Question 1

A(n) _____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

Accepted Answer

A)  situational judgment test 
B)  assessment center 
C)  panel interview 
D)  work simulation

Question 2

How does an unstructured interview differ from a semistructured one?

Accepted Answer

The answer of How does an unstructured interview differ from...

Question 3

Which of the following occurs when an interviewer allows a positive characteristic about a job applicant to overshadow other evidence?

Accepted Answer

A)  Halo effect 
B)  Cultural noise 
C)  Similarity bias 
D)  Snap judgment

Question 4

The selection process for an international assignment should provide a realistic picture of the life, work, and culture to which the employee may be sent.

Accepted Answer

A) True 
 B)False

Question 5

In the context of selection and placement, what is meant by the term "mismatch"?

Accepted Answer

The answer of In the context of selection and placement,...

Question 6

What is the main purpose of preemployment screening?

Accepted Answer

A)  To provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job 
B)  To identify applicants with arrest records and convictions 
C)  To determine if applicants meet the minimum qualifications for job openings 
D)  To obtain information for EEO and affirmative action reports

Question 7

Which of the following is a feature about validity?

Accepted Answer

A)  The EEOC prefers concurrent validity over predictive validity studies of predictors. 
B)  Concurrent validity studies take much longer than do predictive studies of predictors. 
C)  Concurrent validity studies use the employer's existing employees to test whether certain predictors are tied to performance levels. 
D)  Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Question 8

HR professionals are least likely to make the final hiring decisions when _____ positions are filled.

Accepted Answer

A)  clerical 
B)  contract 
C)  entry-level 
D)  middle-management

Question 9

Angus has been a bus driver for a tour bus company for the last 15 years and has an excellent driving record. Last year, Angus was on medical leave for 8 weeks due to a back injury which has left him in chronic pain. If Angus has an accident while driving one of the tour buses because of the effects of his prescription pain medication and if passengers are injured, the company might be liable for_____.

Accepted Answer

A)  failure to conduct a thorough background check on Angus 
B)  negligent hiring 
C)  criminal negligence 
D)  negligent retention

Question 10

What is the purpose of conducting background investigations on job applicants? What are some of the legal issues involved?

Accepted Answer

The answer of What is the purpose of conducting background...

Question 11

Reliability is the ability of a test to produce the same results repeatedly over time.

Accepted Answer

A) True 
 B)False

Question 12

Since "soft skills" are difficult to test for, and interviewing for these skills often puts women candidates at a disadvantage, the EEOC's guidelines require that applicants be selected for quantifiable or measurable "hard skills" only.

Accepted Answer

A) True 
 B)False

Question 13

Listening responses such as mirroring and echoing may backfire for managers doing job interviews because these responses give feedback to the applicant.

Accepted Answer

A) True 
 B)False

Question 14

A new Gulf Coast casino plans to hire over 1,000 employees for its new resort. The casino's HR department requires applicants to complete an online questionnaire which is later analyzed using computer software and only those applicants who have previously worked in hotels and casinos are considered eligible for the next step in the hiring process. This is an example of a_____.

Accepted Answer

A)  compensatory approach to selection 
B)  realistic job preview 
C)  preemployment screening process 
D)  multiple hurdles approach to selection

Question 15

Kevin, a recent college graduate, applied for a job with a firm which provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as_____.

Accepted Answer

A)  psychomotor ability tests 
B)  cognitive ability tests 
C)  illegal tests that discriminate against the disabled 
D)  work sample tests

Question 16

A school district hired a school bus driver without conducting a multi-state criminal background check; a background check was conducted only in the state in which the school was located. Subsequently, the school bus driver was convicted of kidnapping one of the children who traveled in his bus. The prosecution in the case revealed that the driver had been convicted ten years ago for a similar case in another state. The school district is guilty of_____.

Accepted Answer

A)  information falsification 
B)  stereotyping 
C)  compensatory hiring 
D)  negligent hiring

Question 17

What are the EEOC guidelines that need to be considered when planning the content of application forms?

Accepted Answer

The answer of What are the EEOC guidelines that need...

Question 18

Organizations can use honesty/integrity tests to communicate to applicants and employees alike that dishonesty will not be tolerated.

Accepted Answer

A) True 
 B)False

Question 19

A nondirective interview allows the interviewer to improvise and pursue interesting nonroutine discussions. Consequently, the nondirective interview is more likely to turn up critical information that can be compared across applicants than a prepared list of questions.

Accepted Answer

A) True 
 B)False

Question 20

Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant, they often find that they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate_____.

Accepted Answer

A)  low inter-rater reliability 
B)  high inter-rater reliability 
C)  high intra-rater reliability 
D)  low intra-rater reliability

Exam 7: Selecting Human Resources

A(n) _____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

How does an unstructured interview differ from a semistructured one?

Which of the following occurs when an interviewer allows a positive characteristic about a job applicant to overshadow other evidence?

The selection process for an international assignment should provide a realistic picture of the life, work, and culture to which the employee may be sent.

In the context of selection and placement, what is meant by the term "mismatch"?

What is the main purpose of preemployment screening?

Which of the following is a feature about validity?

HR professionals are least likely to make the final hiring decisions when _____ positions are filled.

What is the purpose of conducting background investigations on job applicants? What are some of the legal issues involved?

Reliability is the ability of a test to produce the same results repeatedly over time.

Since "soft skills" are difficult to test for, and interviewing for these skills often puts women candidates at a disadvantage, the EEOC's guidelines require that applicants be selected for quantifiable or measurable "hard skills" only.

Listening responses such as mirroring and echoing may backfire for managers doing job interviews because these responses give feedback to the applicant.

Kevin, a recent college graduate, applied for a job with a firm which provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as_____.

What are the EEOC guidelines that need to be considered when planning the content of application forms?

Organizations can use honesty/integrity tests to communicate to applicants and employees alike that dishonesty will not be tolerated.

A nondirective interview allows the interviewer to improvise and pursue interesting nonroutine discussions. Consequently, the nondirective interview is more likely to turn up critical information that can be compared across applicants than a prepared list of questions.

Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant, they often find that they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate_____.