Question 1

Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.

Accepted Answer

A) True 
 B)False

Question 2

The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."

Accepted Answer

A) True 
 B)False

Question 3

Cost should not be used to guide the choice of initial assessment methods.

Accepted Answer

A) True 
 B)False

Question 4

The burden of proof is on employers to defend BFOQ claims.

Accepted Answer

A) True 
 B)False

Question 5

Most organizations use only weighted application blanks for initial screening decisions.

Accepted Answer

A) True 
 B)False

Question 6

The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.

Accepted Answer

A) True 
 B)False

Question 7

Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.

Accepted Answer

A) True 
 B)False

Question 8

A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.

Accepted Answer

A) True 
 B)False

Question 9

Genetic screening is becoming a valuable component of many organizations' selection systems.

Accepted Answer

A) True 
 B)False

Question 10

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

Accepted Answer

A) True 
 B)False

Question 11

The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.

Accepted Answer

A) True 
 B)False

Question 12

Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.

Accepted Answer

A) True 
 B)False

Question 13

It is illegal to use pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, unless such disparate impact can be shown to be job-related and consistent with business necessity.

Accepted Answer

A) True 
 B)False

Question 14

One guideline for improving the effectiveness of initial interviews is to ____.

Accepted Answer

A)  ask questions which assess the most basic KSAOs 
B)  make them long and rigorous 
C)  ask each applicant different questions 
D)  A and B are correct

Question 15

One major problem with letters of recommendation is that they _________.

Accepted Answer

A)  are too lengthy to be useful 
B)  are not structured or standardized 
C)  are too ambiguous to interpret 
D)  all of the above are correct

Question 16

Which of the following are common sources of résumé fraud?

Accepted Answer

A)  inflated titles 
B)  inflated education or "purchased" degrees 
C)  inaccurate dates to cover up job hopping or unemployment 
D)  all of the above

Question 17

Which of the following methods is the most valid predictor of performance?

Accepted Answer

A)  Initial interviews 
B)  Handwriting analysis 
C)  Biodata 
D)  Unweighted application blanks

Question 18

One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.

Accepted Answer

A)  expensive 
B)  not related to job performance 
C)  easy to fake 
D)  inefficient

Question 19

A power test is used when the speed of work is an important part of the job.

Accepted Answer

A) True 
 B)False

Question 20

The information collected for an accomplishments record includes ______.

Accepted Answer

A)  a written statement of the accomplishment 
B)  when the accomplishment took place 
C)  any recognition for the accomplishment 
D)  all of the above

Exam 8: External Selection I

Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.

The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."

Cost should not be used to guide the choice of initial assessment methods.

The burden of proof is on employers to defend BFOQ claims.

Most organizations use only weighted application blanks for initial screening decisions.

The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.

Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.

A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.

Genetic screening is becoming a valuable component of many organizations' selection systems.

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.

Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.

It is illegal to use pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, unless such disparate impact can be shown to be job-related and consistent with business necessity.

One guideline for improving the effectiveness of initial interviews is to ____.

One major problem with letters of recommendation is that they _________.

Which of the following are common sources of résumé fraud?

Which of the following methods is the most valid predictor of performance?

One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.

A power test is used when the speed of work is an important part of the job.

The information collected for an accomplishments record includes ______.