Question 1

A manager wants to combine selection tools to help him make a staffing decision. He wants to make a preliminary selection after administering each instrument. He is most likely using a ________ strategy.
A)clinical
B)statistical
C)centralized
D)multiple hurdle

Accepted Answer

The manager is using a multiple hurdle strategy, which involves using multiple selection tools to narrow down the applicant pool after each step or hurdle. The candidates who pass the first hurdle move on to the next one, and so on until the final selection is made. This approach is commonly used to make the selection process more efficient and effective in identifying the best candidates.

Question 2

Personality tests, while valid and reliable, are not generally accepted as legally defensible in the selection process.

Accepted Answer

The answer of Personality tests, while valid and reliable, are...

Question 3

Selection tools should be reliable and valid. By reliable, we mean that the tool measures consistently across time and evaluators. By valid, we mean that scores from the tools correspond to actual job performance.

Accepted Answer

Reliable and valid selection tools are important to ensure that the hiring process is fair and effective in identifying candidates who have the necessary skills and abilities to perform the job successfully.

Question 4

Assessment centers are useful in evaluating a candidate's:
A)interpersonal skills.
B)mechanical abilities.
C)organizational fit.
D)managerial skills.

Accepted Answer

The answer of Assessment centers are useful in evaluating a...

Question 5

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3. The best way to combine predictors used in the selection process would be a:
A)statistical strategy.
B)clinical strategy.
C)multiple hurdle strategy.
D)differentiated strategy.

Accepted Answer

The best way to combine predictors used in the selection process would be a multiple hurdle strategy. This strategy would allow for the selection criteria to be applied in a sequential manner where only those candidates who meet the first criterion would proceed to the next level. This would help save costs and time for the selection process, while also ensuring that the most important criteria, such as the ability to learn and adapt to a changing job, are prioritized. Additionally, the firm's history of violent incidents may warrant additional scrutiny in the selection process, which a multiple hurdle strategy could provide. As for the concern about racial and gender balance, this strategy would allow for the inclusion of diverse candidates as long as they meet the selection criteria.

Question 6

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3. To meet your second criterion, your best selection tool would be:
A)structured interviews.
B)psychological testing.
C)reference checking.
D)an assessment center.

Accepted Answer

To meet the second criterion of willingness to perform the job assigned under its current conditions, structured interviews would be the best selection tool. This would allow the middle manager to directly gauge the candidate's attitude towards the job and the conditions it entails. Additionally, structured interviews are a cost-effective method of selection and can be conducted on a broad range of candidates. While psychological testing and assessment centers can provide valuable information, they may not be as effective in specifically measuring willingness to perform the job. Reference checking can also be helpful, but it may not provide as much insight into this criterion as structured interviews.

Question 7

A study conducted by the U.S. Postal Service regarding drug testing:
A)showed that drug testing is a valid predictor of job performance.
B)showed that drug testing does not correlate with on-the-job performance.
C)revealed that most job candidates can "beat" a drug test.
D)has been struck down by the Supreme Court.

Accepted Answer

According to the given information, the study conducted by the U.S. Postal Service regarding drug testing showed that drug testing is a valid predictor of job performance. Therefore, option A is the correct answer.

Question 8

Letters of recommendation are among the best predictors of future job performance.

Accepted Answer

Research indicates that letters of recommendation are often unreliable predictors of future job performance due to their subjective nature and the potential for bias. Objective measures and structured interviews tend to be more predictive.

Question 9

Which selection strategy is most appropriate when a large number of applicants are being considered for a position?
A)Single-variant
B)Multiple-hurdle
C)Statistical
D)Clinical

Accepted Answer

When a large number of applicants are being considered for a position, the most appropriate selection strategy is the multiple-hurdle approach. It involves setting up a series of hurdles or stages that applicants must pass through in order to proceed to the next stage. This way, the number of applicants is reduced at each stage until the final group of most qualified applicants is identified. This strategy helps to save time, resources and ensures that only the most qualified applicants are selected for the position.

Question 10

In a study conducted by the U.S. Postal Service regarding drug testing, applicants who had positive drug tests were fired nearly ________% more often than those who did not.
A)10
B)25
C)38
D)55

Accepted Answer

According to the study conducted by the U.S. Postal Service, applicants who had positive drug tests were fired nearly 38% more often than those who did not. Therefore, option C) is the correct choice.

Question 11

An employer's best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?
A)Structured interviews
B)Honesty tests
C)Personality tests
D)Reference checks

Accepted Answer

Reference checks are the most effective selection tool for an employer to avoid liability in a negligent hiring lawsuit. By checking references, the employer can verify the accuracy of the information provided by the applicant and get insight into their work ethic, performance, and character. It also shows due diligence on the part of the employer to ensure that they are hiring qualified and trustworthy employees. Structured interviews can also be helpful in assessing the qualifications of the applicant, but they may not provide as much insight into the applicant's past behavior and performance. Honesty tests and personality tests may be useful for certain jobs, but they have limited legal defensibility and can potentially have adverse impact on certain protected groups.

Question 12

Additional Case 5.2
You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.
The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.
An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.
-Refer to Additional Case 5.2. What is your best choice of selection tool to assess your number one criterion?
A)Unstructured interview
B)Cognitive ability testing
C)An assessment center
D)Reference checking

Accepted Answer

The answer of Additional Case 5.2
You are the HR director...

Question 13

In an interview, worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job.

Accepted Answer

The answer of In an interview, worker-requirement questions assess whether...

Question 14

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
-Refer to Additional Case 5.1. The best selection tool for helping Powley Publishing to identify organizational fit as well as job skill and knowledge, would most likely be:
A)ability tests.
B)personality tests.
C)unstructured interviews.
D)assessment centers.

Accepted Answer

The answer of Additional Case 5.1
About a year ago, Powley...

Question 15

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3. The best selection tool for assessing your number one criterion is:
A)structured interviews.
B)psychological testing.
C)cognitive ability testing.
D)reference checking.

Accepted Answer

Cognitive ability testing is the most effective tool for assessing an individual's ability to learn and adapt to changing job conditions, aligning with the first criterion.

Question 16

Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization.

Accepted Answer

The answer of Unstructured interviews are more effective than structured...

Question 17

Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a "qualified privilege" if the employer:
A)only discusses EEO-related information.
B)has selection test information to support the reference.
C)only gives information to an inquirer who has a job-related need to know.
D)qualifies the information as "his/her opinion" and not necessarily factual.

Accepted Answer

The best choice is C because it limits the information to only those who have a job-related need to know, which helps to mitigate the risk of a lawsuit.

Question 18

Most state courts have upheld that employers have a qualified privilege to discuss an employee's past performance. Which of the following is NOT one of the rules a firm must follow to have this privilege?
A)Applicant must receive a copy of any information released by a former employer.
B)Inquirer must exhibit a job-related need to know the information.
C)Former employers must release only truthful information.
D)EEO-related information should not be released.

Accepted Answer

While it is generally recommended for firms to provide a copy of any information they disclose about an applicant, it is not a requirement for them to have a qualified privilege to discuss an employee's past performance. The other options listed (B, C, D) are all important rules that must be followed for the privilege to hold.

Question 19

Which screening method is most commonly used to help firms avoid negligent hiring lawsuits?
A)Recommendation letters
B)Assessment centers
C)Background checks
D)Honesty tests

Accepted Answer

Background checks are the most commonly used screening method to help firms avoid negligent hiring lawsuits. These checks involve verifying a candidate’s employment history, education, criminal record, and other relevant information. By conducting these checks, firms can ensure that they are hiring candidates who are qualified for the job and who do not have a history of criminal or unethical behavior. This can help protect the firm from lawsuits related to negligent hiring, which can arise if the firm hires an employee who behaves in a way that harms others while on the job.

Question 20

It is generally held in the U.S. that graphology is:
A)an invalid predictor of job performance.
B)an unreliable but valid predictor of job performance.
C)a valid selection tool when combined with psychological testing.
D)associated with creating disparate impact among minority groups.

Accepted Answer

Graphology, which involves analyzing handwriting to predict personality or job performance, has been widely criticized as lacking scientific validity and reliability. There is no evidence to support its use as a selection tool, and it has been shown to have adverse impact on certain demographics. As a result, it is generally considered an invalid predictor of job performance in the U.S.

Quiz 5: Recruiting and Selecting Employees

A manager wants to combine selection tools to help him make a staffing decision. He wants to make a preliminary selection after administering each instrument. He is most likely using a ________ strategy.

Personality tests, while valid and reliable, are not generally accepted as legally defensible in the selection process.

Selection tools should be reliable and valid. By reliable, we mean that the tool measures consistently across time and evaluators. By valid, we mean that scores from the tools correspond to actual job performance.

Assessment centers are useful in evaluating a candidate's:

A study conducted by the U.S. Postal Service regarding drug testing:

Letters of recommendation are among the best predictors of future job performance.

Which selection strategy is most appropriate when a large number of applicants are being considered for a position?

In a study conducted by the U.S. Postal Service regarding drug testing, applicants who had positive drug tests were fired nearly ________% more often than those who did not.

An employer's best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?

In an interview, worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job.

Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization.

Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job. The courts have held that employers have a "qualified privilege" if the employer:

Most state courts have upheld that employers have a qualified privilege to discuss an employee's past performance. Which of the following is NOT one of the rules a firm must follow to have this privilege?

Which screening method is most commonly used to help firms avoid negligent hiring lawsuits?

It is generally held in the U.S. that graphology is: