Deck 7: Selection

Question 1

According to the textbook,more and more managers have realized that the quality of which of the following is often the single most important factor in determining whether the firm is going to survive and be successful in reaching the objectives specified in its strategic plan?

A) The quality of the company's supply chain process
B) The prestige of the company's brand
C) The quality of the company's human resources
D) The quality of the company's investments
E) The moral standards of the company

Answer 1

C

Question 2

What is selection?

A) The process of posting a job
B) The process of choosing among individuals who have been recruited to fill existing or projected job openings
C) The process of completing an exit interview after an employee has resigned
D) The process of downsizing
E) The process of succession planning

Answer 2

B

Question 3

The consistency of scores obtained by a person when he or she is retested on the same test at two different times is an example of

A) reliability.
B) utility.
C) integrity.
D) accuracy.
E) validity.

Answer 3

A

Question 4

Demonstrating that a selection technique is a valid predictor of job success for all subgroups is consistent with which of the following forms of validity?

A) Criterion-related validity
B) Differential validity
C) Content validity
D) Construct validity
E) Discriminant validity

Question 5

Chase is hiring for a bookkeeper.He asks potential hires to complete a short math test.What kind of test is this?

A) A cognitive ability test
B) An integrity test
C) An emotional intelligence test
D) An aptitude test
E) A personality test

Question 6

During a hiring process Belinda was given an assessment of her self-awareness,empathy,and social awareness.What kind of test was Belinda undergoing?

A) A cognitive ability test
B) An integrity test
C) An emotional intelligence test
D) An achievement test
E) A personality test

Question 7

In many instances,a small selection ratio also means a low quality of recruits.

Question 8

Which members of the organization typical perform initial applicant screening?

A) Hiring managers
B) HR department members
C) Line managers
D) Supervisors
E) Senior management team members

Question 9

When does the selection process begin?

A) When an employee receives a job offer
B) The employee's first day of work
C) When the employee resigns
D) When a pool of applicants has submitted their résumés or completed application forms as a result of the recruiting process
E) When a job is posted

Question 10

Which of the following can potential employers usually ask for in selection?

A) Marital status
B) Age
C) Information about illnesses
D) Experience
E) Maiden name

Question 11

To help evaluate candidates for a quality control position,Jennifer uses an applicant-tracking system to match the applicant's information with that of current Quality Control employees; she then asks those employees to provide their feedback on the applicant's suitability for the position.What is this an example of?

A) Participatory selection
B) 360-degree recruitment
C) Groupthink
D) Teamscreen
E) Crowdsourcing

Question 12

The extent to which a selection tool predicts or significantly correlates with important elements of work behaviour is known as

A) criterion-related reliability.
B) criterion-related consistency.
C) criterion-related validity.
D) criterion-related stability.
E) criterion-related integrity.

Question 13

Which of the following is true of preliminary applicant screening?

A) The use of technology is becoming increasingly popular to help HR professionals improve the initial screening process.
B) Initial applicant screening involves eliminating candidates lacking the "nice to have" selection criteria.
C) Initial applicant screening is generally performed by mid-level managers.
D) The use of technology is becoming less popular due to privacy-related issues.
E) Very few large firms use technological applications to help screen candidates.

Question 14

Which of the following best describes the multiple-hurdle strategy used in the selection process?

A) The process of selecting instruments for selection purposes
B) Candidates interviewing across the organization
C) A reliability and validity analysis conducted throughout the hiring process
D) A series of successive steps where only candidates clearing the hurdle are permitted to move on to the next step
E) Increasing levels of testing of candidates focusing on personality and intelligence

Question 15

What is a selection ratio?

A) The ratio of the number of interviews conducted to the total number of applicants
B) The ratio of the total number of applicants hired to the total number of applicants
C) The ratio of the cost per hire to the probability of turnover
D) The ratio of the number of applicants passing the testing stage to the total number of applicants
E) The ratio of the cost per hire to the company's total payroll cost

Question 16

In the selection process,which of the following refers to requirements that are highly desirable but not critical for the job?

A) Want criteria
B) Must criteria
C) Necessary criteria
D) Desired criteria
E) Basic criteria

Question 17

Sandeep,the manager of a provincial credit union,hired five new tellers based solely on their interviews.Although Sandeep thought he had planned the candidate interviewing process well,the three candidates who were rated the highest in the interview,and hired,did not meet the basic performance expectations once they were on the job.Which of the following is the primary problem associated with these interviews?

A) Validity
B) Integrity
C) Utility
D) Stability
E) Consistency

Question 18

Describe the five steps that should be followed when composing job-related questions as part of designing an effective selection process.

Question 19

In the selection process,which of the following refers to requirements that are absolutely essential for the job?

A) Want criteria
B) Must criteria
C) Necessary criteria
D) Desired criteria
E) Basic criteria

Question 20

The entire recruitment and selection procedure must comply with human rights legislation.

Question 21

The study of 92 employment interviews mentioned in the textbook found that the interviewers using high levels of structure in the interview process evaluated applicants

A) less favourably than those who used semi-structured or unstructured interviews.
B) more favourably than those who used semi-structured or unstructured interviews.
C) less reliably than those who used semi-structured or unstructured interviews.
D) less validly than those who used semi-structured or unstructured interviews.
E) in the exact same manner as those who used semi-structured or unstructured interviews.

Question 22

In Canada,which of the following is true regarding screening candidates for substance abuse?

A) Employers are always permitted to screen candidates for substance abuse, if they choose to do so.
B) Employers are only permitted to screen candidates for substance abuse if the substance that they are abusing is illegal.
C) Employers are only permitted to screen candidates for substance abuse if the substance that they are abusing is legal.
D) Alcohol and drug addiction is considered to be a disability under human rights codes.
E) It is often acceptable to discriminate against candidates during the selection process when that discrimination is based on alcohol or drug addiction.

Question 23

What interview format asks each candidate a series of predetermined,job-related questions based on the job description and specifications?

A) The unstructured interview
B) The structured interview
C) The biographical interview
D) The performance-based interview
E) The chronological interview

Question 24

Which of the following interview question types is most representative of the interview question: "How would you handle an angry customer?"

A) Intelligence-testing interview question
B) Knowledge-based interview question
C) Behavioural interview question
D) Emotional intelligence interview question
E) Situational interview question

Question 25

Criterion-related validity is the extent to which a selection instrument,such as a test,adequately samples the knowledge and skills needed to perform the job.

Question 26

What is the interview technique that involves questions being asked as they come to the mind of the interviewer?

A) The situational interview
B) The behavioural interview
C) The unstructured interview
D) The arbitrary interview
E) The random interview

Question 27

Which of the following is true regarding the use of polygraph tests in selection?

A) In Ontario, the Employment Standards Act specifically prohibits the use of polygraphs in pre-employment selection.
B) Polygraphs in pre-employment selection are allowed in all jurisdictions.
C) Polygraphs test for psychological responses to stimuli.
D) Polygraphs are more useful and reliable in the selection process than honesty tests.
E) Polygraphs are more useful and reliable in the selection process than integrity tests.

Question 28

What of the following is known as a comprehensive and systematic procedure used to evaluate a candidate's management potential?

A) A management group discussion
B) A managerial aptitude test
C) A management assessment centre
D) A management interest inventory
E) A management cognitive test

Question 29

Which of the following would be able to test an applicant's understanding of basic mechanical principles when considering that candidate for the job of machinist?

A) An aptitude test
B) An interest inventory
C) An achievement test
D) A personality test
E) An intelligence test

Question 30

The in-basket exercise is when a leaderless group is given a discussion question and told to arrive at a group decision.

Question 31

There is very clear empirical evidence supporting the validity of emotional intelligence in the workplace.

Question 32

What are the "Big Five" personality dimensions as they apply to employment testing?

A) Extroversion, emotional stability, agreeableness, conscientiousness, and openness to experience
B) Visualization, emotional stability, agreeableness, conscientiousness, and cognitive abilities
C) Agreeableness, emotional stability, visualization, cognitive abilities, and openness to experience
D) Emotional stability, extroversion, visualization, conscientiousness, and memory
E) Memory, visualization, agreeableness, cognitive abilities, and openness to experience

Question 33

According to the textbook,which of the following is used by virtually all organizations for selecting job applicants?

A) Work sampling
B) The assessment centre
C) The interview
D) A personality test
E) An intelligence test

Question 34

Instruments used to measure aspects,such as introversion,stability,and motivation are known as which type of test?

A) An achievement test
B) An interest inventory
C) An intelligence test
D) A personality test
E) An aptitude test

Question 35

What do interest inventories accomplish?

A) The measurement of basic elements of personality, such as seriousness
B) The comparison of a candidate's interests with those of people in various occupations
C) The measurement of a candidate's job performance within three months of being hired
D) The collection of data regarding an employee's level of extroversion or introversion
E) The measurement of knowledge and proficiency over a period of time

Question 36

Which interview format involves a combination of pre-set,structured questions as well as a series of candidate-specific questions based on information provided in the application form or resume?

A) The mixed interview
B) The situational interview
C) The structured interview
D) The sequential interview
E) The behavioural interview

Question 37

Which of the following can be assessed in a test of general intellectual ability?

A) Emotional intelligence
B) Personality
C) Numerical ability
D) Interests
E) Achievements

Question 38

Which of the following can measure attributes,such as finger dexterity,manual dexterity,and reaction time?

A) Personality tests
B) Specific cognitive ability tests
C) Emotional intelligence tests
D) Intelligence tests
E) Motor ability tests

Question 39

Tests used to measure knowledge or proficiency acquired through education,training,and experience are known as

A) achievement tests.
B) intelligence tests.
C) personality tests.
D) interest inventories.
E) aptitude tests.

Question 40

What do work samples focus on directly measuring?

A) Hypothetical situations
B) The information a person has learned
C) The "Big Five" personality dimensions
D) Emotional intelligence
E) Job performance

Question 41

When should the applicant's interview performance be rated?

A) After the reference checking stage has been completed
B) Immediately following each interview
C) The day after the interview
D) The week after the interview
E) Immediately after all candidates have been interviewed

Question 42

Elaine is hiring a social media expert for her small business.She has asked to see samples of the candidate's work.What are some of the advantages of asking for work samples?

Question 43

How are most interviews administered?

A) Within a group
B) Virtually
C) Via telephone
D) One-on-one
E) Using social media

Question 44

Kristen has worked with Kyle in the past through a volunteer organization.She was impressed with Kyle's strong organizational skills.She is now hiring for a communications consultant at her company.What interview mistake is Kristen potentially making?

A) Too much talking
B) Negative bias
C) Similar to me bias
D) Halo effect
E) Influence of nonverbal behaviour

Question 45

One advantage of a panel interview is that there is an increased likelihood that the information provided will be heard and recorded accurately.

Question 46

Which of the following is true of the panel interview technique?

A) Interviewee time and travel/accommodation expenses are increased.
B) There is an increased likelihood of human rights violations.
C) There is an increased likelihood that the information provided will be heard and recorded accurately.
D) There is an increased likelihood of employment equity violations.
E) There is an increased likelihood of interviewer error.

Question 47

An example of a behavioural question is:

A) "What type of work do you want to be doing in five years?"
B) "Tell me about a time when you were in a situation that required negotiation skills."
C) "If a co-worker tried to sabotage your reputation, what would you do?"
D) "What are the skill areas that you would like to develop?"
E) "How would this position help you to achieve your career goals?"

Question 48

If an honest,fair,and candid reference is given by an individual who is asked to provide confidential information regarding the performance of a former employee,what doctrine protects the reference giver even if negative information is imparted about the candidate?

A) Qualified right
B) Qualified concession
C) Qualified assessment
D) Qualified privilege
E) Qualified opinion

Question 49

Chester is a candidate for a Customer Service Representative position; asking him what he would do should he encounter an especially frustrated customer is an example of which interview technique?

A) The mixed interview
B) The behavioural interview
C) The situational interview
D) The relational interview
E) The affective interview

Question 50

Raj is hiring a junior accountant at his firm.He has selected only candidates who went to the same university that he went to.What interview mistake is Raj potentially making?

A) Too much talking
B) Negative bias
C) Similar to me bias
D) Leading questions
E) Influence of nonverbal behaviour

Question 51

A hiring manager asked a candidate how she would handle an irate customer; this is an example of a behavioural interview question.

Question 52

An example of a situational question is

A) "Tell me about a time when you managed numerous priorities in a short period of time."
B) "Tell me about a time when you had to discipline an employee."
C) "How would you handle an irate boss who has just been told that the output in your department was below standard?"
D) "What type of computer skills are you proficient in?"
E) "How would this position help you to achieve your career goals?"

Question 53

Interviews are subject to many common errors,which may limit the reliability or validity of the interview.Identify and describe five (5)common interviewing mistakes.

Question 54

The less structured the interview is,the less reliable and valid the evaluation of each candidate will be.

Question 55

Describe three common interview mistakes which compromise the quality of the selection process.

Question 56

What is the underlying assumption associated with behavioural interviews?

A) The best predictor of future performance is a person's intentions.
B) The best predictor of future performance is past performance in similar circumstances.
C) The best predictor of future performance is a person's level of intelligence.
D) The best predictor of future performance is the personality of a candidate.
E) The best predictor of future performance is the integrity of a candidate.

Question 57

While ________ interviews ask interviewees to describe how they would react in a hypothetical situation,________ interviews ask candidates to describe how they did react in the past in such situations.

A) stressful; situational
B) behavioural; situational
C) structured; situational
D) situational; behavioural
E) nondirective; behavioural

Question 58

Carmine was interviewed for a stockbroker position.Carmine and the other candidates were brought together and asked questions such as how they would react if the market started crashing.The interviewers revealed that they wanted to see which of the candidates would take the lead in formulating an answer.What type of interview is this an example of?

A) The mass interview
B) The unstructured interview
C) The sequential interview
D) The behavioural interview
E) The patterned interview

Question 59

Which interviewing method occurs when an applicant is interviewed by a number of interviewers at once?

A) The panel interview
B) The situational interview
C) The sequential interview
D) The serialized interview
E) The behavioural interview

Question 60

For financially sensitive positions,a credit check may also be included as part of the background investigation and reference checking stage.

Question 61

Subjective evaluation is generally a more reliable and valid approach than a statistical strategy when making hiring decisions.

Question 62

When making a job offer,it should be communicated verbally only.

Question 63

A manager provides a favourable reference about a past employee even though that employee was terminated from the company for stealing; this would be an example of negligent misrepresentation if that employee then went on to steal from the new employer as well.

Question 64

A recent survey found that almost one-quarter of employers are using social networking sites to gather information on job applicants.

Question 65

What is a strategy used to provide applicants with realistic information-both positive and negative-about the job demands,the organization's expectations,and the work environment?

A) The realistic job description
B) The realistic job analysis
C) The realistic job portrayal
D) The realistic job representation
E) The realistic job preview