Question 1

Which metric focuses on the percentage of applicants from a particular source that advance to the next stage of the selection process?

Accepted Answer

A) A yield rate is the percentage of applicants from a particular source and method that make it to the next stage of the selection process. For example, if 100 applicants submitted their résumés through the firm's corporate career Web site and 25 were asked in for an interview, the yield rate for the corporate career Web site would be 25 percent.

Question 2

HR performance at a firm is measured with ________.

Accepted Answer

D) Human capital metrics are measures of HR performance. Even though employees account for as much as 80 percent of the worth of a corporation, the task of measuring and understanding how they contribute to the bottom line is often difficult. Therefore, human capital metrics must be closely tied to whether company strategic goals are being achieved.

Question 3

Which of the following jobs would put an employer particularly at risk for a charge of negligent hiring?

Accepted Answer

C) Employers who operate home-service businesses, day-care centers, and home health care operations are particularly at risk of negligent hiring because employees could potentially be alone with clients. The primary consideration in negligent hiring is whether the risk of harm from a dangerous employee was reasonably foreseeable.

Question 4

Many recruiters believe that ________ is the most important metric to use in the selection process.

Accepted Answer

A) Many recruiters believe that quality of hire is the most important metric to use in the selection process. Some possible measures to determine the quality of hire might be communication effectiveness, ability to motivate others, leadership ability, and cultural fit.

Question 5

The primary reason for conducting background investigations is to ________.

Accepted Answer

A) The principal reason for conducting background investigations is to hire better workers. On the surface an applicant may look qualified, but a background investigation is needed to determine the accuracy of the information. Background investigations involve obtaining data from various sources, including previous employers, business associates, credit bureaus, government agencies, and academic institutions, and the purpose is to ensure that qualified workers are hired.

Question 6

When should a realistic job preview be given to applicants?

Accepted Answer

B) An RJP conveys information about tasks the person would perform and the behavior required to fit into the culture of the organization. This approach helps applicants develop a more accurate perception of the job and the firm and should be done early in the selection process and before a job offer is made.

Question 7

Comparing the decision-making styles of U.S. executives and Asian executives reveals that ________.

Accepted Answer

B) Think of global business styles as a continuum with U.S. executives at one end and their Asian counterparts at the other. America and Japan provide an excellent example for studying cross-cultural leadership interaction due to the cultural differences between the countries. American CEOs differ in styles, but most have a common denominator; they have more leeway to make large, strategic decisions themselves. Japanese leaders tend to make decisions by consensus.

Question 8

The term "False Starts" refers to which of the following?

Accepted Answer

D) Employees who are hired and then quit within 120 days are called "False Starts" and considered to be especially expensive, since the company spends money on their hire but then quickly must spend even more to replace them.

Question 9

What recruitment/selection metric focuses on the number of applicants who accepted the job divided by the number who were offered the job?

Accepted Answer

C) Once an offer has been extended, the firm has said that this applicant meets the requirements for the position. The acceptance rate is the number of applicants who accepted the job divided by the number who were offered the job. If this rate is unusually low, it would be wise to determine the reason that jobs are being turned down.

Question 10

What concept is based on the idea that a group of people is smarter than a single expert?

Accepted Answer

C) Crowd sourcing is based on the premise that any given group of people is always smarter than any given expert. Crowd sourcing is based on the management concept of synergism, the cooperative action of two or more persons working together to accomplish more than they could working separately. This management concept recognizes that greater effect may be achieved when two workers are placed together.

Question 11

A company's ________ is the number of times on average that employees have to be replaced during a year.

Accepted Answer

C) Turnover rate is the number of times on average that employees have to be replaced during a year.

Question 12

Which metric focuses on the number of applicants hired from a group of candidates expressed as a percentage?

Accepted Answer

B) The number of applicants hired from a group of candidates expressed as a percentage is the selection rate. Certainly, the selection rate is affected by the condition of the economy. Also, the validity of the selection process will impact the selection rate.

Question 13

Purposely making the candidate uncomfortable by asking blunt and often discourteous questions would most likely occur during a ________ interview.

Accepted Answer

B) Most interviewers strive to minimize stress for the candidate. However, in the stress interview, the interviewer deliberately makes the candidate uncomfortable by asking blunt and often discourteous questions. The purpose is to determine the applicant's tolerance for stress that may accompany the job.

Question 14

Which term refers to the liability a company incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm?

Accepted Answer

C) Negligent hiring is the liability an employer incurs when it fails to conduct a reasonable investigation of an applicant's background, and then assigns a potentially dangerous person to a position in which he or she can inflict harm. The typical negligent hiring case involves a deliberate inflicting of harm committed by an employee including fraud, assault, battery, or interference with contractual relations.

Question 15

Which federal law states that all medical exams must be directly relevant to the job requirements and that a firm cannot order a medical exam until the applicant is offered employment?

Accepted Answer

B) The Americans with Disabilities Act (ADA) does not prohibit pre-employment medical examinations. However, it does determine the point at which they may be administered during the selection process. The ADA explicitly states that all exams must be directly relevant to the job requirements and that a firm cannot order a medical exam until the applicant is offered employment.

Question 16

What is the main problem of having a low acceptance rate?

Accepted Answer

B) The acceptance rate is the number of applicants who accepted the job divided by the number who were offered the job. If this rate is unusually low, it would be wise to determine the reason that jobs are being turned down. Low acceptance rates mean high recruiting costs.

Question 17

Which term refers to validations from those who know the applicant that provide additional insight into the information furnished by the applicant?

Accepted Answer

D) Reference checks are validations from those who know the applicant that provide additional insight into the information furnished by the applicant and allow verification of its accuracy. They are a valuable source of information to supplement the background investigation.

Question 18

The most basic interviewing rule is to ________.

Accepted Answer

C) Although no questions are illegal, many are clearly hiring standards to avoid. When they are asked, the responses generated create a legal liability for the employer. The most basic interviewing rule is this: "Ask only job-related questions."

Question 19

When determining which leadership style will be more appropriate for a company, ________ plays a major role in determining whether an executive will be successful or not.

Accepted Answer

C) When determining which leadership style will be more appropriate for a company, a country's culture plays a major role in determining whether an executive will be successful or not. Since the vast majority of firms are deeply rooted in the culture of their home countries, leaders who adhere to the cultural norms have a better chance of success.

Question 20

What process conveys positive and negative job information to the applicant in an unbiased manner?

Accepted Answer

D) A realistic job preview (RJP) conveys both positive and negative job information to the applicant in an unbiased manner. An RJP conveys information about tasks the person would perform and the behavior required to fit into the culture of the organization. This approach helps applicants develop a more accurate perception of the job and the firm.

Quiz 6: Selection