Question 1

Which of the following statements is true about realistic job previews (RJPs)?

Accepted Answer

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

Question 2

_____ turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

Accepted Answer

Involuntary turnover occurs when separation is initiated by the organization due to poor performance or downsizing.

Question 3

Good recruiters "sell" their organizations to good candidates.Contradict the statement.

Accepted Answer

The answer of Good recruiters "sell" their organizations to good...

Question 4

Maria,a manager at Forum Inc. ,is expecting a candidate for a face-to-face interview.Maria has some general topics in mind that she wishes to cover with the candidate,but there is no predetermined order to the questions.What interview method is Maria using?

Accepted Answer

Maria is using an unstructured interview method as there is no predetermined order to the questions she wishes to cover with the candidate. In an unstructured interview, the questions are not set in advance and the interviewer can ask follow-up questions based on the candidate's responses.

Question 5

_____ is the degree to which a selection method avoids adverse impact.

Accepted Answer

Fairness refers to the degree to which a selection method treats individuals fairly and equitably. Adverse impact occurs when a selection process disproportionately excludes certain groups (e.g. based on race, gender, or age). Therefore, fairness is directly related to minimizing adverse impact.

Question 6

Which of the following statements is true about recruiters in an organization?

Accepted Answer

Recruiters fulfill an important role in organizations by sourcing candidates and saving managers' time and effort. They also play a critical role in ensuring that applicants have a positive experience during the hiring process. While they may not be as familiar with the job as the future incumbent, they are still knowledgeable about the job requirements and qualifications. Applicants may also rely on recruiters for information about the job and the organization. However, recruiters must still use various tools and methods to evaluate candidates' abilities beyond just the résumé. Finally, while they can provide accurate information to applicants, reducing future turnover ultimately depends on various factors beyond just the information provided by recruiters.

Question 7

Defining performance is:

Accepted Answer

Defining performance involves determining the results that a candidate is expected to achieve on the job tasks. This helps to set clear expectations and goals for the employee, and allows for regular performance evaluations to be conducted based on the agreed-upon benchmarks. The other options listed do not fully capture the essence of defining performance.

Question 8

John is having a face-to-face interview with Rebecca,the candidate.He gives her a hypothetical scenario and asks her how she would likely behave under those circumstances.What interview method is John using?

Accepted Answer

John is using a situational interview method by presenting a hypothetical scenario and asking the candidate how they would behave under those circumstances. This method assesses the candidate's ability to handle specific situations that may arise in the job.

Question 9

Gerald,a manager at Lift & Drop Inc. ,wants to test an applicant's capability for a job by creating a work sample.Gerald picks out two essential tasks from the job description and defines what results the tasks have to yield.Which of the following is the next step?

Accepted Answer

Providing the applicant with a practical setting to perform the work sample is the next logical step. This will allow the applicant to demonstrate their skills and abilities in a real-world scenario, which will provide a more accurate assessment of their capability for the job. The other options may be useful in the hiring process, but they are not the next step for creating a work sample.

Question 10

Which of the following statements is true about performance tests?

Accepted Answer

Performance tests require the applicant to demonstrate their abilities, skills, and knowledge relevant to the job, such as performing a task or solving a problem. Option A refers to aptitude tests, Option C refers to physical or personality tests, Option D refers to integrity tests, and Option E refers to personality or situational judgment tests.

Question 11

Which of the following is an example of a performance test?

Accepted Answer

A work sample is an example of a performance test as it assesses an individual's ability to perform specific job tasks or duties. This can include completing a sample project, demonstrating a skill, or performing a simulated task. Other options listed, such as cognitive ability tests, overt integrity tests, personality-based integrity tests, and psychometric tests, are not specifically focused on job performance, but rather on general abilities, traits, or behaviors.

Question 12

During an interview,Graham asks the applicant,Jack,"Do you believe you are too honest to steal at work?" What test is Graham using?

Accepted Answer

Graham is using an overt integrity test, which directly asks the applicant about their attitudes and behaviors towards stealing. Personality-based integrity tests, psychometric tests, and general mental ability tests may not specifically assess an individual's likelihood to steal, while simulation tests involve creating scenarios to see how an individual would behave in certain situations.

Question 13

____________ interviews include questions that ask candidates to recount actual instances from their past work or relevant experiences relative to the job at hand.

Accepted Answer

Behavioral interviews are designed to elicit specific, detailed examples from a candidate's past experiences that demonstrate job-related skills and abilities. These questions typically begin with phrases such as "Tell me about a time when..." or "Give an example of a situation where you..." and are used to assess how a candidate has behaved or responded in certain situations in the past, which can be a good indicator of how they will perform in similar situations in the future.

Question 14

A(n)_____ interview involves the interviewer following a script specifically designed to target certain KSAs required for the job.

Accepted Answer

A structured interview is designed to target specific knowledge, skills, and abilities (KSAs) required for the job, and the interviewer follows a predetermined script. This differs from an unstructured interview, where the questions may vary and the interviewer may not specifically target the required KSAs. Screening, nondirective, and panel interviews can all be structured or unstructured, so they are not the best choice.

Question 15

The _____ test is a strong predictor of future success because it is an indicator of how effectively individuals can acquire job knowledge that is used to perform the job.

Accepted Answer

General mental ability, also known as cognitive ability, is a strong predictor of future success in a job because it is an indicator of an individual's ability to learn new job-related knowledge and skills quickly and effectively. It is a broad measure that includes abilities such as verbal comprehension, numerical ability, and abstract reasoning, among others. Research has consistently shown that general mental ability is one of the most important predictors of job performance across a wide range of occupations and industries.

Question 16

_____ is the degree to which the selection method can reasonably be employed in different situations,and its overall cost.

Accepted Answer

Feasibility refers to the practicality and cost-effectiveness of using a selection method in different situations. It is important to consider the feasibility of a selection method before implementing it in order to ensure that it is appropriate for the organization's needs and resources. While fairness, face validity, validity, and reliability are also important considerations in selection methods, feasibility specifically relates to its practicality and cost.

Question 17

Which of the following statements is true about the guidelines concerning methods and assessment in an effective selection process?

Accepted Answer

Reliable and valid methods must be used to predict future job success. This ensures that the selection process is fair and objective, and that the candidates selected are likely to perform well in the job. A, B, D, and E are incorrect because they either suggest ineffective approaches or violate ethical or legal guidelines for selection.

Question 18

Which of the following statements is true about interviews?

Accepted Answer

Interviews can be effective tools for predicting future job success, especially structured interviews which use standardized questions and scoring systems. Unstructured interviews, on the other hand, can be subjective and lack validity as predictors of performance. Interviews can also measure interpersonal skills, in addition to other job-related skills and qualifications. However, not all interviews are the same and they can vary in structure and format.

Question 19

Integrity tests are those that:

Accepted Answer

Integrity tests are specifically designed to detect and predict deviant behaviors of candidates on the job. These tests assess a candidate's propensity to engage in counterproductive behavior such as theft, drug use or cheating on the job. They are often used in high-risk or sensitive positions to mitigate potential risks or liabilities.

Question 20

With regard to the relationship between satisfaction and job aspects for different performance levels,_____ are least satisfied compared to other categories of performers with respect to learning new skills.

Accepted Answer

High-performing quitters are least satisfied with learning new skills because they often seek more challenging opportunities and growth, which they may not find in their current roles, leading to their decision to quit.

Quiz 12: Recruiting, Selecting, and Retaining Talent

Which of the following statements is true about realistic job previews (RJPs) ?