Deck 6: Applicant Screening

Question 1

Applicants for managerial positions are more likely to exaggerate their work accomplishments than their educational achievements.

Answer 1

True

Question 2

Complex jobs that require lengthy training programs benefit from the use of weighted application blanks.

Answer 2

True

Question 3

The concept of equipollence states that different jobs in the same organization may generate equal environmental pollution.

Answer 3

False

Question 4

A weighted application blank is particularly useful for small organizations where only a few employees possess specialized skills.

Question 5

The courtesy interview is not very rigorous.

Question 6

The first step in designing a biographical information blank is to formulate tentative hypotheses about predictors of job success.

Question 7

An important consideration in the context of forming a hold-out group when using weighted application blanks is the notion of randomization.

Question 8

During a telephone screening interview,the interviewer's focus should be to listen to the candidate on job relevant matters.

Question 9

Even when recruits submit detailed resumes,many employers find it useful to have separate job application forms.

Question 10

Based on available research evidence,less than a third of employers in this country use applicant-screening systems.

Question 11

During a preliminary screening interview,it is irrelevant to talk about salary offered.

Question 12

For many non-managerial and technical (e.g. ,mechanic)positions,a job applicant's memberships in civic and social organizations may be important predictors.

Question 13

Biographical information blanks are suitable for routine jobs,such as taxi driving,but not for more complex jobs,such as management consulting,where predicting success is more difficult.

Question 14

Weighted application blanks are useful screening tools for positions such as taxi drivers.

Question 15

The electronic screening of applications results in the longevity of applications.

Question 16

"Do you think that you will like meeting people" is the type of open-ended question that should be asked during a telephone screening interview.

Question 17

The first step in the development of weighted application blanks is the identification of performance criterion.

Question 18

For a weighted application blank to be useful,employees in the "successful" and "unsuccessful" criterion groups should have similar profiles on many biographical and behavioural items.

Question 19

Traditionally,education has been a major criterion in evaluating job seekers.

Question 20

An item such as "how were you referred for a job with us?" in a biographical information blank can become discriminatory.

Question 21

Which of the following is/are the most commonly used tools for the initial screening of applicants?

A)Review of resumes
B)Web-based tests
C)Medical and drug checks
D)A and B
E)A and C

Question 22

Which of the following is not an approach used to establish weights in the case of weighted application blanks?

A)Vertical percentage approach
B)Horizontal percentage approach
C)Diagonal percentage approach
D)Correlation
E)All of the above are used to establish weights

Question 23

On a job application form,employment status will contain questions pertaining to:

A)Date of availability if hired
B)Past full-time jobs held by the applicant
C)Past full- and part-time jobs held by the applicant
D)Contact information of present employer
E)None of the above

Question 24

Which of the following is/are typically seen on job application forms?

A)Signature line
B)Work history
C)References
D)B and C
E)A,B,and C

Question 25

You are about to conduct a screening interview with a job applicant.Which of the following is/are relevant in your case?

A)You should make up questions as the interview progresses since no single list of questions will be relevant for all applicants.
B)You should caution the candidate about the wisdom of pursuing the present career.
C)You should describe the job in detail.
D)A and B
E)A and C

Question 26

Which of the following is not a step in the design of weighted application blanks?

A)Identify criterion groups
B)Design application blanks
C)Recoding response categories into open-ended questions
D)Determine item weights
E)Cross-validate weights

Question 27

An experienced employment manager who looks at the work history section of a job application form can determine whether the applicant:

A)is likely to be a long-service employee
B)is a potentially capable applicant
C)has the desired personality traits for the job
D)A and B
E)B and C

Question 28

Courtesy interviews:

A)are an important part of good public relations
B)are rigorous
C)use behavioural description or situational questions
D)A and B
E)A,B,and C

Question 29

Which of the following is/are limitations of weighted application blanks (WAB)?

A)New hires may be qualitatively different from the sample used for WAB.
B)Job applicants find WAB threatening.
C)The logistics involved in administering WAB are often daunting.
D)A and B are limitations.
E)A,B,and C are limitations.

Question 30

When designing weighted application blanks,which of the following approaches is/are normally used to establish weights?

A)Correlation
B)Logistic regression
C)Discriminant analysis
D)A and B
E)All of the above

Question 31

Illustrative items related to job tenure when developing a weighted application blank are:

A)size of home town
B)number of previous jobs.
C)reasons for leaving last job
D)B and C
E)all of the above

Question 32

Which of the following are recommended in a telephone screening interview?

A)Ask specific questions to learn about competencies.
B)Ask specific questions about applicant's family and other background.
C)Spend time thoroughly evaluating all relevant attributes.
D)A and B are recommended.
E)A and C are recommended.

Question 33

A weighted application blank is likely to be particularly useful:

A)when the employee turnover rate is high
B)when the organization is small
C)for jobs which have a low failure rate
D)A and C
E)all of the above

Question 34

Which of the following help improve understanding of the predictive abilities of items to be included in a biographical information blank?

A)Past case studies
B)Observation of successful and unsuccessful job incumbents
C)Use of relational algorithms and synectics
D)A and B
E)A,B,and C

Question 35

About electronic screening of job applications,it can be said that they:

A)speed up the process
B)can consider an application for multiple positions
C)increase overheads
D)A and B
E)A,B,and C

Question 36

In a tight labour market with few applicants,an employer using a weighted application blank may have to use __ cut off scores.

A)higher
B)lower
C)alternatively high and low
D)median
E)none of the above

Question 37

Which of the following situations is least well suited for the use of weighted application blanks?

A)The job has a high failure rate.
B)The organization is small.
C)Large number of job applications are submitted.
D)The job is complex and requires expensive training.
E)All of the above conditions are inappropriate for the use of weighted application blanks.

Question 38

Which of the following topics are usually found in biographical information blanks?

A)Career stability
B)Drive
C)Financial responsibility
D)A and B
E)A,B,and C

Question 39

The areas that tend to be exaggerated in job application forms,especially for senior managerial positions,are:

A)reasons for leaving prior jobs
B)job responsibilities
C)memberships in prestigious clubs and associations
D)A and B
E)B and C