Question 1

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.Which of the following would most likely help the firm avoid liability for negligent hiring?
A) Instituting a sexual harassment policy
B) Strictly using structured interview methods
C) Administering personality tests to screen for violent personalities
D) Developing hiring policies that require employee background checks

Accepted Answer

Developing hiring policies that require employee background checks can help the firm avoid liability for negligent hiring, especially given the past incident of workplace violence. This would also align with the priority selection criteria of the ability to learn and adapt, as well as willingness to perform the job assigned. Instituting a sexual harassment policy or administering personality tests would not directly address the issue of avoiding negligent hiring liability, and strictly using structured interview methods may not provide a comprehensive assessment of candidates.

Question 2

John is subjectively evaluating all applicant information prior to making a hiring decision.He is using a clinical approach in the selection process.

Accepted Answer

A clinical approach in the selection process involves the use of subjective evaluations based on criteria established by the organization or industry. John's process of subjectively evaluating all applicant information fits in with this approach.

Question 3

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.Given the nature of the firm,which of the following laws is most relevant at this time?
A) Vocational Rehabilitation Act
B) Americans with Disabilities Act
C) Equal Pay Act
D) Executive Order 11246

Accepted Answer

Executive Order 11246 requires federal contractors to take affirmative action to ensure equal employment opportunity without discrimination based on race, color, religion, sex, sexual orientation, gender identity or national origin. Given the racial imbalance among the management team and the diverse makeup of the hourly employees, this law is most relevant at this time. Additionally, the firm's liability for the incident two years ago may make them more aware of the importance of diversity and equal opportunity in the workplace.

Question 4

A job interview based on a thorough job analysis,applying job-related questions with predetermined answers consistently across all interviews for a job is called a(n)________.

Accepted Answer

The answer of A job interview based on a thorough...

Question 5

The extent to which the technique measures the intended knowledge,skill,or ability is known as ________.

Accepted Answer

The answer of The extent to which the technique measures...

Question 6

What is human resource planning? How can effective selection procedures improve the HR planning process?

Accepted Answer

The answer of What is human resource planning? How can...

Question 7

A(n)________ is a set of simulated tasks or exercises that candidates are asked to perform.

Accepted Answer

The answer of A(n)________ is a set of simulated tasks...

Question 8

What are the advantages and disadvantages of traditional interviews and structured interviews when making staffing decisions? What topics should be avoided to ensure that interviews are legal?

Accepted Answer

The answer of What are the advantages and disadvantages of...

Question 9

Small businesses benefit most from using e-mail to prescreen applicants because of the cost savings and the high degree of information learned about an applicant's interpersonal skills.

Accepted Answer

E-mail prescreening primarily offers cost savings and efficiency in communication but does not effectively reveal an applicant's interpersonal skills, which are better assessed through direct interaction or interviews.

Question 10

The selection process may involve a significant amount of testing.Describe the various tests HR professionals have to choose from,why they use each,and the importance of the validity and reliability of the tests used.

Accepted Answer

The answer of The selection process may involve a significant...

Question 11

One of your employees,a member of a protected class,loses his temper and assaults and injures a customer.The customer is also a member of a protected class.During the investigation,the police discover that the employee has a long history of such behavior and served jail time for assault and battery.As the employer,you are most likely:
A) not liable for any injuries because the employee was a member of a protected class.
B) not liable for negligent hiring because you had an affirmative action plan.
C) liable for negligent hiring because you did not conduct a background check.
D) liable for injuries under Executive Order 11246.

Accepted Answer

As the employer, you have a responsibility to ensure the safety of your customers and other employees. If the employee has a history of violent behavior and you did not conduct a background check, you can be held liable for negligent hiring. This is regardless of the fact that the employee is a member of a protected class.

Question 12

________ is consistency of measurement,usually across time but also across judges.

Accepted Answer

The answer of ________ is consistency of measurement,usually across time...

Question 13

If an employer does not thoroughly check information provided by a potential employee who later commits a crime while an employee,the company can be held liable for a negligent hiring.

Accepted Answer

Employers have a duty to exercise reasonable care in hiring employees, and if they fail to conduct a thorough background check on a potential employee who later commits a crime while on the job, the employer can be held liable for negligent hiring.

Question 14

What is the difference between reliability and validity in testing? How can valid selection methods protect a firm from employment lawsuits?

Accepted Answer

The answer of What is the difference between reliability and...

Quiz 5: Recruiting and Selecting Employees