Deck 6: Selection

Question 1

In organizations that use medical or drug testing this would likely be done before the employment interviews.

Answer 1

False

Question 2

Involving immediate supervisors in the interviewing process increases their commitment to,and sense of responsibility for,the new employee.

Answer 2

True

Question 3

The relationship between the number of applicants hired and the total number of applicants available is called a selection ratio.

Answer 3

True

Question 4

Because application forms are so basic,they provide only limited job-related information.

Question 5

Computer-interactive tests are another form of employment testing that is becoming more common.

Question 6

The first steps in the selection process involve the preliminary reception of applicants and on occasion a "courtesy interview."

Question 7

Reliability in testing refers to the fact that all the tests being used have been checked for validity.

Question 8

There is no point in recruiters using social networking such as Facebook because reviewing posted material is considered discriminatory.

Question 9

Selection strategies that take the external labour market into consideration apply artificial constraints on themselves.

Question 10

In most organizations the selection process is usually a single step.

Question 11

Validity in testing refers to the fact that the test scores relate significantly to job performance or other relevant criterion.

Question 12

In most organizations the employment interview would come after a realistic job preview.

Question 13

Selection decisions must reflect job requirements,specifications,and standards.

Question 14

An organization's stage in its life cycle should not be used to determine its selection strategy.

Question 15

Validity refers to a form of testing used with employment equity programs to determine demographic data.

Question 16

The type of selection procedures used depends on a variety of organizational factors including size,life cycle,and the jobs involved.

Question 17

Properly designed weighted application and biographical information blanks have been found to be especially useful for certain occupations such as insurance agents,engineers,and sales clerks.

Question 18

The adverse effect of RJPs may be more candidates declining job offers when the working conditions do not appear appealing.

Question 19

Through the use of multiple assessment techniques and multiple assessors assessment centres are able to predict a candidate's future job behaviour and managerial potential.

Question 20

Successful execution of an organization's strategy depends on the calibre of its employees.

Question 21

The underlying assumption of the multiple hurdle approach is that a high score on one predictor does not compensate for a low score on another.

Question 22

Group,panel,and one-on-one are all forms of employment interviewing.

Question 23

Companies that do not use the realistic job preview tend to show lower employee turnover.

Question 24

Two of the "do's" of telephone reference checking are: ask indirect questions that allow for a lot of leeway in answering,and ask for details on personality traits rather than on job-related performance.

Question 25

The fact that a test is reliable does not ensure validity.

Question 26

Employment tests are only one of several techniques used in the selection process because they are limited to factors that can be tested and validated easily.Other items,not measurable through testing,may be equally important.

Question 27

The subjective approach to hiring is also referred to as the clinical approach.

Question 28

Though employment interviews have shortcomings,their one strength is their constant high level of reliability and validity.

Question 29

Differential validity refers to separate test validation studies done for different subgroups such as women or minorities.

Question 30

Rational approaches include both content and construct validity.

Question 31

Integrity tests are tests that measure an applicant's honesty and trustworthiness.

Question 32

The multiple cutoff approach allows applicants to make up for a poor score in one predictor by a strong score in another predictor.

Question 33

Overt integrity tests have been found to predict job performance with a validity coefficient of .33,and to predict counter-productive behaviours (including theft,accidents,disciplinary problems,and absenteeism)with a validity of .39.

Question 34

Many human resource professionals feel that the employment reference is one of the most useful tools in the selection process.

Question 35

There are a wide variety of employment tests available,though each type of test has only limited usefulness.

Question 36

Behavioural description interviews work on the basis that a person's past behaviour is a good predictor of their future behaviour.

Question 37

Drug-dependence is considered to be a disability,and no Canadian is to be discriminated against on the basis of a disability according to the Canadian Charter of Human Rights and Freedoms.

Question 38

Construct validity allows the human resource department to test present employees and correlate these scores with measures of their performance.

Question 39

Structured questions that are job relevant and assess a job applicant's future behavioural intentions are critical for gaining valid insights.

Question 40

The judgmental nature of decisions using the subjective approach can reduce confusion and potential problems.

Question 41

The purpose of the employment interview is to seek answers to a few broad questions including:

A)can the applicant do the job
B)how many applicants are there
C)has the job analysis process been successful
D)the applicant's sex,family status,religion,and age
E)when is their last day of work

Question 42

Empirical approaches to test validation rely on such method(s)as:

A)predictive validity
B)content validity
C)construct validity
D)structural validity
E)reliable validity

Question 43

For interviews to have high validity means that the interpretation of interview results should:

A)not vary from one interviewer to another
B)not correlate with job performance
C)be done on time as scheduled
D)be reviewed immediately by an human resource professional
E)be held in confidence until the candidate is actually hired

Question 44

There are generally five stages to the employment interview.

Question 45

Commonly used selection tools which can help an employer learn more about a candidate and place value on the candidate's previous work experience include:

A)biographical review
B)personality tests
C)honesty tests
D)weighted application blanks
E)interests inventories

Question 46

A selection ratio of 2:50 would normally be considered:

A)a sign that the company did not get enough applicants
B)a sign that the company did not recruit from appropriate sources
C)a large selection ratio
D)impossible (it could not exist)
E)irrelevant,as selection ratios are not considered important to the selection process

Question 47

The selection interview process includes all of the following steps EXCEPT:

A)information exchange
B)creation of rapport
C)evaluation
D)workforce analysis
E)interviewer preparation

Question 48

When applicants are judged using the halo effect,they are accepted or rejected for reasons that may bear no relation to their potential performance.

Question 49

Employment tests that unintentionally discriminate against people:

A)are all right to use so long as the discrimination is unintentional
B)can violate the Canadian human rights act
C)are legal so long as they state that they are not following human rights legislation
D)are allowed for BFOQ situations
E)are only illegal if the discrimination is intentional

Question 50

Which one of the following would NOT be considered as an unethical selection practice?

A)hiring based on friendship or relationship rather than suitability
B)taking bribes
C)accepting gifts from a placement agency
D)hiring on suitability and merit
E)taking age and gender information into consideration when not required by the nature of the job

Question 51

Regardless of the résumé,information in an application form or the type of application form used,they may contain elements of exaggeration and even outright fabrication.In recent years this __________ (as it is called)has become a major concern of recruiters:

A)résumé diversion
B)application diversion
C)human resources misconduct
D)résumé fraud
E)application fraud

Question 52

In which of the following approaches does a decision maker look at the scores received by various applicants on predictors,and then use his/her judgment to evaluate the results?

A)multiple cutoff approach
B)judgmental approach
C)compensatory approach
D)subjective approach
E)non-discriminatory approach

Question 53

The selection process begins:

A)with a job vacancy
B)once the recruiting process has provided a pool of applicants
C)as soon as the human resource department becomes involved
D)between job analysis and recruiting
E)with the hiring of the best applicant

Question 54

A well-designed application form will do all the following EXCEPT:

A)identify gaps in an applicant's record
B)target in on specific work and educational skills and experience
C)be designed to avoid illegal or intrusive questions
D)reveal potential problems or difficulties
E)reveal applicant's age and birth place

Question 55

The following list contains things an interviewer should not do EXCEPT:

A)ask leading questions that imply a desired answer
B)be guided by initial impressions
C)collect only job-related information
D)attempt to predict personality traits from one interview
E)exhibit personal biases even if based on experience

Question 56

The weighted application blank technique has been found to be a particularly valuable tool in predicting a number of indicators including which of the following?

A)accident rates
B)turnover
C)absenteeism
D)job performance
E)all of the choices

Question 57

Rejecting applicants,especially those with foreign qualifications,because they are "overqualified" has resulted in:

A)a breakdown of barriers against immigrants
B)requirements that selection tools are valid
C)an increase in opportunities for visible minorities
D)evidence of the use of performance-based job descriptions
E)selection board members being allowed to use assumptions to reject an applicant

Question 58

Background checks can now involve the use of social networking websites.This includes:

A)the recruiter posting questions on the company's HR blog seeking input on applicants
B)conducting searches through google,other search engines and social media sites
C)getting the applicant to provide access to their Facebook page
D)creating personal profiles using age,race,and political affiliations in order to make more informed hiring decisions
E)HR specialists posing as friends to gain access to personal information about potential candidates

Question 59

The evaluation stage should immediately follow the termination stage of an employment interview.

Question 60

Proper selection processes are integral to a firm's success because of all the following EXCEPT:

A)an organization's success depends on the caliber of its employees
B)the skills and qualifications of new hires need to match the organization's culture
C)improper hiring can cause legal problems
D)poor selection can be expensive
E)often it is necessary to utilize employment agencies to get the best employees

Question 61

Common interviewing mistakes made by candidates include which of the following?

A)playing games
B)being unprepared
C)not listening
D)talking too much
E)all of the choices

Question 62

Among all selection techniques the most widely used technique is:

A)written test
B)reference
C)in-depth interview
D)psychological testing
E)résumé

Question 63

One method of integrity testing is the use of graphic responses tests.A method that is prohibited in some provinces by the Employment Standards Act is:

A)written tests
B)attitude tests
C)polygraph testing
D)computer interactive testing
E)employment testing

Question 64

Employment interviews can be held in a variety of formats including all the below EXCEPT:

A)structured interview
B)behavioural description
C)stress-producing
D)Markov construct interview
E)unstructured interview

Question 65

The Canadian Civil Liberties Association maintains that drug testing should be banned because:

A)Canadian society has a serious drug problem among blue collar workers
B)drug tests are not indicators of safe performance in the here-and-now as they only measure past drug use
C)it discriminates against the protected classes in the employment equity act
D)there is no evidence that drugs cause any harm
E)drug dependent users are not a protected class of employees

Question 66

Reliability in the framework of testing means that a test:

A)yields consistent results over time
B)if taken by more than one person will show all scores to be closely related
C)is always held at a certain time and place
D)relates significantly to job performance
E)measures what it is supposed to measure

Question 67

The hiring decision marks the:

A)beginning of the selection process
B)the end of the recruitment process
C)the end of the first stage in the job analysis process
D)the end of the selection process
E)the beginning of the realistic job preview

Question 68

In defending drug testing of all new employees,executives at TD Canada Trust argued that drug users are more likely to:

A)miscount their cash
B)associate with criminal elements
C)injure themselves at the TD Centre
D)misbehave in the staff lunchroom
E)arrive late for work

Question 69

Common approaches to test validation include which of the following?

A)empirical approaches
B)equity approaches
C)non-rational approaches
D)continuous indexing approaches
E)relative approaches

Question 70

The compensatory approach to hiring is used when:

A)predictors are assumed to be independent
B)scores for each predictor are evaluated on a pass or fail basis
C)the applicant is hired based on what their expected compensation package (pay)would be
D)affordability of the applicants compensation package (pay)is a predictor in the selection process
E)performing well on one predictor can compensate for performing poorly on another

Question 71

Rational approaches to test validation include

A)content validity
B)concurrent validity
C)predictive validity
D)reliable validity
E)structural validity

Question 72

The interviewer should:

A)review the application during the interview to ensure that they can ask questions of the applicant's family as they arise
B)prepare for an interview by developing specific questions
C)not allow an applicant to ask specific questions,in the interest of time,until the second interview
D)refrain from asking questions to gain specific applicant information because it is too difficult to compare responses between applicants
E)not record impressions of an applicant because that can bias the interviewers decision

Question 73

Effects of the realistic job preview,particularly where work conditions do not appear appealing,can include:

A)far less recruits refusing job offers
B)less turnover of new employees
C)improved employee satisfaction with unpleasant working conditions
D)facilitating employment equity programs
E)paying lower wages

Question 74

Which of the following should the selection strategy do?

A)reflect job requirements
B)be linked to the organization's stage in its life cycle
C)recognize organizational constraints
D)recognize labour market realities
E)all of the choices

Question 75

Without differential validity,a test:

A)will not be valid for anyone
B)is invalid regardless of any other circumstances
C)may be valid for one group but not for another
D)is not legal
E)will not be reliable

Question 76

Some testing experts advise separate validation studies for different demographic subgroups.These studies are referred to as:

A)minority validity
B)construct validity
C)predictive validity
D)differential validity
E)demographic validity

Question 77

Which of the following is NOT an application of personality tests?

A)measures personality and is used to provide vocational guidance,hiring,and promotion recommendations
B)measures the factors affecting personality and the relationship to environmental working conditions
C)measures the big five personality factors in 12-99-year-olds
D)measures normal personality and is used to predict job performance
E)measures six factors of personality including honesty/humility

Question 78

A good employment contract includes all of the following EXCEPT:

A)specific probationary period if applicable
B)start date of employment
C)reasonable restrictive covenants
D)termination procedures
E)all of the choices

Question 79

Employment interviews can be conducted in a number of applicant-interviewer combinations including which of the following?

A)panel interviews
B)group interviews
C)one-on-one interviews
D)group panel interviews
E)all of the choices

Question 80

During employment interviews:

A)the immediate supervisor should be involved as s/he will ultimately be responsible for the employee
B)the immediate supervisor should not be involved as s/he is too close to the job
C)the immediate supervisor should only be involved if there is no human resource department
D)the immediate supervisor should be involved only if s/he has had professional interview training
E)the immediate supervisor should not be informed of the interview until it is completed