Question 1

Since "soft skills" are difficult to test for,and interviewing for soft skills often disadvantages women candidates,the EEOC's guidelines require that applicants be selected for quantifiable or measurable "hard skills" only.

Accepted Answer

The statement is incorrect. The EEOC's guidelines do not require that applicants be selected for quantifiable or measurable "hard skills" only, but rather require that all candidates be evaluated based on job-related criteria, including both hard and soft skills. The guidelines also caution against using subjective measures or allowing bias and stereotypes to unfairly impact the selection process.

Question 2

Hussein is a U.S.citizen working in Albuquerque,NM.He has been passed over for promotion twice by his employer,an Israeli-owned irrigation-supply company operating in New Mexico.Hussein is fairly certain that his Israeli manager is discriminating against him because of his ethnic origin.Unfortunately,Hussein cannot bring an discrimination suit because the company is foreign-owned,not U.S.-owned.

Accepted Answer

This statement is false. Under U.S. law, foreign-owned companies operating in the U.S. are subject to the same employment discrimination laws as U.S.-owned companies. Hussein may be able to bring a discrimination suit against his employer if he has evidence of discrimination.

Question 3

The U.S.is one of the few countries which restrict the employment of foreign nationals by requiring work permits and visas.

Accepted Answer

Many countries around the world require work permits and visas for foreign nationals to legally work within their borders, not just the U.S.

Question 4

It is legal for an employer to check a person's social security number,motor vehicle records and his/her military record when the employer is doing an applicant background check.

Accepted Answer

Employers are allowed to request information on an applicant's social security number, motor vehicle records, and military record as part of a background check. However, there are certain restrictions and regulations set by the Fair Credit Reporting Act (FCRA) regarding the collection and use of this information.

Question 5

Poor adaptation of an expatriate's spouse and/or family to the overseas location is a major factor in the failure of expatriate assignments.

Accepted Answer

It is a well-known fact that the inability of the spouse and/or family of an expatriate to adjust to the new location is one of the main causes of expatriate failure. This is because the expatriate's family plays a critical role in his or her well-being, and if they are unhappy or unable to adapt to the new environment, it can have a significant impact on the expatriate's performance and morale. Therefore, it is important for organizations to provide adequate support and resources to help expatriate families settle in and adjust to the new culture and surroundings.

Question 6

In a situational interview,applicants are required to give specific examples of how they have handled a problem in the past.

Accepted Answer

In a situational interview, applicants are asked to describe how they would handle hypothetical situations in the future, not how they have handled problems in the past.

Question 7

Nick walked in to LogicMaster Instruments to apply for an assembly technician position.The HR staffer told Nick he would need to take a drug test after he filled out his application.Nick was embarrassed because he had smoked a joint the day before and he was not sure the drug would be out of his system.He had to tell the HR staffer than he would come back another day.The HR staffer behaved legally.

Accepted Answer

The HR staffer was following legal protocol by requiring Nick to take a drug test, and Nick's decision to come back another day was his own personal choice.

Question 8

The panel interview is frequently used because it is less stressful for both interviewers and applicants than a series of separate one-on-one interviews.

Accepted Answer

Panel interviews can be more stressful for applicants because they have to address multiple interviewers at once, which can be intimidating. For interviewers, coordinating and conducting a panel interview can also be more challenging than one-on-one interviews.

Question 9

You are the college recruiter for an investment bank.What selection tests would be appropriate to use for entry-level professional positions? Which tests would clearly not be appropriate or not legal?

Accepted Answer

The answer of You are the college recruiter for an...

Question 10

EEO laws require employers to collect data on race,sex and other demographics about their applicants.But,legally,employers are not allowed to use this information in making hiring decisions except in very limited circumstances.

Accepted Answer

This statement is true. While employers are required to collect certain demographic data about their applicants for equal employment opportunity (EEO) reporting purposes, they are not allowed to use this information to make hiring decisions except in very limited circumstances, such as affirmative action programs. Using this information to discriminate on the basis of race, sex, or other protected characteristics is illegal.

Question 11

A non-directive interview allows the interviewer to improvise and to pursue interesting openings the applicant provides.Consequently,the non-directive interview is more likely to turn up critical information that can be compared across applicants than a pre-prepared list of questions.

Accepted Answer

A non-directive interview, while allowing for improvisation and exploration of interesting topics, does not facilitate easy comparison across applicants because each interview can be significantly different based on the flow of conversation. Pre-prepared questions ensure consistency and comparability across interviews.

Question 12

What are the purposes of the application form? What legal issues are involved with application forms?

Accepted Answer

The answer of What are the purposes of the application...

Question 13

Listening techniques such as mirroring and echoing may backfire for managers doing job interviews because these responses give feedback to the applicant.

Accepted Answer

Mirroring and echoing involve repeating back what the applicant has said, which can give unintentional feedback and potentially influence their responses. This can work against the goal of getting honest and insightful answers during a job interview.

Question 14

Describe the relationship among job performance,selection criteria,and predictors in the employee selection process.

Accepted Answer

The answer of Describe the relationship among job performance,selection criteria,and...

Question 15

Becky's Facebook page shows her texting while driving in a number of different circumstances,including one where she has her cellphone taped to her car's steering wheel.Becky has found out that three different companies have rejected her after initially-promising interviews for outside sales positions because of this Facebook information.The employers are guilty of invasion of privacy and making employment decisions on inappropriately-gathered information.

Accepted Answer

Becky's Facebook page and the information on it are not private, as Facebook is a public platform. Therefore, the employers did not invade Becky's privacy by accessing this information. Additionally, the information on her page is relevant to her potential employment as an outside sales representative, as it could indicate potential risk-taking behavior that could be detrimental to the company. Therefore, the employers did not make employment decisions based on inappropriately-gathered information.

Question 16

Discuss the statement: "Interviews are the most widely used,but the least valid,selection method." What are some of the uses and problems associated with employment interviews?

Accepted Answer

The answer of Discuss the statement: "Interviews are the most...

Question 17

What are the purposes of background investigations of job applicants? What are some of the legal issues involved?

Accepted Answer

The answer of What are the purposes of background investigations...

Question 18

The adage: "The more you talk,the less you learn" is poor advice for interviewers of job applicants.

Accepted Answer

In the context of job interviews, the adage "The more you talk, the less you learn" may suggest that interviewers should stay quiet and let candidates do all the talking. However, this approach can be detrimental as it may prevent interviewers from gathering all the relevant information they need to make an informed decision about hiring the best candidate. Instead, interviewers should strike a balance between asking thoughtful questions and actively listening to candidates' responses in order to learn as much as possible about their qualifications and fit for the role. Therefore, the adage is not good advice for interviewers of job applicants.

Question 19

Jennifer is sending an offer letter to the applicant who is significantly more promising than any of the other applicants.The letter welcomes the applicant to the company,and reads,"We look forward to many years of a mutually-beneficial,productive relationship." This language is appropriate because there is no offer of a permanent job.

Accepted Answer

The language in the letter suggests a long-term relationship, which implies a permanent job offer, even if it is not explicitly stated. Therefore, the statement that there is no offer of a permanent job is false.

Question 20

In general,the more structured a type of selection interview is,the more likely it is to be statistically valid.

Accepted Answer

Structured interviews are designed to ask identical questions to all candidates, in the same order and same way. This makes the process more standardized and objective, which enhances the reliability and validity of the results obtained. As a result, structured interviews are more likely to be statistically reliable and valid than unstructured interviews, where questions and responses may vary depending on the interviewer's style and mood.

Quiz 7: Selecting Human Resources