Deck 6: Selection and Hiring

Question 1

Union contracts dictate many of the terms and conditions of the employment relationship and can influence both what must and can be included in a job offer.

Answer 1

True

Question 2

Job offers are seldom tied to the firm's compensation strategy.

Answer 2

True

Question 3

The company's choice of assessment methods and the timing of each assessment should be based on something other than the company's goals,timeline,and budget.

Answer 3

False

Question 4

Person-organization fit is the fit between an individual's values,attitudes,and personality and the organization's values,norms,and culture.

Question 5

Research suggests that person-job fit leads to lower job performance and satisfaction,as well as lower organizational commitment and intent to stay with the company.

Question 6

Most organizations put a great deal of thought and effort into the job offer process.

Question 7

Requiring candidates to perform at a satisfactory level on an assessment before being allowed to continue in the selection process is called a multiple hurdles approach.

Question 8

Using more than one assessment method is a good idea because using multiple predictors improves the prediction of job success.

Question 9

The job offer should appeal to the finalist's needs and values and reflect the job rewards that are most important to the individual.

Question 10

Selection is the process of gathering and evaluating the information used to decide which applicants will be hired.

Question 11

Job offers for lower level positions are often longer and more detailed than job offers made to fill executive jobs.

Question 12

With the compensatory approach high scores on some assessments can compensate for low scores on other assessments.

Question 13

Using assessment methods not tailored to the company and job can create great value for any organization.

Question 14

A cut score is an individual's test score minus the average score of others who did better on the assessment.

Question 15

Person-job fit is the fit between a person's abilities and the job's demands,and the fit between a person's desires and motivations and the job's attributes and rewards.

Question 16

The purpose of screening assessment methods is to reduce the pool of job applicants to a group of job candidates.

Question 17

The primary goal of assessment is to identify the people who best meet the organization's staffing goals,which usually include,at a minimum,high job performance and enhanced business strategy execution.

Question 18

The contingent assessment method is a job offer that is made contingent on passing the assessment.

Question 19

Person-group fit is a match between an individual and his or her workgroup and supervisor.

Question 20

Job offers vary depending on whether the position is full or part time,exempt or nonexempt from overtime pay,and the level of the position.

Question 21

__________ assessment methods are used to evaluate job candidates in order to identify whom to hire.

A) Screening
B) Evaluative
C) Contingent
D) Organizational

Question 22

The purpose of __________ assessment methods is to reduce the pool of job applicants to a group of job candidates.

A) screening
B) evaluative
C) contingent
D) organizational

Question 23

A match between an individual and his or her workgroup and supervisor is called _______ fit.

A) person-job
B) person-group
C) person-organization
D) person-attitude

Question 24

Aligning managers' interests with organizational goals helps to ensure that managers negotiate as the organization desires.

Question 25

__________ fit influences important organizational outcomes including job satisfaction,performance,organizational commitment,and retention.

A) Person-job
B) Person-group
C) Person-organization
D) Person-attitude

Question 26

One of the goals of assessment is to __________ a potentially bad hire.

A) train
B) identify
C) prepare
D) assist

Question 27

The primary goal of assessment is to identify the people who best meet the organization's __________ goals.

A) staffing
B) training
C) recruiting
D) retention

Question 28

Procedural fairness is the perceived fairness of the policies and procedures used to determine the outcome.

Question 29

It is important that the information used to screen candidates be _________,both for usability and for legal reasons.

A) appreciated
B) value
C) accurate
D) altered

Question 30

__________ fit is particularly important when workers are interdependent,such as in smaller companies and team-oriented work environments.

A) Person-job
B) Person-group
C) Person-organization
D) Person-attitude

Question 31

When using __________ assessment methods,a job offer is made contingent on passing the assessment.

A) screening
B) evaluative
C) contingent
D) organizational

Question 32

Sometimes ________ a poor fit is even more valuable than _________ good performers.

A) hiring; hiring
B) not hiring; hiring
C) hiring; not hiring
D) not hiring; not hiring

Question 33

The fit between a person's abilities and the job's demands and the fit between a person's desires and motivations and the job's attributes and rewards is called __________ fit.

A) person-job
B) person-group
C) person-organization
D) person-attitude

Question 34

The degree to which a job offer is negotiable depends on the job,the hiring manager,the organization,and the candidate's perceived value to the organization.

Question 35

Because job performance is usually the most important staffing outcome,__________ fit is the primary focus of most assessment efforts.

A) person-job
B) person-group
C) person-organization
D) person-attitude

Question 36

__________ fit includes one's fit with one's leader.

A) Person-job
B) Person-group
C) Person-organization
D) Person-attitude

Question 37

Research suggests that __________ fit refers in part to the fit between a person's motivations and the rewards offered by a job.

A) person-job
B) person-group
C) person-organization
D) person-attitude

Question 38

Fairness perceptions influence candidates' willingness to accept job offers,recommendations of the company,decisions to patronize the company,and intentions to file discrimination or other lawsuits.

Question 39

__________ fit is how well an individual's values,attitudes,and personality fit with the organization's values,norms,and culture.

A) Person-job
B) Person-group
C) Person-organization
D) Person-attitude

Question 40

Once a job offer has been extended,it may be necessary to maintain the interest and enthusiasm of the other finalists until the hiring process is completed. 

Question 41

__________ can help identify other positions where an applicant might be a good fit.

A) Cognitive testing
B) Telephone screenings
C) Structured interview
D) Unstructured interviews

Question 42

__________ assessments include unstructured interviews,cognitive ability tests,or job skills tests.

A) Screening
B) Evaluative
C) Contingent
D) Organizational

Question 43

Little research exists on using __________ as assessment methods.

A) resumes and cover letters
B) telephone screenings
C) structured interviews
D) unstructured interviews

Question 44

What type of assessment method is being used if a formal job offer is made only when the candidate passes a background check?

A) Screening assessment
B) Evaluative assessment
C) Contingent assessment
D) Organizational assessment

Question 45

__________ predicts success in virtually all jobs but is most important in complex jobs,when individuals are new to the job,and when changes require workers to learn new ways of performing.

A) Cognitive ability
B) Job knowledge
C) Personality
D) Integrity

Question 46

__________ assessment methods are usually more comprehensive in evaluating job candidates' fit with the job and organization.

A) Screening
B) Evaluative
C) Contingent
D) Training

Question 47

__________ tests measure the knowledge required by a job.

A) Sensory
B) Psychomotor
C) Integrity
D) Job knowledge

Question 48

__________ tests assess strength,physical dexterity,and coordination.

A) Sensory
B) Psychomotor
C) Integrity
D) Job knowledge

Question 49

__________ is defined as having a high attention to detail and being willing to follow rules and exert effort.

A) Conscientiousness
B) Extraversion
C) Agreeableness
D) Emotional stability

Question 50

__________ assessments include drug screens and medical exams.

A) Screening
B) Evaluative
C) Contingent
D) Organizational

Question 51

In the process of starting her new job,Julie was required to take a test to assess her attitudes related to honesty.This is an example of a(n) __________ test.

A) sensory
B) psychomotor
C) integrity
D) job knowledge

Question 52

Someone high in __________ is calm,optimistic,and cooperative.

A) extraversion
B) agreeableness
C) emotional stability
D) openness to experience

Question 53

In many firms,HR recruiters confirm resume or application information to weed out candidates who would potentially be a bad fit to a job or organization.This is an example of __________.

A) cognitive testing
B) telephone screenings
C) structured interviews
D) unstructured interviews

Question 54

__________ assessments include resumes,telephone interviews,and job applications.

A) Screening
B) Evaluative
C) Contingent
D) Organizational

Question 55

Todd,the best salesperson in the department,is outgoing and upbeat.He would rank high on the __________ scale.

A) conscientiousness
B) extraversion
C) agreeableness
D) emotional stability

Question 56

__________ is defined as being calm,optimistic,and well adjusted.

A) Extraversion
B) Agreeableness
C) Emotional stability
D) Openness to new experience

Question 57

Jane is required to take visual,auditory,and speech perception assessments before she can set up an interview for the new job she hopes to land.This type of testing is an example of __________testing.

A) sensory
B) psychomotor
C) integrity
D) job knowledge

Question 58

Because __________ tests can result in adverse impact,it is important to ensure that the requirement is truly necessary for job performance.

A) sensory
B) psychomotor
C) integrity
D) job knowledge

Question 59

__________ assessment is often expensive and time consuming but should be thought of as an investment in hiring the most successful employees.

A) Screening
B) Evaluative
C) Contingent
D) Training

Question 60

__________ tests typically use computerized or paper-and-pencil tests to assess general mental abilities,including reasoning,logic,and perceptual abilities.

A) Cognitive ability
B) Job knowledge
C) Personality
D) Integrity

Question 61

Hundreds of different personality traits exist so personality researchers combined related personality traits into a few broad behavioral traits called the big __________.

A) 8
B) 5
C) factors
D) personality

Question 62

Well-developed __________ interviews are usually good predictors of job success.

A) unstructured
B) structured
C) behavioral
D) situational

Question 63

__________ tests can add value in predicting job performance and reduce the adverse impact of a cognitive ability test.

A) Sensory
B) Psychomotor
C) Integrity
D) Job knowledge

Question 64

Due to their lack of consistency,__________interviews are difficult to use in comparing job candidates and are not always good predictors of job performance.

A) unstructured
B) structured
C) behavioral
D) situational

Question 65

__________ predicts creativity and expatriate performance.

A) Extraversion
B) Agreeableness
C) Emotional stability
D) Openness to experience

Question 66

What type of interview uses asks different candidates different questions and usually does not have standards for evaluating answers?

A) Unstructured
B) Structured
C) Behavioral
D) Situational

Question 67

In what kind of interview is the candidate given a business situation,challenge,or problem and asked to present a well-thought-out solution?

A) Samples interview
B) Case interview
C) Situational interview
D) Simulation interview

Question 68

__________ is related to performance in jobs that involve interacting with others,influencing others,and obtaining status and power,such as management and sales.

A) Extraversion
B) Agreeableness
C) Emotional stability
D) Openness to new experience

Question 69

Given their expense and the legal risks associated with asking nonstandardized questions that have not been shown to be related to job success,__________ interviews are not recommended.

A) unstructured
B) structured
C) behavioral
D) situational

Question 70

An interviewer asks the job candidate to explain how he might handle a customer conflict if one should occur.What type of interview was being used?

A) Unstructured
B) Case
C) Behavioral
D) Situational

Question 71

__________ is best for jobs involving significant interpersonal interaction and jobs involving helping,cooperating,and nurturing others.

A) Extraversion
B) Agreeableness
C) Emotional stability
D) Openness to new experience

Question 72

__________ tests can assess either a person's knowledge of job duties or knowledge about job tasks,tools,and processes.

A) Sensory
B) Psychomotor
C) Job knowledge
D) Integrity

Question 73

What type of interview uses information about what the applicant has done in the past to predict future behaviors?

A) Unstructured
B) Structured
C) Behavioral
D) Situational

Question 74

__________ tests do not tend to result in adverse impact.

A) Sensory
B) Psychomotor
C) Integrity
D) Job knowledge

Question 75

Tammy,the HR manager,has been asked to hire an expatriate who will be required to move to another country for a year.She should look for people high in __________.

A) extraversion
B) agreeableness
C) emotional stability
D) openness to new experience

Question 76

__________ tests can predict job performance,counterproductive work behaviors including absenteeism and disciplinary problems,and theft.

A) Sensory
B) Psychomotor
C) Job knowledge
D) Integrity

Question 77

If the interviewer asks you to tell him about a time when you had to motivate others and describe what you did,what type of interview question is being asked?

A) Unstructured
B) Structured
C) Behavioral
D) Situational

Question 78

John was just called in for his second interview at ABD Company.The interviewer asked John to tell about a time when he had to write up and employee and explain how he handled the situation.This is an example of a(n) _________ interview question.

A) unstructured
B) case
C) behavioral
D) situational

Question 79

What type of interview has consistent,job-related questions with predetermined scoring keys?

A) Unstructured
B) Structured
C) Behavioral
D) Situational

Question 80

__________ best predicts creativity and adaptability to change.

A) Extraversion
B) Agreeableness
C) Emotional stability
D) Openness to new experience