Question 1

What is a stereotype threat?

Accepted Answer

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 2

Which of the following is true about integrity tests?

Accepted Answer

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 3

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

Accepted Answer

A) True 
 B)False

Question 4

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

Accepted Answer

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

Question 5

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

Accepted Answer

The answer of What is a "contingent" assessment method? Give...

Question 6

When should medical tests be administered?

Accepted Answer

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 7

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?

Accepted Answer

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.

Question 8

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

Accepted Answer

A) True 
 B)False

Question 9

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?

Accepted Answer

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 10

Contingent assessments are used when ________.

Accepted Answer

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 11

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

Accepted Answer

A) True 
 B)False

Question 12

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

Accepted Answer

A) True 
 B)False

Question 13

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

Accepted Answer

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

Question 14

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

Accepted Answer

A) True 
 B)False

Question 15

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

Accepted Answer

A) True 
 B)False

Question 16

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

Accepted Answer

A) True 
 B)False

Question 17

Having a low selection ratio means ________.

Accepted Answer

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 18

Both true positive and true negative assessment outcomes are desirable.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following would reduce adverse impact?

Accepted Answer

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 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.

Accepted Answer

A) True 
 B)False

Exam 9: Assessing External Candidates

What is a stereotype threat?

Which of the following is true about integrity tests?

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

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

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

When should medical tests be administered?

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

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?

Contingent assessments are used when ________.

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

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

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

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

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

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

Having a low selection ratio means ________.

Both true positive and true negative assessment outcomes are desirable.

Which of the following would reduce adverse impact?

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.