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. 
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

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 3

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

Accepted Answer

A)  personality test 
B)  background check 
C)  job simulation 
D)  cognitive ability test 
A)  personality test 
B)  background check 
C)  job simulation 
D)  cognitive ability test

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

Question 5

Which of the following is true of person-organization fit?

Accepted Answer

A)  It is not related to the intent to stay with the company. 
B)  It is the same as person-job fit. 
C)  It is positively related to job satisfaction. 
D)  It is unrelated to organizational commitment. 
A)  It is not related to the intent to stay with the company. 
B)  It is the same as person-job fit. 
C)  It is positively related to job satisfaction. 
D)  It is unrelated to organizational commitment.

Question 6

If an individual's goals,values,and work style clashes with the goals,values,and work style of his or her co-workers,which of the following is true?

Accepted Answer

A)  The individual has low person-job fit. 
B)  The individual has low person-organization fit. 
C)  The individual has low person-vocation fit. 
D)  The individual has low person-group fit. 
A)  The individual has low person-job fit. 
B)  The individual has low person-organization fit. 
C)  The individual has low person-vocation fit. 
D)  The individual has low person-group fit.

Question 7

What are the different types of fit and when would each be most important to assess?

Accepted Answer

Person-job fit is the fit between a pers

Question 8

Which of the following is a type of cognitive ability test?

Accepted Answer

A)  mathematical reasoning 
B)  sensory skills 
C)  psychomotor skills 
D)  integrity tests 
A)  mathematical reasoning 
B)  sensory skills 
C)  psychomotor skills 
D)  integrity tests

Question 9

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 
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 10

When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?

Accepted Answer

A)  true positive 
B)  true negative 
C)  false positive 
D)  false negative 
A)  true positive 
B)  true negative 
C)  false positive 
D)  false negative

What is a stereotype threat?

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

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

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

Which of the following is true of person-organization fit?

If an individual's goals,values,and work style clashes with the goals,values,and work style of his or her co-workers,which of the following is true?

What are the different types of fit and when would each be most important to assess?

Which of the following is a type of cognitive ability test?

Having a low selection ratio means ________.

When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Forecasting and Planning

Sourcing: Identifying Recruits

Recruiting

Measurement

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters

Exam 9: Assessing External Candidates

What is a stereotype threat?

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

Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?

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

Which of the following is true of person-organization fit?

If an individual's goals,values,and work style clashes with the goals,values,and work style of his or her co-workers,which of the following is true?

What are the different types of fit and when would each be most important to assess?

Which of the following is a type of cognitive ability test?

Having a low selection ratio means ________.

When a company rejected Sara,who would have been a poor performer on the job,which assessment outcome occurred?

Strategic Staffing

Business and Staffing Strategies

The Legal Context

Strategic Job Analysis and Competency Modeling

Forecasting and Planning

Sourcing: Identifying Recruits

Recruiting

Measurement

Assessing Internal Candidates

Choosing and Hiring Candidates

Managing Workforce Flow

Staffing System Evaluation and Technology

Filters