Question 1

One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.
A) expensive
B) not related to job performance
C) easy to fake
D) inefficient

Accepted Answer

Handwriting analysis, also known as graphology, has not been scientifically proven to be related to job performance. It does not provide reliable or valid predictions about a candidate's future job performance, making it an unsuitable method for assessing potential employees in a professional setting.

Question 2

Biographical information is like application blanks, except _______.
A) biographical information is based on history, but application blanks are based on current events
B) application blanks are more likely to be used for substantive selection decisions
C) biographical data is more likely to be accepted by applicants
D) biographical data can be more fruitfully used for substantive selection decisions

Accepted Answer

Biographical data can be more fruitful for substantive selection decisions because it provides a broader, more complete picture of the candidate's background and experiences. Application blanks, on the other hand, are typically more focused on current qualifications and job-related skills. Additionally, biographical information may be more readily available or easier for applicants to provide than other types of information.

Question 3

One guideline for improving the effectiveness of initial interviews is to ____.
A) ask questions which assess the most basic KSAOs
B) make them long and rigorous
C) ask each applicant different questions
D) A and B are correct

Accepted Answer

Asking questions which assess the most basic KSAOs can help ensure that relevant information is obtained while also keeping the interview focused and efficient. Making the interviews long and rigorous or asking each applicant different questions may lead to inefficiencies and potential bias in the evaluation process.

Question 4

The most common person to be contacted in a reference check is the applicant's __________.
A) former coworkers
B) HR department at his/her former employer
C) former supervisor
D) friends

Accepted Answer

The most common person contacted in a reference check is the applicant's former supervisor. This is because the supervisor is likely to have the most relevant information about the candidate's work performance and abilities. While former coworkers may also be contacted, they may not have had as much direct interaction with the candidate or knowledge of their overall performance. Contacting the HR department or friends is less common in a reference check.

Question 5

Research has indicated that job applicants generally have a __________ view of biodata inventories.
A) very positive
B) negative
C) positive
D) neutral

Accepted Answer

The answer of Research has indicated that job applicants generally...

Question 6

Background testing is concerned with the __________ of an applicant.
A) integrity
B) reliability
C) personal adjustments
D) all of the above

Accepted Answer

Background testing involves various checks to determine an applicant's integrity, reliability, and personal adjustments. Therefore, all of the above options are correct.

Question 7

The principal assumption behind the use of biodata is the axiom, ________.
A) The best predictor of future behavior is motivation level
B) The best predictor of future behavior is KSAOs
C) The best predictor of future behavior is education level
D) The best predictor of future behavior is past behavior

Accepted Answer

The best predictor of future behavior is past behavior. Biodata is based on the assumption that past behavior is the best predictor of future behavior. Biodata items are designed to gather information about an individual's past experiences, behaviors, and outcomes related to work, education, and other relevant areas of their life. The idea is that by examining an individual's past behaviors, one can identify patterns and tendencies that are likely to continue in the future. Therefore, biodata is especially useful in predicting work outcomes such as job performance, turnover, and absenteeism.

Question 8

Which of the following is true regarding biodata and background tests?
A) Background information is obtained through interviews and conversations with references.
B) They are two different names for the same thing.
C) Only background tests look into an applicant's past.
D) Biodata is used primarily when screening applicants for positions in which integrity and emotional adjustment are necessary.

Accepted Answer

The answer of Which of the following is true regarding...

Question 9

Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.

Accepted Answer

It is common practice for employers to include such a statement in their job applications and during the interview process to warn applicants of the consequences of providing false information. This helps discourage dishonest behavior and reduces the risk of legal disputes arising from termination or discipline of an employee who misrepresented themselves during the selection process.

Question 10

The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.

Accepted Answer

Most states have laws that offer employers immunity from lawsuits for providing truthful information about a former employee, as long as it's done in good faith and without malice.

Question 11

The issue of consistency of measurement with assessment methods is called ______.
A) validity
B) reliability
C) variability
D) central tendency

Accepted Answer

Reliability refers to the consistency of measurement with assessment methods. Validity refers to whether or not an assessment method measures what it is supposed to measure, variability refers to the range of scores within a set of data, and central tendency refers to the typical or average score in a set of data.

Question 12

Which of the following is true regarding genetic screening?
A) It helps to screen out people who will perform poorly on the job.
B) It is used widely by companies in the U.S.
C) It helps to screen out people who are susceptible to certain diseases.
D) A recent court decision has ruled that it is allowable under the Americans with Disabilities Act.

Accepted Answer

Genetic screening can identify individuals who have an increased risk of developing certain diseases or conditions, allowing for preventative measures or early treatment. It is not used to screen out individuals who may perform poorly on the job and is not widely used by companies in the U.S. While there have been court cases regarding genetic screening and the Americans with Disabilities Act, there is no recent ruling that has made it allowable in all cases.

Question 13

Disclaimers are used as a means of protecting employer rights.

Accepted Answer

Disclaimers are legal statements that protect employers from liability in situations where their employee may use or interpret information in a way that is not intended by the employer. Disclaimers can also be used to protect employer rights related to intellectual property, confidentiality, and other legal issues.

Question 14

Which of the following methods is the most valid predictor of performance?
A) Initial interviews
B) Handwriting analysis
C) Biodata
D) Unweighted application blanks

Accepted Answer

Biodata, which includes information about a candidate's past experiences, accomplishments, and personal characteristics, has been found to be a valid predictor of job performance. It allows for a targeted assessment of relevant job-related attributes and has been shown to have less adverse impact on minority candidates compared to other selection methods. Initial interviews, handwriting analysis, and unweighted application blanks have not been found to be as reliable or valid in predicting job performance.

Question 15

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.
A) certifications
B) biodata forms
C) letters of recommendation
D) MBAs

Accepted Answer

Letters of recommendation are often criticized in hiring because nearly all applicants can obtain them, and they lack a standardized format, making them less reliable for assessing candidates' qualifications or fit for a position.

Question 16

The information collected for an accomplishments record includes ______.
A) a written statement of the accomplishment
B) when the accomplishment took place
C) any recognition for the accomplishment
D) all of the above

Accepted Answer

The information collected for an accomplishments record includes a written statement of the accomplishment, when the accomplishment took place, and any recognition for the accomplishment. Therefore, all of the above options are correct.

Question 17

An example of an assessment method which has relatively low reliability is ________.
A) biographical information
B) initial interviews
C) application blanks
D) resumes

Accepted Answer

Initial interviews have relatively low reliability as they heavily depend on the skills and expertise of the interviewer. Different interviewers may interpret and score responses differently, resulting in inconsistent evaluations. Biographical information, application blanks, and resumes, on the other hand, are more objective measures, and their reliability can be improved by developing standardized scoring rubrics.

Question 18

One major problem with letters of recommendation is that they _________.
A) are too lengthy to be useful
B) are not structured or standardized
C) are too ambiguous to interpret
D) all of the above are correct

Accepted Answer

Letters of recommendation often lack a standardized format, making it difficult to compare and evaluate candidates. Despite these issues, they remain an important component of the admission or hiring process.

Question 19

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

Accepted Answer

Conducting reference checks is an important part of the hiring process and failing to do so can put an organization at risk of hiring someone who may be unfit for the job, and later result in a negligent hiring lawsuit.

Question 20

Which of the following is a criterion on which biodata items can be classified?
A) historical vs. nonverifiable
B) invasive vs. firsthand
C) objective vs. subjective
D) equal access vs. easy access

Accepted Answer

Biodata items can be classified based on their objectivity or subjectivity. Objective items are factual and verifiable, while subjective items are based on personal opinions or values. This classification can be useful in determining the reliability and validity of a particular biodata item. The other options (historical vs. nonverifiable, invasive vs. firsthand, equal access vs. easy access) are not commonly used criteria for classifying biodata items.

Quiz 8: External Selection I

One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.

Biographical information is like application blanks, except _______.

One guideline for improving the effectiveness of initial interviews is to ____.

The most common person to be contacted in a reference check is the applicant's __________.

Research has indicated that job applicants generally have a __________ view of biodata inventories.

Background testing is concerned with the __________ of an applicant.

The principal assumption behind the use of biodata is the axiom, ________.

Which of the following is true regarding biodata and background tests?

Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.

The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.

The issue of consistency of measurement with assessment methods is called ______.

Which of the following is true regarding genetic screening?

Disclaimers are used as a means of protecting employer rights.

Which of the following methods is the most valid predictor of performance?

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.

The information collected for an accomplishments record includes ______.

An example of an assessment method which has relatively low reliability is ________.

One major problem with letters of recommendation is that they _________.

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

Which of the following is a criterion on which biodata items can be classified?