Question 1

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

The statement is not correct. Many states have laws that protect former employees from defamation and restrict what information can be disclosed in a reference check. Employers should be cautious and ensure they follow these laws to avoid legal consequences.

Question 2

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

Accepted Answer

By asking the same questions of all job applicants, the interviewer can evaluate each candidate fairly and objectively based on the same criteria. It also ensures that important information is not missed and allows for easier comparisons between candidates.

Question 3

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

This is a requirement under the Americans with Disabilities Act (ADA) to prevent discrimination against individuals with disabilities during the hiring process. Once a conditional job offer has been made, an employer is allowed to ask disability-related questions and conduct medical examinations as long as it does so for all individuals in the same job category.

Question 4

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 5

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 take reasonable care in hiring someone who then goes on to harm others within the workplace. Conducting a reference check is a crucial part of due diligence and can help prevent negligent hiring. Failure to do so can leave the organization vulnerable to lawsuits.

Question 6

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 answer of Within the context of the selection process,the...

Question 7

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

Accepted Answer

Essay tests are designed to evaluate a student's ability to convey coherent and logical arguments through writing. It assesses their overall understanding of a topic, their critical thinking skills, and the ability to articulate their thoughts and ideas effectively. Essay tests require students to organize their ideas and develop a thesis, supporting arguments, and strong conclusions, making them an appropriate choice for evaluating written communication skills.

Question 8

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

It is recommended for employers to notify applicants of their right to not hire, terminate, or discipline them for providing false information during the selection process. This can be included in the job application or during the interview process to ensure transparency and clear expectations.

Question 9

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 according to Equal Employment Opportunity Commission (EEOC) guidelines. Employers are prohibited from using employment inquiry information that has a disparate impact on protected characteristics, such as race, gender, age, etc., unless they can prove that it is job-related and necessary for the position.

Question 10

Most initial assessment methods have moderate to low validity.

Accepted Answer

Most initial assessment methods have moderate to low validity, meaning that they may not accurately capture the full picture of an individual's abilities or characteristics.

Question 11

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.

Question 12

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

Accepted Answer

The burden of proof is on the employer to defend BFOQ (Bona Fide Occupational Qualification) claims, which means they must prove that a particular characteristic (such as gender or age) is essential for performing the job in question.

Question 13

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 or disparate impact refers to the situation where a particular employment practice or policy appears neutral but ends up having a disproportionately negative impact on a protected class, leading to a violation of Title VII of the Civil Rights Act of 1964. This can occur with a predictor or selection method that unintentionally screens out a large percentage of protected class applicants or employees.

Question 14

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 15

Disclaimers are used as a means of protecting employer rights.

Accepted Answer

Disclaimers are often used in employment agreements, employee handbooks, and other documents to protect employer's rights, limit liabilities, and clarify expectations.

Question 16

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 permits discrimination based on sex, religion, or national origin if it is a bona fide occupational qualification, but only in certain limited circumstances. This exception is narrow and generally only applies in situations where the protected characteristic is reasonably necessary to the normal operation of a particular business or enterprise.

Question 17

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 18

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

Accepted Answer

This statement is true. Education level, training and experience, reference checks, and initial interviews are commonly used methods of initial assessment in various fields.

Question 19

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 20

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

Accepted Answer

The answer of Level of education requirements have little adverse...

Quiz 8: External Selection I