Deck 11: Managing Human Resource Systems

Question 1

Kansamb Residential School, a school run by Christian missionaries, does not recruit teaching staff who practice other religions even when they meet the hiring requirements. In the context of employment discrimination, this scenario best illustrates _____.

A) minority domination
B) adverse impact
C) affirmative action
D) disparate treatment

Answer 1

D

Question 2

Darlene Jespersen used to work in a sports bar. Despite being nominated by her manager for a promotion for her outstanding performance, the nomination was rejected; and a male coworker was awarded the promotion. Subsequently, Darlene's manager informed her that she was not promoted because the post requires working extra hours, and the management considered that to be a difficult task for a female employee. This is an example of _____.

A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Answer 2

A

Question 3

A(n) _____ is an exception in employment law that permits sex, age, religion, and the like to be used when making employment decisions, but only if they are "reasonably necessary to the normal operation of that particular business."

A) registered employment agreement
B) employment regulation order
C) bona fide occupational qualification
D) critical skills employment permit

Answer 3

C

Question 4

Which of the following is true of the Occupational Safety and Health Act (OSHA)?

A) It permits workers to take up to twelve weeks of unpaid leave for pregnancy and/or birth of a new child, adoption or foster care of a new child; illness of an immediate family member; or personal medical leave.
B) It guarantees employees the right to form and join unions of their own choosing.
C) It requires that employers provide employees with a workplace that is free from recognized hazards that are causing or are likely to cause death or serious physical harm.
D) It prohibits discrimination on the basis of physical or mental disabilities.

Question 5

Bernalk Corp., a financial organization, only promotes Whites to senior management positions. In the context of employment discrimination, this scenario best illustrates _____.

A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Question 6

Roadling Inc., a private bus company, has set minimum and maximum age limits for the recruitment of bus drivers. This is because younger bus drivers may not understand the seriousness of safeguarding the life and safety of passengers, and older bus drivers may not be able to work for long hours and night shifts. In the context of federal employment laws, this scenario exemplifies a(n) _____.

A) employment regulation order
B) registered employment agreement
C) bona fide occupational qualification
D) critical skills employment permit

Question 7

Eva, a human resources associate at a cell phone manufacturing company, was not given the promotion she deserved because she is a foreign national. In the context of employment discrimination, this scenario best illustrates _____.

A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Question 8

From a legal perspective, the two kinds of sexual harassment are:

A) quid pro quo and hostile work environment.
B) intentional discrimination and minority domination.
C) adverse impact and disparate treatment.
D) affirmative action and opportunistic behavior.

Question 9

Carrieck., a company that manufactures handbags for women, posted a requirement for a female model in an online job portal. In the context of federal employment laws, this scenario exemplifies a(n) _____.

A) bona fide occupational qualification
B) registered employment agreement
C) employment regulation order
D) critical skills employment permit

Question 10

Goschan Bank is a multinational bank. The employees from the bank's branches in underdeveloped countries are not given higher positions at the headquarters because their industrial knowledge is often insufficient and irrelevant to be employed in the parent country. In the context of employment discrimination, this scenario best illustrates _____.

A) disparate treatment
B) adverse impact
C) affirmative action
D) minority domination

Question 11

The management of Elaka Air, an airline company, has set a mandatory retirement age for its flight attendants. This is because the management strongly feels that with age, flight attendants find it difficult to work in a pressurized cabin for extended periods. In the context of federal employment laws, this scenario exemplifies a(n) _____.

A) critical skills employment permit
B) bona fide occupational qualification
C) employment regulation order
D) registered employment agreement

Question 12

Which of the following is a criterion outlined in the Uniform Guidelines on Employee Selection Procedures that is used to determine whether companies have engaged in discriminatory hiring and promotion practices?

A) Equal rights
B) Disparate treatment
C) Unbiased recruitment
D) Opportunistic behavior

Question 13

Which of the following acts provides for jury trials and punitive damages for employment discrimination on the basis of race, color, religion, gender, or national origin?

A) The Civil Rights Act of 1991
B) The Uniformed Services Employment and Reemployment Rights Act of 1994
C) The Equal Pay Act of 1963
D) The Fair Labor Standards Act of 1938

Question 14

Which of the following is an example of adverse impact, a criterion used in determining whether companies have engaged in discriminatory hiring and promotion practices?

A) A company's hiring policies dictated that only 10% of the employees in the company can be women.
B) The women in a company were given responsibilities equal to that of men but were paid lower salaries than men.
C) Sixty percent of the questions on a competitive exam taken by blacks, Hispanics, and Chinese were on African American history, and most of the candidates who passed the test were black.
D) The chief executive officer of an American company blatantly refused to employ an African American although he had an excellent academic record and was also the best performer in the interview.

Question 15

In the context of employment discrimination, which of the following is a difference between disparate treatment and adverse impact?

A) Unlike adverse impact, disparate treatment can be calculated by dividing the decision rate for a protected group of people by the decision rate for a nonprotected group.
B) Unlike disparate impact, adverse impact is unintentional discrimination.
C) Violation of the four-fifths rule is not an automatic indication of disparate treatment, whereas violation of the four-fifths rule is an automatic indication of adverse impact.
D) Disparate treatment occurs when members of an ethnic group are harmed because they are hired or promoted at substantially lower rates than others, whereas adverse impact occurs when people are not given the same hiring opportunities as other employees because of their race and age.

Question 16

At Abendreg, a multinational law firm, only English-speaking trainers are given the opportunity to impart training to employees in different countries. This is because the company has most of its branches in English-speaking countries, while only three of its branches are in countries where English is not an official language. In the context of employment discrimination, this scenario best illustrates _____.

A) adverse impact
B) disparate treatment
C) affirmative action
D) minority domination

Question 17

A female worker is working late hours at her office. Her manager approaches her on the pretext of inquiring about work updates. He casually turns the conversation into a personal one and starts touching her and making explicit remarks about her body. The female worker reacts furiously and tells the manager that she is going to take this issue to the human resources department. The manager feels intimidated and threatens her that if she files any complaints, her appraisal will be affected. This case is an example of _____.

A) structural accommodation
B) disparate treatment
C) adverse impact
D) quid pro quo sexual harassment

Question 18

The job application of Annette for the post of a trainer in a tennis club was rejected only because she was a female. In the context of employment discrimination, this scenario best illustrates _____.

A) adverse impact
B) disparate treatment
C) affirmative action
D) minority domination

Question 19

_____ is intentional discrimination that occurs when people, despite being qualified, are intentionally not given the same hiring, promotion, or membership opportunities as other employees because of their race, color, age, sex, ethnic group, national origin, or religious beliefs.

A) Disparate treatment
B) Disparate impact
C) Social loafing
D) Adverse impact

Question 20

The management of Audrumptus, a fine dining restaurant, only recruits males for the positions of chefs and waiters. In the context of employment discrimination, this scenario best illustrates _____.

A) affirmative action
B) social loafing
C) disparate treatment
D) minority domination

Question 21

At Rogopt, a multinational e-commerce site, the human resources department sends out emails to all its branches whenever there are any job openings in the company's headquarters. In this scenario, Rogopt is engaged in _____.

A) validation
B) internal recruiting
C) structural accommodation
D) downsizing

Question 22

In the context of recruiting, which of the following kinds of information can be gathered by job analysis?

A) The knowledge, skills, and abilities needed to perform a particular task
B) Personal characteristics of the existing employees in an organization
C) Confidential data of a client
D) The list of shareholders involved in a particular project

Question 23

Which of the following is true of internal recruiting?

A) It involves organizing career conferences and job fairs.
B) It includes employee referrals and walk-ins.
C) It increases recruitment start-up time and costs.
D) It improves employee commitment and morale.

Question 24

Dana's application for the post of marketing manager was rejected because she turned down the interviewer's repeated requests to go out on a date with him. In the context of employment legislation, this scenario best illustrates _____.

A) adverse impact
B) disparate treatment
C) quid pro quo sexual harassment
D) structural accommodation

Question 25

Which of the following is a difference between a quid pro quo case and a case of hostile work environment?

A) A quid pro quo case deals with the sexual harassment of male employees, whereas a case of hostile work environment deals with the sexual harassment of female employees.
B) A quid pro quo case can result in economic injury, whereas a case of hostile work environment can lead to psychological injury.
C) In a quid pro quo case, discrimination is intentional, whereas in a case of hostile work environment, discrimination is unintentional.
D) In a quid pro quo case, an individual submits to sexual harassment, whereas in a hostile work environment case, an individual resists sexual harassment.

Question 26

Which of the following is an external recruitment method?

A) Promotion
B) Job postings
C) Transfer
D) Walk-ins

Question 27

Which of the following is a similarity between job descriptions and job specifications?

A) Both are important results of a job analysis.
B) Both list the basic tasks, duties, and responsibilities required of an employee holding a particular job.
C) Both refer to the planned sequences of jobs through which employees may advance within an organization.
D) Both are used after the completion of the recruitment process.

Question 28

Job specifications can be defined as:

A) a set of procedures for advertising job openings within a company to existing employees.
B) written descriptions of the basic responsibilities required of an employee holding a particular job.
C) planned sequences of jobs through which employees may advance within an organization.
D) a written summary of the qualifications needed to successfully perform a particular job.

Question 29

_____ is the process of developing a pool of qualified job applicants from outside the company.

A) Disparate recruiting
B) Functional turnover
C) External recruiting
D) Voluntary turnover

Question 30

The junior accountants at Stejings, a textile manufacturing company, are being interviewed to fill a vacancy for the position of senior accountant in the company. In this scenario, Stejings is engaged in _____.

A) internal recruiting
B) validation
C) structural accommodation
D) downsizing

Question 31

_____ is the process of developing a pool of qualified job applicants.

A) Brainstorming
B) Recruiting
C) Forecasting
D) Downsizing

Question 32

Stacy is uncomfortable at work because the office is poorly lit and her male colleagues occasionally make lewd remarks. In the context of employment legislation, this scenario best illustrates _____.

A) disparate treatment
B) a hostile work environment
C) a cognitive bias
D) adverse impact

Question 33

Which of the following is an advantage of internal recruiting?

A) It reduces recruitment start-up time and costs.
B) It eliminates employee discrimination.
C) It restricts social loading and groupthink.
D) It offers a wider choice of candidates compared to external recruiting.

Question 34

Which of the following defines job posting?

A) It is a planned sequence of jobs through which employees may advance within an organization.
B) It is a procedure for advertising job openings within a company to existing employees.
C) It is a written description of the basic tasks, duties, and responsibilities required of an employee holding a particular job.
D) It is a purposeful, systematic process for collecting information on the important work-related aspects of a job.

Question 35

_____ is a planned sequence of jobs through which employees may advance within an organization.

A) Job design
B) A process map
C) A career path
D) Job posting

Question 36

June does not like her new job as a web designer at a software company because she finds the work culture unfitting. Her female peers go on dinner dates with the project manager to get their work approved. She also has male colleagues who exhibit inappropriate behavior. In the context of employment legislation, this scenario best illustrates _____.

A) adverse impact
B) a cognitive bias
C) structural accommodation
D) a hostile work environment

Question 37

Cathy's supervisor, Jason, did not recommend her for a promotion because, in the past, Cathy had complained to the management about Jason's attempts to touch her inappropriately. In the context of employment legislation, this scenario best illustrates _____.

A) adverse impact
B) disparate treatment
C) structural accommodation
D) quid pro quo sexual harassment

Question 38

Rhonda, a junior accountant at a manufacturing company, was laid off from her job because she rejected multiple requests from the company's chief financial officer to engage in a physical relationship with him. In the context of employment legislation, this scenario best illustrates _____.

A) adverse impact
B) disparate treatment
C) quid pro quo sexual harassment
D) structural accommodation

Question 39

_____ helps a company meet the legal requirement that its human resource decisions be job related.

A) Job rotation
B) A job description
C) Job enrichment
D) A job posting

Question 40

_____ is defined as a purposeful, systematic process for collecting information on the important work-related aspects of a job.

A) Job validation
B) Job rotation
C) Job enrichment
D) Job analysis

Question 41

Molleenz, a visual effects company, has multiple openings for the positions of compositor, concept artist, digital preparation artist, layout artist, and match move artist. Due to the high attrition rate in the company, the recruitment team decides to post and update these openings on the company website. Job applicants can create a temporary user login on the website to apply for the openings of their choice. In this scenario, Molleenz is engaged in _____.

A) structural accommodation
B) validation
C) external recruiting
D) downsizing

Question 42

Bernicald, a fashion e-commerce site that has openings for the posts of content analysts and Internet marketing analysts, decided to advertise its requirements on social media websites. In this scenario, Bernicald is engaged in the process of _____.

A) structural accommodation
B) validation
C) external recruiting
D) downsizing

Question 43

Crepogip, a publishing company, wants to hire copy editors. In order to accurately predict future job performance of the candidates, it makes the candidates undergo a test that assesses their language skills. In this scenario, Crepogip is engaged in the process of _____.

A) retrenchment
B) validation
C) performance appraisal
D) background verification

Question 44

Agnestorm, a game designing company, has one opening each for the positions of game designer, game programmer, and game artist. The company decides to invite walk-ins to find the right candidates to fill these positions. In this scenario, Agnestorm is engaged in the process of _____.

A) structural accommodation
B) external recruiting
C) validation
D) downsizing

Question 45

Mathrans, a textile firm, wants to hire two costume designers for a new movie project. To precisely determine the future job performance of the job applicants, the company makes them take a test that assesses their sense of color and design, expertise in distressing techniques and fabric qualities, skills in machining and bead work, and knowledge of millinery and wig work. This scenario best illustrates the process of _____.

A) retrenchment
B) validation
C) performance appraisal
D) background verification

Question 46

It is a violation to ask a female applicant for her _____ in a job application form.

A) maiden name
B) educational history
C) work experience
D) address

Question 47

After the chief executive officer of Wradamt Inc. resigned, the human resources department of the company placed an advertisement in several leading newspapers inviting applicants with the requisite qualifications and work experience. In this scenario, Wradamt Inc. is engaged in _____.

A) structural accommodation
B) validation
C) external recruiting
D) downsizing

Question 48

Claudia was recruited as the chief marketing officer of Boafil, an automobile manufacturing company, even though her previous employer refused to disclose any details about her. In the context of references and background checks, Boafil is most likely to face a _____.

A) wrongful discharge lawsuit
B) downsizing lawsuit
C) dysfunctional turnover lawsuit
D) negligent hiring lawsuit

Question 49

Due to an increase in its employee turnover, a company decides to be very thorough in gathering accurate information about its job applicants. It decides to take steps to uncover all job-related information not provided by the applicants so as to hire only those candidates who have a consistent employment history. Given the scenario, the company should conduct _____.

A) performance appraisal
B) feedback sessions
C) needs assessment
D) background checks

Question 50

In the context of recruitment, which of the following best defines validation?

A) It is the process of developing a pool of qualified job applicants from people who already work in a company.
B) It is the process of assessing how well employees are doing their jobs.
C) It is the process of determining how well a selection test or procedure predicts future job performance.
D) It is the process of identifying and prioritizing the learning needs of employees.

Question 51

The recruitment team at Pathjomp, a software company, rejects the applications of candidates who do not provide contact details of their previous employers, supervisors, or coworkers who can furnish further job-related information about the candidates. This scenario illustrates that Pathjomp gives high importance to _____.

A) employment references
B) job specifications
C) aptitude tests
D) employee performance appraisals

Question 52

Fatimah has been hired for the post of a secretary at Mauve Corp. The company conducts a routine background check based on the information provided by Fatimah. Unfortunately, her previous employer declines to provide meaningful references or details about her job history. However, Mauve Corp. ignores this lack of data and assumes that she is a credible employee. Mauve is at the risk of _____ lawsuits.

A) disparate treatment
B) class action
C) negligent hiring
D) adverse impact

Question 53

After deciding to open a new branch in the city of Rivienques, Brempath Bank posted all the job openings for the new branch in an Internet job site called Jobifynn.com. In this scenario, Brempath Bank is engaged in _____.

A) structural accommodation
B) validation
C) downsizing
D) external recruiting

Question 54

Victor applied for the position of a field service technician at an electronics manufacturing company where he was assessed for his problem-solving skills, customer service skills, organizational skills, and his ability to work quickly under pressure without supervision. Given this information, which of the following selection tests was conducted by the company?

A) A personality test
B) A cognitive ability test
C) A specific ability test
D) A work sample test

Question 55

Zenzar Corp. is a software firm that plans to hire technical writers for its new project. The job requires candidates with good technical writing skills. Which of the following tests would be appropriate to test this ability of candidates?

A) A psychometric test
B) A specific ability test
C) A mechanical aptitude test
D) A personality test

Question 56

The recruitment head at Auburn Inc. circulated an email to all the employees requesting them to share profiles of suitable candidates for a job opening in the company. Pamela forwarded one of her friends' résumé to the recruitment head as she felt that her friend's expertise would suit the job description. Which of the following methods of recruitment has Auburn Inc. adopted in this scenario?

A) Advertising
B) Walk-in
C) Job posting
D) Employee referral

Question 57

While recruiting law graduates through campus placements, the recruitment team at Prangley, a law firm, asks the universities to furnish details about candidates that are not disclosed in their résumés. These details include remarks of the candidates' project guides, disciplinary actions taken against the candidates, and attendance history of the candidates. In the context of job selection, this scenario best illustrates _____.

A) performance appraisals
B) background checks
C) cognitive ability tests
D) personality tests

Question 58

Which of the following is a difference between internal recruiting and external recruiting?

A) Unlike external recruiting, internal recruiting increases recruitment start-up time and costs.
B) Internal recruitment methods include employee referrals and walk-ins, whereas external recruitment methods include job posting and career paths.
C) Unlike external recruiting, internal recruiting involves hiring passive candidates.
D) Internal recruiting involves hiring people who already work in the company, whereas external recruiting involves hiring people from outside the company.

Question 59

Benjamin, a creative director at a marketing firm, is responsible for conducting the final round of interviews for those who apply for the posts of advertising and editorial photographer, graphic artist, and graphic designer. As part of the interview, he asks candidates to furnish contact details of the supervisors of their previous jobs. This scenario illustrates that Benjamin gives high importance to _____.

A) employment references
B) job specifications
C) cognitive abilities
D) employee performance appraisals

Question 60

When Tamara applied for the position of a fashion photographer at a monthly magazine, she had to go through an interview test that assessed her photography skills and her capability to operate effectively under pressure. Given this information, which of the following selection tests did Tamara most likely undergo?

A) A specific ability test
B) A cognitive ability test
C) A personality test
D) A work sample test

Question 61

At Bapostsyl, a telecommunications company, marketing managers are hired after testing their strategic thinking capabilities through a job simulation exercise. This scenario illustrates that Bapostsyl uses _____ for the selection of marketing managers.

A) specific ability quizzes
B) assessment centers
C) personality quizzes
D) biographical data surveys

Question 62

Pixelprowe, an animation company, wants to hire roto artists who possess the following skills: basic knowledge of visual effects software, understanding of composition and color, and good line quality. In this scenario, which of the following selection tests should Pixelprowe conduct to hire the right candidates?

A) Specific ability tests
B) Cognitive ability tests
C) Personality tests
D) Work sample tests

Question 63

During the hiring process for a customer relationship manager at Jocylles, a toy manufacturer, the applicants were given role-playing exercises in which they were asked to interact directly with a trained role player. This was designed to assess the communication and interpersonal skills of the candidates. In this scenario, which of the following selection tests did Jocylles employ to hire a customer relationship manager?

A) Specific ability quizzes
B) Assessment centers
C) Personality quizzes
D) Biographical data surveys

Question 64

Jennifer applied for the job of a waitress at Sam's Coffee shop. During the recruitment, the recruiter asked her to make five different types of beverages and wait tables for an hour. In this scenario, the recruiter conducted a _____.

A) psychometric test
B) specific ability test
C) cognitive ability test
D) work sample test

Question 65

The instructors at Edudrakel, a tutoring center for undergraduate students, are required to teach multiple subjects that are not limited to their expertise or their majors. Therefore, the employee selection criteria at Edudrakel does not include testing of subject knowledge but focusses on assessing the logical, mental, numerical, problem-solving, and verbal abilities of the job applicants. In this scenario, which of the following selection tests should Edudrakel conduct to hire the right candidates?

A) A specific ability test
B) A cognitive ability test
C) A personality test
D) A work sample test

Question 66

During a campus placement drive, Plusterk, a hardware company, wants to conduct a common test while hiring candidates to fill positions in various departments of the company. Irrespective of the department, the company gives utmost importance to candidates' math skills, information technology skills, and verbal comprehension skills. In this scenario, which of the following selection tests should Plusterk conduct in its campus placement drive?

A) A specific ability test
B) A cognitive ability test
C) A personality test
D) A work sample test

Question 67

To be a translator at Papesixe, a company that provides online document translation services, a candidate needs to be fluent in multiple languages, needs to be an effective writer, and needs to know how to use at least three prominent translation memory software. In this scenario, which of the following selection tests should Papesixe conduct to hire the right candidates as translators?

A) Work sample tests
B) Cognitive ability tests
C) Personality tests
D) Specific ability tests

Question 68

Flodrivec, a chemical manufacturing company, is moving its administrative office to larger premises; therefore, it currently has various job openings. Due to paucity of time, the recruitment manager of Flodrivec wants to conduct a common interview test for all the candidates. The work at Flodrivec demands its staff to be good at critical thinking, math, verbal reasoning, and quantitative concepts. In this scenario, which of the following selection tests should Flodrivec conduct to hire the right candidates?

A) A specific ability test
B) A work sample test
C) A personality test
D) A cognitive ability test

Question 69

In the context of selection tests, which of the following is a difference between specific ability tests and cognitive ability tests?

A) Unlike specific ability tests, cognitive ability tests are extensive surveys that ask applicants questions about their personal backgrounds and life experiences.
B) Specific ability tests predict job performance in only particular types of jobs, whereas cognitive ability tests accurately predict job performance in almost all kinds of jobs.
C) Unlike cognitive ability tests, specific ability tests directly measure job applicants' capability to do a job.
D) Specific ability tests are also called performance tests, whereas cognitive ability tests are also called personality tests.

Question 70

Plebbon, a public relations firm, is an organization where hard work is greatly valued. The management of Plebbon makes sure that it hires and retains genuinely sincere and hardworking employees. Given this information, which of the following selection tests does Plebbon most likely conduct to hire the right candidates?

A) Aptitude tests
B) Cognitive ability tests
C) Personality tests
D) Specific ability tests

Question 71

Bryan was hired as a minilab operator at a photographic laboratory because he possessed excellent customer service skills, good communication skills, the aptitude to pay close attention to detail, and an ability to follow customer instructions accurately. Given this information, Bryan's employer most likely conducted a _____ before hiring him.

A) performance test
B) specific ability test
C) biographical test
D) work sample test

Question 72

While hiring a human resources manager at Naongiam, an automobile dealer, applicants were given the details of a fictitious company and asked to assume a role in it. They had to solve personnel issues in the company in a given amount of time. This in-basket exercise was administered via computer and reviewed by a trained evaluator. This scenario illustrates that Naongiam used _____ for the selection of a human resources manager.

A) specific ability quizzes
B) biographical data surveys
C) personality quizzes
D) assessment centers

Question 73

Pathrazine, a publishing firm, wants to hire copy editors. It gives the candidates copyediting and proofreading exercises. This enables the firm to assess consistency in the candidates' style of writing and their copyediting skills. Given this information, which of the following selection tests does Pathrazine most likely conduct to hire the right candidates?

A) Specific ability tests
B) Cognitive ability tests
C) Personality tests
D) Work sample tests

Question 74

In the context of selection tests, which of the following is a difference between specific ability tests and work sample tests?

A) Unlike specific ability tests, work sample tests measure the extent to which an applicant possesses
Different kinds of job-related behavioral dimensions.
B) Specific ability tests measure aptitude for doing a particular task well, whereas work sample tests require applicants to perform tasks that are actually done on the job.
C) Unlike work sample tests, specific ability tests directly measure job applicants' capability to do a job.
D) Specific ability tests are also called performance tests, whereas work sample tests are also called aptitude tests.

Question 75

When Aaron was called for an interview at a content development company, his first selection test assessed his creative writing and editing skills. The interviewers basically looked at Aaron's score in the International English Language Testing System (IELTS). Given this information, which of the following selection tests did Aaron most likely undergo?

A) A specific ability test
B) A brainstorming test
C) A personality test
D) A developmental test

Question 76

To get a job as a web content manager at Glentap, an e-commerce site, one must be organized and excellent at meeting deadlines, and must be hardworking. This is because Glentap's management believes that these capabilities cannot be developed through training. In this scenario, which of the following selection tests does Glentap most likely conduct to hire the right candidates?

A) Aptitude tests
B) Cognitive ability tests
C) Personality tests
D) Work sample tests

Question 77

_____ measure the extent to which applicants have abilities in perceptual speed, verbal comprehension, numerical aptitude, general reasoning, and spatial aptitude.

A) Specific ability tests
B) Performance tests
C) Work sample tests
D) Cognitive ability tests

Question 78

To be a technical director at Maschopum, a film production company, one must possess knowledge in Python and other programming languages; must have excellent composition, color, layout, and design skills; must be proficient in professional compositing programs; and must be able to create incredibly complex animations. Given this information, which of the following selection tests should Maschopum conduct to hire the right candidate as a technical director?

A) Specific ability tests
B) Cognitive ability tests
C) Work sample tests
D) Personality tests

Question 79

Which of the following is a difference between structured interviews and unstructured interviews?

A) In structured interviews, interviewers prepare standardized interview questions ahead of time, whereas in unstructured interviews, interviewers are free to ask applicants anything they want.
B) In structured interviews, interviewers tend to ask applicants personal questions, whereas in unstructured interviews, interviewers ask only for important, job-related information.
C) In structured interviews, interviewers often disagree about which questions should be asked, whereas in unstructured interviews, interviewers strongly agree that the same questions must be asked to all applicants.
D) In structured interviews, it is difficult for employers to compare applicants, whereas in unstructured interviews, employers can easily compare applicants since all applicants are asked the same questions.

Question 80

To fill a vacancy for the post of a picture library assistant at Brentedith Museum, the museum's recruitment team laid down the following job requirements for candidates: passion for pictures; interest in current affairs, history, and world issues; good communication skills; and good customer service skills. In this scenario, which of the following selection tests should the museum's recruitment team conduct to find the right candidate?

A) A specific ability test
B) A cognitive ability test
C) A personality test
D) A work sample test