation between test scores and job performance scores?

A) Criterion-related validity
B) Diagnostic validity
C) Content validity
D) Convergent validity
E) Construct validity

Question 34

The _____ of a type of measurement indicates how free that measurement is from random error.

A) reliability
B) validity
C) generalizability
D) utility
E) verifiability

Question 35

In a behavior description interview,a candidate is asked by the interviewer how he or she handled a type of situation in the past.

Question 36

The _____ of an employment test is indicated by the extent to which the test scores relate to actual job performance.

A) reliability
B) validity
C) generalizability
D) utility
E) dependability

Question 37

Juan takes a test in which the questions are of varying levels of difficulty.As the questions become harder,his scores go down.In this context,which of the following accurately shows the correlation factor between the difficulty levels of the questions and Juan's scores?

A) 0.5
B) 0.98
C) 0
D) -0.92
E) -0.24

Question 38

In an organization,a supervisor usually makes the final employee selection decision.

Question 39

Interviews are the least expensive method of employee selection.

Question 40

Numex,an equities firm,requires its employees to be highly analytical.The company's HR department develops a series of tests to be used in the preliminary rounds of interviews to gauge the candidates' analytical skills.Before using it in the selection process,the HR department got some of the best analysts in the firm to take the test on different days of the week.Surprisingly,each of their scores was highly inconsistent on different days.After an evaluation,the test was found to be unreliable.Which of the following assumptions would lead to such a conclusion?

A) The analysts were randomly chosen.
B) The intelligence quotient levels of the different analysts are on par with each other.
C) The analysts have similar amounts of experience.
D) The on-job performance levels of the analysts decreased over the week.
E) The skills of the analysts remain constant over a week.

Question 41

Which of the following exemplifies a high utility selection procedure?

A) Bette's, a suburban diner, spends a lot of time and money recruiting a server.
B) A local gas station has a recruitment procedure that spans four months for the position of a cashier.
C) Tywell Capital, an international investment firm, spends close to a million dollars to hire a renowned economist as its new CEO.
D) Shinecare, a local car wash, employs a three-month-long selection procedure for hiring one of its operators.
E) Haleview High School conducts several rounds of interviews to recruiting a maintenance worker.

Question 42

Which of the following is a permissible question to ask in job applications and interviews?

A) How would you feel about working for someone younger than you?
B) Are you a citizen of the United States?
C) What religious holidays do you observe?
D) Where were you born?
E) Will you need any reasonable accommodation for this job position?

Question 43

Tiara Inc.,an international clothing brand,recruited 15 people as brand managers.They all took a test as part of the recruitment process.Three months after the recruitment,their test scores were analyzed along with their performance on the job to find a substantial correlation between the two factors.Which of the following methods of research is exemplified in this scenario?

A) Content validation
B) Predictive validation
C) Concurrent validation
D) Construct validation
E) Diagnostic validation

Question 44

Identify an accurate difference between predictive validation and concurrent validation.

A) Predictive validation correlates job performance and job roles; concurrent validation does not.
B) Predictive validation correlates future job performance and applicant test scores; concurrent validation does not.
C) Concurrent validation is very time-consuming; predictive validation is not.
D) Concurrent validation is difficult to employ; predictive validation is not.
E) Concurrent validation is utilized on new recruits; predictive validation is not.

Question 45

Which of the following laws requires employers to make "reasonable accommodation" to incapacitated individuals?

A) The Civil Rights Act of 1991
B) The Equal Employment Opportunity Act of 1988
C) The Americans with Disabilities Act of 1991
D) The Age Discrimination in Employment Act of 1967
E) The Fair Labor Standards Act of 1938

Question 46

Which of the following statements is true of the Americans with Disabilities Act (ADA)of 1991?

A) Employers can ask pre-employment questions to investigate disabilities.
B) Interviewers are prohibited from asking a candidate if he or she can meet the attendance requirements for a job.
C) Interviewers are permitted to ask candidates the number of sick leaves he or she took at his or her previous job.
D) Employers are permitted to use employment physical exams that could reveal a psychological or physical disability for making hiring decisions.
E) Employers are required to make reasonable accommodation to disabled individuals.

Question 47

Which of the following is true about content validity?

A) It is usually measured on the basis of expert judgment.
B) It indicates how free a measurement is from random errors.
C) It is most suitable for tests that measure abstract qualities.
D) A test that scores high on content validity tends to score low on generalizability.
E) It is useful for tests that measure intelligence and leadership quality.

Question 48

The extent to which something provides economic value greater than its cost is called its _____.

A) practicality
B) utility
C) validity
D) accountability
E) reliability

Question 49

Identify the correct statement regarding predictive validation.

A) It is the least effective method of measuring validity.
B) It uses the test scores of all applicants and looks for a relationship between the scores and future performance.
C) It involves administering a test to people who currently hold a job and comparing their scores to existing measures of their current job performance.
D) It is the quickest and easiest method compared to other ways of measuring validity.
E) Its scores are influenced by applicants' job experiences.

Question 50

Gromart,an international retailer,opens a store in a town predominantly populated by a particular racial group.While recruiting employees for the store,it uses a test that favors a particular racial group in the selection process.When questioned about the selection procedure,the management reasons that the customers are more comfortable with employees of their own race.In the context of the legal standards of selection,which of the following is an accurate statement?

A) Gromart's actions during the selection process do not violate the Civil Rights Act of 1991 or the equal employment opportunity law at all.
B) Though Gromart's selection process violates the Civil Rights Act of 1991, it's justifiable under the equal employment opportunity law.
C) Gromart's selection process is justifiable because the Age Discrimination in Employment Act of 1967 requires employers to make reasonable accommodation according to the demographics of a locality.
D) Gromart's actions during the selection process do not violate the Civil Rights Act of 1991, but it violates the equal employment opportunity law.
E) Gromart's actions during the selection process violates the Civil Rights Act of 1991 because customer preference is not a justifiable reason for discriminatory practices.

Question 51

David Carr is the HR manager of Witherspoon Inc.,a publishing company.He wants to know if a certain test of cognitive ability,used in the advertising industry,can be successfully used in his organization.This scenario suggests that he wants to know if this test is a(n)_____ method of personnel selection.

A) substitutable
B) evaluative
C) practical
D) generalizable
E) nondirective

Question 52

A test that is valid in other contexts beyond the context in which the selection method was developed is known as a(n)_____ method.

A) practical
B) generalizable
C) reliable
D) invalid
E) concurrent

Question 53

An international car manufacturing company wants to hire new employees for its new assembly unit.As part of the selection process,the applicants are required to assemble a mini model of one of the company's products.They are judged on their speed,ability to follow a set of instructions,and coordination skills.What type of validity is being established in this scenario?

A) Content validity
B) Predictive validity
C) Diagnostic validity
D) Concurrent validity
E) Construct validity

Question 54

The consistency between test items or problems and the kinds of situations or problems that occur in a job is known as _____.

A) predictive validity
B) content validity
C) concurrent validity
D) diagnostic validity
E) construct validity

Question 55

For tests that measure abstract qualities such as intelligence or leadership skills,validity would best be established by _____ validation.

A) criterion-related
B) content
C) concurrent
D) construct
E) predictive

Question 56

Which of the following laws restricts an organization from asking indirect questions that gather information about a person's protected status?

A) The Civil Rights Act of 1991
B) The employee benefit laws
C) The equal employment opportunity laws
D) The Age Discrimination in Employment Act
E) The Fair Labor Standards Act of 1938

Question 57

Which of the following exemplifies a generalizable test?

A) Intratel Inc. uses the same test for selecting candidates for different job profiles in two different countries.
B) Utopia Corp. uses a test that has a probability of zero random error to recruit its employees.
C) Sellatra Corp. uses a test that provides greater economic value than its cost for recruitment.
D) ZingUp Inc. uses a test that is relevant to the specific job roles for which it recruits employees.
E) Nyx Corp. uses a test that simulates specific job conditions that an employee will experience while in that position.

Question 58

Buildtron Inc.,a construction firm,is in need of a construction superintendent,whose primary responsibilities involve organizing,supervising,and inspecting the work of several subcontractors.Buildtron administers a construction-error recognition test,where an applicant has to enter a shed that has 25 construction errors and has to record as many of these errors as can be detected.What type of validity is being established in this case?

A) Concurrent validity
B) Construct validity
C) Content validity
D) Representative validity
E) Predictive validity

Question 59

To test the validity of a selection test for advanced widget designers,Techspark Inc.administers the test to its current widget designers.The test results are then compared with the employees' latest performance appraisal scores.In this instance,what type of validation is being used by Techspark?

A) Predictive validation
B) Concurrent validation
C) Content validation
D) Construct validation
E) Diagnostic validation

Question 60

Grace is the HR manager of Trelsoft Inc.,a software company located in Boston.She wants to establish the validity of a test designed for computer technicians using a predictive criterion-related validation strategy.According to this validation,Grace must administer the test to _____.

A) at least half the present computer technicians in Trelsoft
B) people doing similar jobs in other companies
C) people applying for computer technician jobs in Trelsoft
D) only those computer technicians in Trelsoft who are performing at acceptable levels
E) a random selection of computer technicians currently employed at Trelsoft

Question 61

Generally,an organization checks references:

A) only if it believes the information provided by an applicant is incorrect.
B) immediately after an applicant submits a résumé.
C) after it has determined that an applicant is a finalist for a job.
D) because it is a legal requirement under equal employment opportunity laws.
E) because it is an unbiased source of information.

Question 62

If a person who is a reference gives negative information about a job candidate,there is a chance the candidate will claim _____,meaning the person damaged the applicant's reputation by making statements that cannot be proved truthful.

A) defamation
B) misappropriation
C) fraud
D) misrepresentation
E) negligence

Question 63

Donna Hernandez has applied for the position of data systems operator in one of the federal governmental agencies.As part of the selection process,she takes a civil services examination that measures her existing knowledge and skills.This scenario exemplifies a(n)_____.

A) psychometric test
B) critical thinking test
C) judgment test
D) aptitude test
E) achievement test

Question 64

Francisco Holt had applied for the position of an emergency direct care worker at the City Medical Center.In the last round of the selection process,he had to take part in a testing procedure that simulated an emergency situation.He had to run a half-mile on the treadmill,followed by a step test,a posture test,a squat test,and a weight-lifting test.His performance was timed and his heart rate was monitored throughout the tests.Which of the following tests is exemplified in this case?

A) Cognitive ability test
B) Critical thinking test
C) Psychometric test
D) Physical ability test
E) Achievement test

Question 65

Review of résumés is most valid when the content of the résumés is evaluated in:

A) terms of the elements of a job description.
B) comparison with other applicants' qualifications.
C) terms of the incumbent's competencies.
D) terms of the industrial benchmarks.
E) comparison with other employees in an organization.

Question 66

Rigatel Corp.,an investment bank,was in the final stage of its selection process for a business analyst.Rob was one of the desired candidates for the position.As part of background checks,the bank wanted to look at his credit history.Which of the following requires them to obtain Rob's consent before using a third party to check his credit history?

A) The Civil Rights Act of 1991
B) The Fair Credit Reporting Act
C) The Fair Labor Standards Act
D) The Labor-Management Reporting and Disclosure Act
E) The Consumer Credit Protection Act

Question 67

Marshall,a 33-year old unemployed software engineer,applied for a job at Bluetel Inc.,a Florida-based software company.In his résumé,he gave his former project manager as a reference.But he was rejected soon after the HR specialist at Bluetel called his former manager and learned that Marshall was accused of racial discrimination against another employee.Sensing this to be the reason for his rejection at Bluetel,Marshall can sue his former manager on charges of _____.

A) misappropriation
B) fraud
C) misrepresentation
D) defamation
E) negligence

Question 68

Which of the following is a requirement under the Immigration Reform and Control Act of 1986?

A) Employers must verify and maintain records on the legal rights of applicants to work in the United States.
B) Employers must file a completed Form I-9 with the Immigration and Naturalization Service and retain the documents for at least ten years.
C) Employers must pay lower wages to immigrant workers.
D) Employers must verify the legal age of employees who do not hold American citizenship.
E) Employers must ask a potential employee's religion.

Question 69

While filling out an application for the position of administrative assistant,Rachel was asked to provide the name and phone number of her previous supervisor.She was also provided the alternative of presenting a letter from her previous supervisor vouching for her performance on the job.Which of the following tools used in the initial selection process is illustrated in this case?

A) Application form
B) Résumé
C) Background checks
D) Aptitude tests
E) References

Question 70

Identify the detail that needs to be asked in an application form to gather information about suitable candidates.

A) Marital status
B) History of disabilities
C) Number of children
D) Educational background
E) Applicant's race

Question 71

Which of the following is a permissible question for job applications and interviews?

A) What is your full name?
B) Have you ever been convicted of a crime?
C) What was your major in college?
D) Do you have any disabilities?
E) Can you meet the requirements of the work schedule?

Question 72

Why do organizations typically review applicant résumés?

A) They are used as a substitute for interviews.
B) They are used as a basis for deciding which candidates to investigate further.
C) They are used to save the cost of administering tests related to the performance on the job.
D) They are used because they can control the content of the information as well as the way it is presented.
E) They are used because they are generally an unbiased source of information.

Question 73

What is a disadvantage of using résumés as a source of information about job applicants?

A) It is a relatively expensive method of gathering information.
B) It does not allow applicants to highlight accomplishments.
C) Review of résumés is least valid when the content of the résumés is evaluated in terms of the elements of a job description.
D) It is biased in favor of the employer.
E) The content of the résumé is controlled by the applicant.

Question 74

In general,the results of reference checks for job applicants will be most valid if employers _____.

A) contact many references
B) rely exclusively on the list provided by applicants
C) avoid direct contact with references
D) restrict contact with references through e-mails
E) receive positive opinions about the applicants from their references

Question 75

If a former employer gives a glowing statement about a candidate and the new employer later learns of misconduct on the part of the employee during his or her previous employment,the new employer may sue the former for _____.

A) negligence
B) misrepresentation
C) defamation
D) misappropriation
E) libel

Question 76

Irene is filling out an application form for the position of an elementary school teacher.While she is filling it out,she comes across a section that asks for information about her high school,college,courses,and grades.Which of the following sections of the application form is being referred to here?

A) Mailing address
B) Work experience
C) Racial details
D) Educational background
E) Declaration

Question 77

Marianna Baxter attends an interview for the position of a paralegal at one of the biggest law firms in the country.During the interview,she is asked a particular question which she refuses to answer.Frustrated by her behavior,the interviewer repeats the question.She refuses to answer it again and says that it violates her rights under equal employment opportunity law.Which of the following is most likely the question she was asked?

A) What is your complete name?
B) What is your ancestry?
C) Can you meet the requirements of strict work schedules?
D) Have you ever been convicted of a crime?
E) What organizations or groups do you belong to that you consider relevant to being able to perform this job?

Question 78

Jonas had a great résumé and a glowing recommendation from his previous employer.Impressed by his qualifications and expertise,Vizion Tech Inc.hired him for the position of quality analyst.However,he was found guilty of sexual misconduct at Vizion after a couple of weeks on the job.During the inquiry,Vizion Tech found that Jonas was fired for sexual misconduct at his previous employer.The management of Vizion Tech could sue Jonas's previous employer for _____.

A) misrepresentation
B) fraud
C) defamation
D) negligence
E) embezzlement

Question 79

How can individuals acting as references for job applicants minimize the risk of being sued for defamation or misrepresentation?

A) By giving as much information as possible
B) By exclusively giving out positive information about a candidate
C) By only giving information about observable, job-related behaviors
D) By giving only broad opinions
E) By excluding employment dates and the employee's final salary

Question 80

Which of the following is an accurate feature of a job application form?

A) It is an expensive way of gathering information from candidates.
B) It ensures that certain standard categories of information are obtained.
C) It prevents human resource personnel from ranking candidates.
D) It has a customized format for every candidate.
E) It is usually biased in favor of certain candidates.