Deck 7: Selecting Human Resources

Question 1

Ability, intelligence, and conscientiousness are _____.

A) elements of job performance
B) selection criteria
C) predictors of selection criteria
D) contract clauses

Answer 1

B

Question 2

The ultimate purpose of selection is _____, or fitting a person to the right job.

A) placement
B) orientation
C) outsourcing
D) remuneration

Answer 2

A

Question 3

_____ is the extent to which a test or measure repeatedly produces the same results over time.

A) Reliability
B) Validity
C) Variability
D) Predictability

Answer 3

A

Question 4

The purpose of _____ is to provide potential employees with an accurate introduction to a job so that they can better evaluate the employment situation.

A) job specialization
B) a realistic job preview
C) employee outplacement
D) a job application

Question 5

The process of choosing individuals with the correct qualifications needed to fill jobs in an organization is called _____.

A) orientation
B) selection
C) benchmarking
D) attrition

Question 6

In the _____ approach for combining predictors, a minimum cutoff is set on each predictor and each minimum level must be "passed."

A) universal predictor
B) compensatory
C) multiple hurdles
D) matching

Question 7

Mary, an HR Recruiter for Aurora Borealis Lighting Inc., decides to hire an individual who has the ability to learn on the job. The company estimates that it will be two years before the new hire will be fully productive. Consequently, it is looking to hire a person who will be with the company for at least four years. Mary suggests that the company hire only those applicants who have been with their previous employers for at least two years and have not changed jobs too frequently. Mary's suggestion best exemplifies a(n) _____.

A) observation interview
B) summary dismissal
C) realistic job preview
D) predictor of selection criteria

Question 8

Voltra Inc. is planning to fill a number of openings for entry-level professionals. The selection process is quite extensive and includes several levels of individual interviews, panel interviews, psychological tests, and general ability tests. Much of the interview time is spent on understanding the applicants' philosophy of life and work. Given this information, which of the following statements is most likely true of Voltra?

A) Voltra wants to check the applicants' credit histories.
B) Voltra is using polygraphs for pre-employment screening purposes.
C) Voltra is concerned about person/organization fit.
D) Voltra wants to prevent negligent hiring lawsuits.

Question 9

Mark is unhappy with his new job as a First-Line Supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This best exemplifies _____.

A) a realistic job preview
B) burnout
C) job enlargement
D) a poor person/job fit

Question 10

What is the main purpose of pre-employment screening?

A) To provide a realistic job preview to potential employees
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 equal employment opportunity and affirmative action reports

Question 11

In the context of the qualities of selection predictors, validity refers to:

A) the strength of the correlation between a test score and a predictor.
B) the consistency with which a predictor actually tests the desired construct.
C) the extent to which a test or measure repeatedly produces the same results over time.
D) the extent to which a test measures what it claims to measure.

Question 12

Marcus wants to become a firefighter in Redville. The physical requirements to qualify for the position of firefighter in Redville are rigorous, and applicants must pass several ability tests to be selected. Marcus has a hearing impairment, and this impairment alone causes him to be disqualified. He passes all the other physical and written tests that were conducted earlier. This scenario best exemplifies _____.

A) the compensatory approach to selection
B) summary dismissal
C) discrimination under the Judiciary Act
D) the multiple hurdles approach of combining predictors

Question 13

Which of the following statements is true of concurrent validity?

A) Concurrent validity is difficult to assess because employees are not always readily available and cannot take the predictor test immediately.
B) Concurrent validity is measured when applicants' test results are compared with subsequent job performance.
C) Concurrent validity is measured when an employer tests current employees and correlates the scores with their performance ratings on appraisals.
D) Concurrent validity is disadvantageous in that it increases the time needed to complete a validation study.

Question 14

The HR Manager at Fresh Foods instructs his subordinates to make a list of all employees who have completed about one year in the firm. He wants his subordinates to collect the test scores obtained by these employees when they applied for the job and compare these scores to their job performance over the past year. In this scenario, the HR Manager most likely wants to conduct a(n) _____.

A) internal validity test
B) concurrent validity test
C) face validity test
D) predictive validity test

Question 15

Unlike concurrent validity, predictive validity:

A) involves comparing applicants' test results with their subsequent job performance.
B) uses current employees to validate a predictor or test.
C) involves testing former employees and correlating the scores with their performance ratings.
D) involves administering a predictor test to applicants and using the results to make hiring decisions.

Question 16

How does the compensatory approach combine predictors?

A) A minimum cutoff is set on each predictor.
B) A higher score on one predictor offsets a lower score on another.
C) The highest predictor score for all test takers is used to set an average cutoff.
D) Multiple hurdles are set to compensate for the different predictors.

Question 17

Placement of people in an organization can be seen primarily as a(n) _____.

A) public relations activity
B) operating management responsibility
C) matching process
D) marketing tool

Question 18

Danica graduated from college during a severe economic recession. She then accepted a job as a trainer for a major national bank. Danica was one of the top candidates when she was hired by the bank. Three months into her job, she began to feel like she did not belong there because her values did not align with those of the company. This best exemplifies _____.

A) a poor person/organization fit
B) a realistic job preview
C) negligent hiring
D) job enlargement

Question 19

Which of the following is a self-management dimension of emotional intelligence?

A) Inspirational leadership
B) Self-confidence
C) Empathy
D) Optimism

Question 20

Measurable or visible indicators of selection criteria are called _____.

A) reliable estimators
B) predictors
C) realistic job previews
D) scalars

Question 21

A(n) _____ is a mechanical device that measures a person's galvanic skin response, heart rate, and breathing rate.

A) polygraph
B) ammeter
C) periscope
D) voltmeter

Question 22

Unlike psychomotor tests, work sample tests:

A) require an applicant to perform a simulated task that is a specified part of the target job.
B) measure an applicant's dexterity, hand-eye coordination, arm-hand steadiness, and other factors.
C) are primarily used for assembly line workers.
D) are skill-based tests rather than situational tests.

Question 23

Patrick, a job applicant, was asked by his interviewer, "In your previous job, how did you handle employees who were poor performers?" Given this information, it can be said that Patrick most likely attended a:

A) behavioral interview.
B) biographical interview.
C) nondirective interview.
D) group interview.

Question 24

A(n) _____ interview is more reliable and valid than other interview approaches.

A) sequential
B) nondirective
C) unstructured
D) structured

Question 25

A typing test is an example of a _____ test.

A) psychological
B) systematic
C) work sample
D) physical ability

Question 26

Sanjay, the new HR Manager at Charlemagne Tools Inc., examines the application form that the company has been using for the last two years. According to the guidelines set by the Equal Employment Opportunity Commission and various court decisions, which of the following is an illegal question on the application form?

A) Will you be able to relocate for the job?
B) Can you perform the duties of the job with reasonable accommodation?
C) What is your main area of work expertise?
D) Whom should we contact in case of emergency?

Question 27

In her interview for the position of bartender in a luxury bar, Rosario was asked "What would you do if one of the customers began making off-color jokes that other customers in the bar could hear?" Rosario most likely attended a(n) _____.

A) biographical interview
B) nondirective interview
C) situational interview
D) unstructured interview

Question 28

Gerard, a job applicant, was asked by a company to appear for an interview. During the interview, Gerard spent most of the time providing details about his education and work experience to the interviewer. This best exemplifies a _____.

A) behavioral interview
B) situational interview
C) biographical interview
D) nondirective interview

Question 29

In a structured interview, _____.

A) all candidates are interviewed by the same interviewer
B) a set of prepared job-related questions are asked of all job applicants
C) inter-rater reliability and consistency are low
D) questions are designed to address all of the Big Five personality traits

Question 30

_____ indicates the right of an employer or an employee to terminate employment at any time with or without notice or cause (where applicable by state law).

A) At-will employment
B) Summary dismissal
C) Due diligence
D) Contingency employment

Question 31

As opposed to unstructured interviews, structured interviews:

A) require interviewers to improvise questions.
B) reduce validity and increase bias.
C) ensure greater consistency.
D) result in low inter-rater reliability.

Question 32

Greta is the new HR Manager of a small company. The previous HR Manager kept every document he had access to in the past 10 years of his job at the firm, but Greta is determined to clear out the unnecessary documents. In the context of Equal Employment Opportunity Commission (EEOC) requirements, Greta should keep all applications and hiring-related documents and records for _____ before they can be discarded.

A) one year
B) three years
C) five years
D) seven years

Question 33

In verifying the identities and credentials of job applicants, employers must use the revised form I-9 for each employee hired and must _____.

A) permit annual compliance audits of HR records by U.S. Immigration and Customs Enforcement agents
B) send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring
C) determine within 72 hours of hiring whether a job applicant is a U.S. citizen, registered alien, or illegal alien
D) contact the Department of Homeland Security within 24 hours if a registered alien or an illegal alien applies for a job in the transportation sector

Question 34

A new casino wants to hire about 1,000 employees for its new resort. Applicants are asked to complete an online questionnaire that will later be analyzed using computer software. Only those applicants who have previously worked in hotels and casinos will be considered eligible for the next step in the hiring process. This best exemplifies _____.

A) a compensatory approach to selection
B) job specialization
C) a pre-employment screening process
D) employee outplacement

Question 35

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

A) Physical ability tests
B) Work sample tests
C) Aptitude tests
D) Psychomotor tests

Question 36

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

A) psychomotor ability tests.
B) cognitive ability tests.
C) formative tests.
D) work sample tests.

Question 37

Which of the following is a purpose of an application form?

A) It forms the basis for an organization's affirmative action plans.
B) It protects applicants from unjustifiable dismissal.
C) It is a record of an employer's desire to hire someone for an open position.
D) It is a basic employee record for applicants who are hired.

Question 38

The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must describe his or her approach to handling the crisis, which will be recorded and evaluated by a panel. This best exemplifies a(n) _____.

A) unstructured interview
B) biographical interview
C) nondirective interview
D) situational interview

Question 39

A(n) _____ is a selection process composed of a series of evaluative tests during which candidates are evaluated by multiple raters.

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

Question 40

Kent and Julie are recruiters for Sunspree Inc. 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 in the organization. Given this information, it can be said that Kent and Julie have _____.

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

Question 41

A school hired a bus driver without conducting a multistate criminal background check; the school conducted a background check only in the state in which it is located. Subsequently, the 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 10 years ago for a similar case in another state. In this scenario, the school is guilty of _____.

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

Question 42

In the context of medical examinations and inquiries in the selection process, which of the following is true of the Americans with Disabilities Act (ADA)?

A) The ADA prohibits a company from asking job applicants any question related to current or past medical history until a conditional job offer has been made.
B) Pre-employment drug tests are considered to be medical exams under the ADA.
C) The ADA authorizes the use of pre-employment medical exams before a job has been conditionally offered to a job applicant.
D) Hiring an individual because of drug use for treatment, medical, or nonmedical purposes violates the ADA.

Question 43

Which of the following is most likely a reason employers perform a thorough background check of all applicants?

A) To comply with the Immigration and Naturalization Act
B) To avoid résumé frauds
C) To prevent discrimination against protected classes
D) To protect the organization against charges of negligent hiring

Question 44

Chinn has been a bus driver for a tour bus company for the past 15 years and has an excellent driving record. He had a back injury last year for which he is still undergoing treatment. If Chinn has an accident while driving one of the tour buses because of the effects of his medication and passengers are injured in the accident, the company will most likely be liable for _____.

A) snap judgment
B) negligent hiring
C) negative emphasis
D) negligent retention

Question 45

Which of the following occurs when interviewers favor or select people whom they believe to be like themselves on the basis of a variety of personal factors?

A) The halo effect
B) Cultural noise
C) Similarity bias
D) The horn effect

Question 46

Scenic River had an opening for the position of City Manager. This opening attracted many applicants from all over the city. As part of the selection process, each applicant appeared one after another for the interview before the entire Scenic River Board. This best exemplifies a _____.

A) panel interview
B) group interview
C) biographical interview
D) situational interview

Question 47

Gisela had an interview with the Managing Editor of a prominent publisher. The interviewer asked her general questions and then used her responses to form the next question. Given this scenario, it can be said that Gisela most likely attended a _____.

A) behavioral interview
B) nondirective interview
C) biographical interview
D) situational interview

Question 48

Reliability refers to how well a test measures what it claims to measure.

Question 49

The interior decorators, designers, and architects of WorldKraft Design work together in self-managing the company's work groups. This structure is key to the organization's culture, and it is crucial that new hires be compatible with the work group to which they are assigned. In this case, it would be best to use _____ to hire potential employees.

A) multiple-hurdle interviews
B) situational interviews
C) biographical interviews
D) team interviews

Question 50

Conscientiousness is a predictor of selection criteria.

Question 51

Identify a true statement about drug testing.

A) Drug testing is widely used by employers as a selection tool.
B) The Americans with Disabilities Act prohibits the use of pre-employment drug testing.
C) Drug testing is permissible as long as it is done as part of a medical exam rather than separately.
D) Pre-employment drug tests are considered to be medical exams under the Americans with Disabilities Act.

Question 52

Generally, the higher the position being filled in an organization, the greater the likelihood that the ultimate hiring decisions will be made by HR professionals rather than operating managers.

Question 53

Realistic job previews can enhance applicant trust in a potential employer.

Question 54

Which of the following should be included in the job details section of an employment offer letter?

A) Reporting relationships
B) Paid time off
C) Days and hours of work
D) Employee costs

Question 55

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

A) The halo effect
B) The horn effect
C) Similarity bias
D) Hindsight bias

Question 56

Which of the following types of selection interviews is less structured than the others?

A) A behavioral interview
B) A situational interview
C) A biographical interview
D) A nondirective interview

Question 57

The problem of _____ occurs when interviewers decide whether an applicant is suitable for a job within the first two to four minutes of the interview and spend the rest of the time looking for evidence to support their decision.

A) cultural noise
B) snap judgment
C) stereotyping
D) negative emphasis

Question 58

Anthony was interviewing an applicant for the position of volunteer guide at an art museum. During the course of the interview, the applicant began to discuss her interest in introducing young children to art. Based on how the conversation progressed, Anthony followed up with several questions about how young children react to art, why she felt early exposure to art was important, and how she would design situations for children to experience art. Anthony was most likely conducting a _____.

A) behavioral interview
B) nondirective interview
C) biographical interview
D) group interview

Question 59

In the context of inquiries in the selection process, the Americans with Disabilities Act:

A) does not permit the use of drug tests until a job has been conditionally offered.
B) prohibits employers from hiring individuals because of drug use for medical or nonmedical purposes.
C) allows the use of all types of pre-employment medical exams.
D) does not consider pre-employment drug tests to be medical exams.

Question 60

Aaron is attending a job interview. The interviewers find that his cognitive scores are quite low, but he has great interpersonal skills. The interviewers decide to hire him and give him intensive training on their desk procedures. This is an example of the compensatory approach for combining predictors of work performance.

Question 61

It is illegal for employers to review and record potential employees' identity documents such as Social Security cards and passports.

Question 62

Ernest is applying for a job that will require him to carry heavy equipment. The employer tests his physical strength and endurance during the selection process. This is an example of a psychomotor test.

Question 63

Employers can obtain background information from a variety of sources such as an applicant's motor vehicle records and military records.

Question 64

In a nondirective interview, comparing and ranking candidates is less open to subjective judgments.

Question 65

It is important for employers to emphasize job-related criteria when identifying selection instruments and evaluating job candidates.

Question 66

The Americans with Disabilities Act prohibits the use of drug tests until a job has been conditionally offered.

Question 67

In the "Big Five" personality framework, Bob tested as creative, curious, and original. This implies that he is extroverted.

Question 68

Jennifer has a minor hand tremor that affects her ability to write legibly. This would most likely lower Jennifer's score on the MacQuarie Test for Mechanical Ability.

Question 69

Interviewers are legally allowed to ask applicants questions about their national origin and age but not about their race and marital status.

Question 70

Courts have ruled that screening candidates based on information obtained from their social media and networking profiles is legal and nondiscriminatory.

Question 71

The Employee Polygraph Protection Act prohibits employers, including federal, state, and local government agencies, from using polygraphs for pre-employment screening purposes.

Question 72

Structured interviews are less reliable than other interview approaches.

Question 73

Evidence indicates that the process of hiring employees is increasingly taking longer, with an average time of well over three weeks for many positions and over two months for white-collar jobs.

Question 74

The use of E-Verify is mandatory for government contractors and subcontractors, and several states require all public and private employers to use this service.

Question 75

Care should be taken to avoid vague, general statements in an offer letter.

Question 76

In a biographical interview, applicants are required to give specific examples of how they have handled a problem in the past.

Question 77

Effective interviewers avoid listening responses such as nodding, pausing, making casual remarks, echoing, and mirroring.

Question 78

According to the Equal Employment Opportunity Commission (EEOC), if an applicant voluntarily furnishes some information on a résumé that cannot be legally obtained, the employer should not use that information during the selection process.

Question 79

Honesty tests are inexpensive to administer, but they increase workers' compensation claims.

Question 80

Negligent hiring occurs when an employer becomes aware that an employee may be unfit for employment but continues to employ the person.