Question 1

Under a charge of discrimination, the burden of proof may be on the employer to demonstrate that all questions in an application form are indeed fair and not discriminatory.

Accepted Answer

In cases of discrimination, especially under laws such as Title VII of the Civil Rights Act of 1964 in the United States, the employer may be required to prove that their hiring practices, including questions on an application form, are not discriminatory and are necessary for the job in question. This is to ensure that all candidates are considered fairly and that the selection process does not unlawfully discriminate against protected classes.

Question 2

When writing instructions for completing the application form it is a good practice to make the instructions a little vague and incomplete to see how applicants deal with ambiguity.

Accepted Answer

Clear and complete instructions help ensure that all applicants understand the requirements and can complete the form accurately, leading to a more efficient and fair application process.

Question 3

A felony conviction can automatically exclude an applicant from employment.

Accepted Answer

False

Question 4

It is inappropriate to ask women about child care arrangements.

Accepted Answer

Asking women about child care arrangements during job interviews or professional settings can be discriminatory and reinforces gender stereotypes, suggesting that child care is primarily a woman's responsibility.

Question 5

State and federal laws generally do not assume that all questions asked on an application form are used in making hiring decisions.

Accepted Answer

State and federal laws often assume that questions asked on an application form are relevant and could be used in making hiring decisions, which is why there are regulations about what can and cannot be asked (e.g., questions that could lead to discrimination).

Question 6

Job analysis data should serve as one basis for choosing employment application questions.

Accepted Answer

Job analysis data provides detailed information about the duties, responsibilities, and necessary qualifications for a job, which can help in formulating relevant and appropriate questions for employment applications to ensure candidates meet the job requirements.

Question 7

It is appropriate to ask on an application form questions related to work availability on holidays/weekends.

Accepted Answer

The answer of It is appropriate to ask on an...

Question 8

It is inappropriate to ask applicants about specific skills or education/training experiences acquired through military service.

Accepted Answer

Asking applicants about specific skills, education, or training experiences, including those acquired through military service, is appropriate and can be relevant to their qualifications for a job.

Question 9

It is appropriate to ask applicants about the color of their hair and eyes.

Accepted Answer

Asking about physical characteristics such as hair and eye color is not relevant to job qualifications and can be considered discriminatory or invasive, violating equal employment opportunity laws.

Question 10

Application forms have been used to discriminate against protected groups.

Accepted Answer

Application forms can include questions or criteria that indirectly discriminate against individuals based on their membership in protected groups, such as race, gender, age, or disability, which is against equal opportunity laws.

Question 11

Citizens, and noncitizens with a legal right to work in the United States, are protected from discrimination on the basis of national origin.

Accepted Answer

Both citizens and noncitizens with legal authorization to work in the United States are protected from employment discrimination based on national origin by laws enforced by the Equal Employment Opportunity Commission (EEOC).

Question 12

Laws protect both citizens, and noncitizens with legal authorization to work in the United States, from discrimination due to race, color, religion, or national origin.

Accepted Answer

Both citizens and noncitizens with legal authorization to work in the United States are protected under laws such as the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin.

Question 13

Job analysis alone will completely resolve the problem of which items should be included on an application form.

Accepted Answer

Job analysis is a crucial step in determining the relevant qualifications and skills needed for a job, but it does not solely resolve what should be included on an application form. Other factors such as legal requirements, organizational policies, and the specific needs of the role also influence the content of an application form.

Question 14

It is inappropriate to ask an applicant to supply a birth certificate for employment.

Accepted Answer

Asking for a birth certificate during the hiring process can be considered discriminatory and violate equal employment opportunity laws, as it may be used to determine age, nationality, or citizenship status inappropriately. Employers should focus on qualifications and ability to work legally.

Question 15

A common distortion seen by many HR managers involves reported college background.

Accepted Answer

Many HR managers encounter discrepancies or embellishments regarding candidates' reported educational qualifications, including college backgrounds, during the hiring process.

Question 16

"Do you own your own car?" may be an inappropriate question to ask in an application form.

Accepted Answer

Asking about car ownership can be considered inappropriate because it may not be relevant to the job requirements and could potentially discriminate against applicants who do not own a car due to financial reasons or personal choice.

Question 17

An employer can give consideration to the relationship between an applicant's conviction for a crime and his or her suitability for a specific job.

Accepted Answer

Employers can consider the relevance of a past criminal conviction in relation to the specific duties and responsibilities of the job for which the applicant is being considered, assessing whether the conviction might impact the applicant's ability to perform the job safely and effectively.

Question 18

It is recommended to use multiple application forms for different types of jobs in an organization.

Accepted Answer

Different types of jobs may require different skills, experiences, and qualifications, so using multiple application forms tailored to each job type can help gather the most relevant information from applicants.

Question 19

Research shows that over time, most Fortune 500 firms have revised their application forms so they are now completely fair.

Accepted Answer

Research and various reports suggest that while many Fortune 500 firms have made efforts to improve the fairness of their application forms, issues related to bias and fairness persist, indicating that not all forms are completely fair.

Question 20

For most organizations, one application form for all jobs in the organization is all that is needed.

Accepted Answer

Different jobs require different skills, experiences, and qualifications, so a single application form may not capture the specific information needed to assess candidates for varied roles effectively.

Quiz 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks