Question 1

The Americans with Disabilities Act explicitly states that:

Accepted Answer

A)  employers may not test for AIDS or the presence of HIV. 
B)  employers may question applicants about their physical suitability for the job. 
C)  employers may not test applicants for illegal drug use. 
D)  physical exams must be directly related to the requirements of the job. 
A)  employers may not test for AIDS or the presence of HIV. 
B)  employers may question applicants about their physical suitability for the job. 
C)  employers may not test applicants for illegal drug use. 
D)  physical exams must be directly related to the requirements of the job.

Question 2

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a:

Accepted Answer

A)  computer interview. 
B)  panel interview. 
C)  situational interview. 
D)  nondirective interview. 
A)  computer interview. 
B)  panel interview. 
C)  situational interview. 
D)  nondirective interview.

Question 3

Interviews as a method of selection are popular for all of the following reasons except:

Accepted Answer

A)  interviews are the most valid method of selection. 
B)  interviews are practical for dealing with a small number of applicants. 
C)  interviews function as a public relations tool. 
D)  interviewers have faith in their ability to make selection judgments. 
A)  interviews are the most valid method of selection. 
B)  interviews are practical for dealing with a small number of applicants. 
C)  interviews function as a public relations tool. 
D)  interviewers have faith in their ability to make selection judgments.

Question 4

A behavioral description interview focuses on hypothetical situations.

Accepted Answer

A) True 
 B)False

Question 5

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 6

If a work sample test includes major job functions and predicts job success,it has content validity.

Accepted Answer

A) True 
 B)False

Question 7

A ratio of 0.10,for example,means that ___ percent of the applicants will be selected.

Accepted Answer

A)  .1 percent 
B)  1 percent 
C)  10 percent 
D)  90 percent 
A)  .1 percent 
B)  1 percent 
C)  10 percent 
D)  90 percent

Question 8

Video interviews have the advantages of speed and cost effectiveness.

Accepted Answer

A) True 
 B)False

Question 9

The Uniform Guidelines recognizes and accepts all of the following approaches to validation except:

Accepted Answer

A)  criterion-related validity. 
B)  content validity. 
C)  utility validity. 
D)  construct validity. 
A)  criterion-related validity. 
B)  content validity. 
C)  utility validity. 
D)  construct validity.

Question 10

Which of the following is inappropriate on an application form?

Accepted Answer

A)  indicate whether the applicant has the legal right to work in the U.S. 
B)  asking the applicant to disclose any criminal convictions 
C)  high school and college attendance with dates 
D)  references' names,addresses,and phone numbers 
A)  indicate whether the applicant has the legal right to work in the U.S. 
B)  asking the applicant to disclose any criminal convictions 
C)  high school and college attendance with dates 
D)  references' names,addresses,and phone numbers

Question 11

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

Accepted Answer

A)  predictive validity. 
B)  concurrent validity. 
C)  content validity. 
D)  correlational validity. 
A)  predictive validity. 
B)  concurrent validity. 
C)  content validity. 
D)  correlational validity.

Question 12

Generally,___________ reference checks are preferable because they save time and provide for greater candor.

Accepted Answer

A)  e-mail 
B)  fax 
C)  telephone 
D)  mail 
A)  e-mail 
B)  fax 
C)  telephone 
D)  mail

Question 13

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 14

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

Accepted Answer

A) True 
 B)False

Question 15

A pre-employment test is a subjective measure of behavior.

Accepted Answer

A) True 
 B)False

Question 16

A behavioral description interview is more effective than a situational interview for:

Accepted Answer

A)  lower-level positions 
B)  higher-level positions 
C)  recent college graduates 
D)  first line supervisors 
A)  lower-level positions 
B)  higher-level positions 
C)  recent college graduates 
D)  first line supervisors

Question 17

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

Accepted Answer

A) True 
 B)False

Question 18

An interviewer who judges an individual favorably based on one strong point has committed a halo error.

Accepted Answer

A) True 
 B)False

Question 19

Questions contained in structured job interviews should be based on:

Accepted Answer

A)  job analysis. 
B)  job design. 
C)  job specialization. 
D)  job utilization. 
A)  job analysis. 
B)  job design. 
C)  job specialization. 
D)  job utilization.

Question 20

"It is late at night before your scheduled vacation.You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address.What will you do?" This is an example of a/an ____ question.

Accepted Answer

A)  computer interview. 
B)  panel interview. 
C)  situational interview. 
D)  nondirective interview. 
A)  computer interview. 
B)  panel interview. 
C)  situational interview. 
D)  nondirective interview.

The Americans with Disabilities Act explicitly states that:

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a:

Interviews as a method of selection are popular for all of the following reasons except:

A behavioral description interview focuses on hypothetical situations.

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

If a work sample test includes major job functions and predicts job success,it has content validity.

A ratio of 0.10,for example,means that ___ percent of the applicants will be selected.

Video interviews have the advantages of speed and cost effectiveness.

The Uniform Guidelines recognizes and accepts all of the following approaches to validation except:

Which of the following is inappropriate on an application form?

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

Generally,___________ reference checks are preferable because they save time and provide for greater candor.

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

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

A pre-employment test is a subjective measure of behavior.

A behavioral description interview is more effective than a situational interview for:

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

An interviewer who judges an individual favorably based on one strong point has committed a halo error.

Questions contained in structured job interviews should be based on:

"It is late at night before your scheduled vacation.You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address.What will you do?" This is an example of a/an ____ question.

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

The Americans with Disabilities Act explicitly states that:

An interview in which an applicant is given a hypothetical incident and is asked how he or she would respond to it is a:

Interviews as a method of selection are popular for all of the following reasons except:

A behavioral description interview focuses on hypothetical situations.

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

If a work sample test includes major job functions and predicts job success,it has content validity.

A ratio of 0.10,for example,means that ___ percent of the applicants will be selected.

Video interviews have the advantages of speed and cost effectiveness.

The Uniform Guidelines recognizes and accepts all of the following approaches to validation except:

Which of the following is inappropriate on an application form?

Giving applicants a clerical aptitude test and then tracking their performance six months later is an example of:

Generally,___________ reference checks are preferable because they save time and provide for greater candor.

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

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

A pre-employment test is a subjective measure of behavior.

A behavioral description interview is more effective than a situational interview for:

Predictive validity is assessed when the test scores of job applicants are held against the performance data for existing employees.

An interviewer who judges an individual favorably based on one strong point has committed a halo error.

Questions contained in structured job interviews should be based on:

"It is late at night before your scheduled vacation.You are all packed and ready to go to bed.You get a phone call from the plant asking you to come in and handle a problem that only you can address.What will you do?" This is an example of a/an ____ question.

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