Question 1

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

Accepted Answer

A) True 
 B)False

Question 2

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Accepted Answer

A) True 
 B)False

Question 3

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

Accepted Answer

A) True 
 B)False

Question 4

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.

Accepted Answer

A) True 
 B)False

Question 5

During the selection procedure,an applicant may be rejected:

Accepted Answer

A) after the preliminary interview. 
B) after completing the application blank. 
C) after selection test results are received. 
D) at any step in the procedure. 
A) after the preliminary interview. 
B) after completing the application blank. 
C) after selection test results are received. 
D) at any step in the procedure.

Question 6

Which of the following types of tests is increasingly being aided by computer simulations?

Accepted Answer

A) Personality tests 
B) Physical ability tests 
C) Cognitive ability tests 
D) Work sample tests 
A) Personality tests 
B) Physical ability tests 
C) Cognitive ability tests 
D) Work sample tests

Question 7

A validity coefficient of -1.00 indicates a(n):

Accepted Answer

A) complete lack of correlation. 
B) error in math. 
C) perfect negative correlation. 
D) perfect positive correlation. 
A) complete lack of correlation. 
B) error in math. 
C) perfect negative correlation. 
D) perfect positive correlation.

Question 8

The type of information obtained from an applicant should be based on:

Accepted Answer

A) job specifications. 
B) the biographical data set. 
C) manning tables. 
D) the HR manager's preferences. 
A) job specifications. 
B) the biographical data set. 
C) manning tables. 
D) the HR manager's preferences.

Question 9

As more steps are generally required when filling positions externally,companies often try to hire within and advertise externally only as a last resort.

Accepted Answer

A) True 
 B)False

Question 10

Which of the following is an inappropriate interview question?

Accepted Answer

A) Have you ever worked under a different name? 
B) If hired, can you prove your age? 
C) What is your race? 
D) What is your address? 
A) Have you ever worked under a different name? 
B) If hired, can you prove your age? 
C) What is your race? 
D) What is your address?

Question 11

Physical ability tests tend to predict performance,accidents,and injuries.

Accepted Answer

A) True 
 B)False

Question 12

HRM specialists have found that panel interviews lead to higher reliability and shorter decision-making period than one-to-one interviews.

Accepted Answer

A) True 
 B)False

Question 13

Most large companies accept applications online.

Accepted Answer

A) True 
 B)False

Question 14

If two or more methods yield consistent results,the selection procedure can be described as:

Accepted Answer

A) having predictive validity. 
B) being reliable. 
C) being redundant. 
D) having content validity. 
A) having predictive validity. 
B) being reliable. 
C) being redundant. 
D) having content validity.

Question 15

Identify a benefit of panel interviews.

Accepted Answer

A) Cost-efficiency 
B) Unilateral decision making 
C) Longer decision-making period 
D) Higher reliability because of multiple inputs 
A) Cost-efficiency 
B) Unilateral decision making 
C) Longer decision-making period 
D) Higher reliability because of multiple inputs

Question 16

The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.

Accepted Answer

A) True 
 B)False

Question 17

Since the passage of the Drug-Free Workplace Act of 1988:

Accepted Answer

A) drugs in the workplace are prohibited. 
B) employers are prohibited from conducting random drug tests. 
C) all employees must submit to drug tests on demand. 
D) applicants and employees of federal contractors are subject to testing for illegal drug use. 
A) drugs in the workplace are prohibited. 
B) employers are prohibited from conducting random drug tests. 
C) all employees must submit to drug tests on demand. 
D) applicants and employees of federal contractors are subject to testing for illegal drug use.

Question 18

Regardless of the selection methods used,it is essential that the selection procedure be:

Accepted Answer

A) lengthy and thorough. 
B) quick and efficient. 
C) reliable and valid. 
D) a positive experience for applicants. 
A) lengthy and thorough. 
B) quick and efficient. 
C) reliable and valid. 
D) a positive experience for applicants.

Question 19

Legally,medical examinations can be administered to an applicant before he or she has been made a conditional employment offer.

Accepted Answer

A) True 
 B)False

Question 20

​Based on the Privacy Act of 1974,individuals have a legal right to examine reference documentation about them.

Accepted Answer

A) True 
 B)False

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.

During the selection procedure,an applicant may be rejected:

Which of the following types of tests is increasingly being aided by computer simulations?

A validity coefficient of -1.00 indicates a(n):

The type of information obtained from an applicant should be based on:

As more steps are generally required when filling positions externally,companies often try to hire within and advertise externally only as a last resort.

Which of the following is an inappropriate interview question?

Physical ability tests tend to predict performance,accidents,and injuries.

HRM specialists have found that panel interviews lead to higher reliability and shorter decision-making period than one-to-one interviews.

Most large companies accept applications online.

If two or more methods yield consistent results,the selection procedure can be described as:

Identify a benefit of panel interviews.

The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.

Since the passage of the Drug-Free Workplace Act of 1988:

Regardless of the selection methods used,it is essential that the selection procedure be:

Legally,medical examinations can be administered to an applicant before he or she has been made a conditional employment offer.

Based on the Privacy Act of 1974,individuals have a legal right to examine reference documentation about them.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Exam 6: Employee Selection

Organizations should try to avoid using telephone reference checks because they are less reliable than written references.

Most organizations require application forms to be completed because they provide a fairly quick and systematic means of obtaining a variety of information about the applicant.

Measures of general intelligence,such as IQ tests,are not generally regarded as good predictors of job performance across a variety of jobs.

Criterion-related validity is the extent to which a selection tool predicts or correlates with important elements of work behavior.

During the selection procedure,an applicant may be rejected:

Which of the following types of tests is increasingly being aided by computer simulations?

A validity coefficient of -1.00 indicates a(n):

The type of information obtained from an applicant should be based on:

As more steps are generally required when filling positions externally,companies often try to hire within and advertise externally only as a last resort.

Which of the following is an inappropriate interview question?

Physical ability tests tend to predict performance,accidents,and injuries.

HRM specialists have found that panel interviews lead to higher reliability and shorter decision-making period than one-to-one interviews.

Most large companies accept applications online.

If two or more methods yield consistent results,the selection procedure can be described as:

Identify a benefit of panel interviews.

The selection ratio is the ratio of the number of applicants to be selected to the total number of applicants.

Since the passage of the Drug-Free Workplace Act of 1988:

Regardless of the selection methods used,it is essential that the selection procedure be:

Legally,medical examinations can be administered to an applicant before he or she has been made a conditional employment offer.

​Based on the Privacy Act of 1974,individuals have a legal right to examine reference documentation about them.

The Challenge of Human Resources Management

Strategy and Human Resources Planning

Equal Employment Opportunity and Human Resources Management

Job Analysis and Job Design

Expanding the Talent Pool: Recruitment and Careers

Training and Development

Performance Management and the Employee Appraisal Process

Managing Compensation

Pay-For-Performance: Incentive Rewards

Employee Benefits

Promoting Safety and Health

Employee Rights and Discipline

The Dynamics of Labor Relations

International Human Resources Management

Creating High-Performance Work Systems

Filters

Based on the Privacy Act of 1974,individuals have a legal right to examine reference documentation about them.