Question 1

Most initial assessment methods have moderate to low validity.

Accepted Answer

Most initial assessment methods have moderate to low validity, meaning they may not accurately measure what they intend to measure or have a high likelihood of error or bias. It is important to use multiple methods and sources of information to improve the overall validity of the assessment.

Question 2

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

Accepted Answer

Negligent hiring occurs when an employer fails to properly screen an employee who later causes harm to others in the workplace. Conducting a reference check is a critical part of the hiring process as it provides valuable information about an applicant's past performance, work history, and character. Failure to do so increases the risk of hiring an unqualified or dangerous employee and may make the organization liable in a negligent hiring suit.

Question 3

Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.

Accepted Answer

Adverse impact, also known as disparate impact, occurs when a seemingly neutral employment practice has a disproportionately negative effect on protected groups, such as minorities or women. This means that a higher rate of members of a protected class are rejected compared to non-members, indicating potential discrimination.

Question 4

Level of education requirements have little adverse impact against minority applicants.

Accepted Answer

Level of education requirements have little adverse impact against minority applicants because they are not discriminatory and are based on job-related criteria.

Question 5

The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.

Accepted Answer

The Americans with Disabilities Act prohibits employers from asking disability-related questions and conducting medical examinations until after a conditional job offer has been made. This is to prevent discrimination based on disabilities during the hiring process.

Question 6

Essay tests are best used to assess ________ skills.
A) oral communication
B) written communication
C) interpersonal
D) none of the above

Accepted Answer

Essay tests are designed to assess a student's ability to articulate information in writing. Therefore, the best choice is B, written communication.

Question 7

Bona fide occupational qualifications are not of relevance to the initial assessment phase.

Accepted Answer

Bona fide occupational qualifications (BFOQs) are relevant even at the initial assessment phase because they define the essential qualifications necessary for a job, helping to determine which candidates meet the basic criteria for employment.

Question 8

Disclaimers are used as a means of protecting employer rights.

Accepted Answer

Disclaimers help to limit the liability of employers and protect their legal rights. They often state that the information provided is not intended as legal advice and should not be relied upon as such, and that the employer is not responsible for any inaccuracies or omissions in the information provided. This helps to protect the employer from potential lawsuits or claims by employees or third parties.

Question 9

If the correctness of a response is essential for a job, then a(n) ________ test should be used.
A) essay
B) speed
C) power
D) objective

Accepted Answer

Power tests are designed to measure the difficulty of tasks that an individual can perform, allowing for more time and focusing on the correctness of responses, which is essential for certain jobs.

Question 10

Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex, religion, or national origin if it can be shown to be a bona fide occupational qualification.

Accepted Answer

Title VII of the Civil Rights Act allows for certain exceptions to the general prohibition of discrimination on the basis of sex, religion, or national origin if it is a bona fide occupational qualification (BFOQ) necessary for the normal operation of a particular business or enterprise. However, this exception is very narrow and should only be applied in limited circumstances.

Question 11

Initial interviews can be made more useful by asking the same questions of all job applicants.

Accepted Answer

Asking the same questions of all job applicants during initial interviews ensures a fair and consistent evaluation of each candidate, making the process more useful and effective. This allows the interviewer to objectively compare the qualifications and characteristics of each applicant and make the best hiring decision based on the job requirements.

Question 12

Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.

Accepted Answer

Courts generally do not accept customer preferences as a valid reason for discrimination under the bona fide occupational qualification (BFOQ) exception, as it goes against the principles of equal employment opportunity laws.

Question 13

Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.

Accepted Answer

It is illegal to use arrest information in staffing decisions due to anti-discrimination laws. However, information about convictions that are job-related can be considered.

Question 14

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 15

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

Employers can include this information in their job application forms, job advertisements, or offer letters. This disclaimer puts candidates on notice and discourages them from misrepresenting their qualifications or work history during the hiring process. It also protects the employer from potential legal disputes or liability if they discover that an applicant lied or omitted material information during recruitment.

Question 16

It is illegal to use pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, unless such disparate impact can be shown to be job-related and consistent with business necessity.

Accepted Answer

This statement is true. Using pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, such as race or gender, is considered discriminatory unless the employer can demonstrate that it is necessary for the job.

Question 17

Within the context of the selection process, the "logic of prediction" means that:
A) indicators of an applicant's future performance are predictive of likely job performance
B) indicators of a person's degree of success in past situations should be predictive of future job success
C) predictors of job performance are correlated with KSAOs
D) indicators of job outcomes can be used to predict job performance

Accepted Answer

The "logic of prediction" in the selection process refers to the idea that past behavior and success in similar situations are the best predictors of future job performance.

Question 18

The burden of proof is on employers to defend BFOQ claims.

Accepted Answer

The burden of proof in BFOQ cases typically falls on the employer to demonstrate a legitimate business reason for the discrimination.

Question 19

The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.

Accepted Answer

These four methods are commonly used in the initial assessment of job applicants.

Question 20

Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
A) the organization has adopted a thorough competency modeling approach
B) qualifications carry over from one job to another
C) that each candidate is assessed based on his or her unique experiences
D) anonymous periodic reviews of applicant files to ensure accuracy

Accepted Answer

For the logic of prediction to work in practice for selecting employees, it's necessary that qualifications carry over from one job to another. This ensures that past performance or demonstrated skills are indicative of future success in similar roles.

Quiz 8: External Selection I