Question 1

The Americans with Disabilities Act (ADA) explicitly forbids the testing of disabled applicants when using performance-based tests.

Accepted Answer

A) True 
 B)False  False

Question 2

Company X is a small environmental engineering firm. Which of following actions best illustrates the process of "workforce forecast", as described by Cascio (2003)?

Accepted Answer

A)  .Company X hires an employee to create a Facebook page. 
B)  Company X makes a list of current employees and their knowledge and responsibilities. 
C)  Company X examines how many people graduated with a degree in environmental engineering in the past 3 years. 
D)  Company X creates a job plan for each of its employees. 
A)  .Company X hires an employee to create a Facebook page. 
B)  Company X makes a list of current employees and their knowledge and responsibilities. 
C)  Company X examines how many people graduated with a degree in environmental engineering in the past 3 years. 
D)  Company X creates a job plan for each of its employees. C

Question 3

Describe how social networking sites (SNS) may be used in pre-screening job applicants.

Accepted Answer

Social networking sites (SNS) can be used in pre-screening job applicants in a few different ways. Firstly, employers can use SNS to gain a better understanding of a candidate's personality and interests outside of the professional realm. This can help them determine if the candidate would be a good cultural fit for the company. Additionally, employers can use SNS to verify the information provided on the candidate's resume, such as their work history and qualifications. However, it's important to note that using SNS for pre-screening job applicants can also present ethical and legal concerns, such as potential discrimination based on personal information found on the candidate's social media profiles. Therefore, it's crucial for employers to use SNS in pre-screening with caution and in compliance with privacy laws and regulations.

Question 4

Describe the model of Human Resource Planning discussed in the chapter from Cascio, 2003.

Accepted Answer

The model of Human Resource Planning dis

Question 5

One of the primary objectives of a successful recruitment program is to attract a large pool of qualified applicants.

Accepted Answer

A) True 
 B)False

Question 6

Under affirmative action

Accepted Answer

A)  any protected group member must be hired over any majority group member. 
B)  only employee hiring and firing are covered. 
C)  a protected group member is given preference over an equally or lesser qualified majority group member. 
D)  white males can never be hired until all protected group applicants are hired. 
A)  any protected group member must be hired over any majority group member. 
B)  only employee hiring and firing are covered. 
C)  a protected group member is given preference over an equally or lesser qualified majority group member. 
D)  white males can never be hired until all protected group applicants are hired.

Question 7

The Americans with Disabilities Act (ADA) has impacted employee testing because

Accepted Answer

A)  tests are invalid with disabled applicants. 
B)  disabilities may adversely affect applicants' test performance. 
C)  the ADA makes the testing of disabled applicants unlawful. 
D)  test scores are impossible to interpret for disabled applicants. 
A)  tests are invalid with disabled applicants. 
B)  disabilities may adversely affect applicants' test performance. 
C)  the ADA makes the testing of disabled applicants unlawful. 
D)  test scores are impossible to interpret for disabled applicants.

Question 8

Describe different factors involved in Human Resources Planning.

Accepted Answer

Human Resources Planning involves severa

Question 9

One way to avoid overselling a particular job or the organization is to

Accepted Answer

A)  conduct half-day interviews with job candidates. 
B)  only hire candidates who are friends and relatives of other employees. 
C)  have recruiters give candidates a "worst possible case" scenario when they discuss the job and the company. 
D)  have recruiters use "realistic job previews." 
A)  conduct half-day interviews with job candidates. 
B)  only hire candidates who are friends and relatives of other employees. 
C)  have recruiters give candidates a "worst possible case" scenario when they discuss the job and the company. 
D)  have recruiters use "realistic job previews."

Question 10

Providing applicants with realistic job previews

Accepted Answer

A)  can cut down on new employee turnover. 
B)  can increase the satisfaction levels of new employees. 
C)  can increase applicants' rates of turning down employment offers. 
D)  All of the above 
A)  can cut down on new employee turnover. 
B)  can increase the satisfaction levels of new employees. 
C)  can increase applicants' rates of turning down employment offers. 
D)  All of the above

Question 11

To avoid unintentional discrimination against women, minorities, the elderly, and the disabled in the recruitment process, organizations should

Accepted Answer

A)  take steps to attract these applicants in proportion to their numbers in the local population. 
B)  begin by only recruiting individuals from these groups. 
C)  first consider relatives and friends of present employees. 
D)  use only ads that would appeal to minority groups. 
A)  take steps to attract these applicants in proportion to their numbers in the local population. 
B)  begin by only recruiting individuals from these groups. 
C)  first consider relatives and friends of present employees. 
D)  use only ads that would appeal to minority groups.

Question 12

What is a realistic job preview (RJP)? Why is it an important part of the screening process?

Accepted Answer

A realistic job preview (RJP) is a tool

Question 13

Adverse impact

Accepted Answer

A)  refers to intentional discrimination against a protected group. 
B)  refers to unintentional discrimination against a protected group. 
C)  is reflected in the four-fifths rule. 
D)  All of the above 
A)  refers to intentional discrimination against a protected group. 
B)  refers to unintentional discrimination against a protected group. 
C)  is reflected in the four-fifths rule. 
D)  All of the above

Question 14

Which of the following is the best definition of employee screening?

Accepted Answer

A)  It is the process of reviewing information about job applicants to select individuals for jobs. 
B)  It is the process by which organizations attract potential employees to apply for jobs. 
C)  It is the process by which organizations evaluate current employees and their performance. 
D)  It is the process by which organizations eliminate job positions and fire workers for work positions that become obsolete. 
A)  It is the process of reviewing information about job applicants to select individuals for jobs. 
B)  It is the process by which organizations attract potential employees to apply for jobs. 
C)  It is the process by which organizations evaluate current employees and their performance. 
D)  It is the process by which organizations eliminate job positions and fire workers for work positions that become obsolete.

Question 15

The Equal Employment Opportunity Commission is the federal agency that protects against employment discrimination.

Accepted Answer

A) True 
 B)False

Question 16

Describe adverse impact and how it is demonstrated.

Accepted Answer

Adverse impact refers to the negative ef

Question 17

Making selection decisions by subjectively combining sources of information according to the general impression of the hiring specialist is often referred to as

Accepted Answer

A)  the psychological approach. 
B)  the subjective approach. 
C)  the clinical approach. 
D)  the best approach. 
A)  the psychological approach. 
B)  the subjective approach. 
C)  the clinical approach. 
D)  the best approach.

Question 18

A talent inventory is an assessment of the current knowledge, skills, abilities, and other characteristics of current employees and how they are used.

Accepted Answer

A) True 
 B)False

Question 19

Which of the following is NOT one of the four interrelated processes described by Cascio's (2003) human resource planning model?

Accepted Answer

A)  Focus group 
B)  Talent inventory 
C)  Workforce forecast 
D)  Control and Evaluation 
A)  Focus group 
B)  Talent inventory 
C)  Workforce forecast 
D)  Control and Evaluation

Question 20

Research shows that personal characteristics of recruiters can cause applicants to accept or turn down job offers.

Accepted Answer

A) True 
 B)False

The Americans with Disabilities Act (ADA) explicitly forbids the testing of disabled applicants when using performance-based tests.

Company X is a small environmental engineering firm. Which of following actions best illustrates the process of "workforce forecast", as described by Cascio (2003)?

Describe how social networking sites (SNS) may be used in pre-screening job applicants.

Describe the model of Human Resource Planning discussed in the chapter from Cascio, 2003.

One of the primary objectives of a successful recruitment program is to attract a large pool of qualified applicants.

Under affirmative action

The Americans with Disabilities Act (ADA) has impacted employee testing because

Describe different factors involved in Human Resources Planning.

One way to avoid overselling a particular job or the organization is to

Providing applicants with realistic job previews

To avoid unintentional discrimination against women, minorities, the elderly, and the disabled in the recruitment process, organizations should

What is a realistic job preview (RJP)? Why is it an important part of the screening process?

Adverse impact

Which of the following is the best definition of employee screening?

The Equal Employment Opportunity Commission is the federal agency that protects against employment discrimination.

Describe adverse impact and how it is demonstrated.

Making selection decisions by subjectively combining sources of information according to the general impression of the hiring specialist is often referred to as

A talent inventory is an assessment of the current knowledge, skills, abilities, and other characteristics of current employees and how they are used.

Which of the following is NOT one of the four interrelated processes described by Cascio's (2003) human resource planning model?

Research shows that personal characteristics of recruiters can cause applicants to accept or turn down job offers.

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Methods for Assessing and Selecting Employees

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters

Exam 4: Employee Recruitment, Selection, and Placement

The Americans with Disabilities Act (ADA) explicitly forbids the testing of disabled applicants when using performance-based tests.

Company X is a small environmental engineering firm. Which of following actions best illustrates the process of "workforce forecast", as described by Cascio (2003)?

Describe how social networking sites (SNS) may be used in pre-screening job applicants.

Describe the model of Human Resource Planning discussed in the chapter from Cascio, 2003.

One of the primary objectives of a successful recruitment program is to attract a large pool of qualified applicants.

Under affirmative action

The Americans with Disabilities Act (ADA) has impacted employee testing because

Describe different factors involved in Human Resources Planning.

One way to avoid overselling a particular job or the organization is to

Providing applicants with realistic job previews

To avoid unintentional discrimination against women, minorities, the elderly, and the disabled in the recruitment process, organizations should

What is a realistic job preview (RJP)? Why is it an important part of the screening process?

Adverse impact

Which of the following is the best definition of employee screening?

The Equal Employment Opportunity Commission is the federal agency that protects against employment discrimination.

Describe adverse impact and how it is demonstrated.

Making selection decisions by subjectively combining sources of information according to the general impression of the hiring specialist is often referred to as

A talent inventory is an assessment of the current knowledge, skills, abilities, and other characteristics of current employees and how they are used.

Which of the following is NOT one of the four interrelated processes described by Cascio's (2003) human resource planning model?

Research shows that personal characteristics of recruiters can cause applicants to accept or turn down job offers.

Introduction: Definitions and History

Research Methods in Industrialorganizational Psychology

Job Analysis

Methods for Assessing and Selecting Employees

Evaluating Employee Performance

Employee Training and Development

Motivation

Positive Employee Attitudes and Behaviors

Worker Stress and Negative Employee Attitudes Behaviors

Communication in the Work Place

Group Processes in Work Organizations

Leadership

Influence, Power, and Politics

Organizational Structure, Culture, and Development

Filters