Deck 7: Selecting Human Resources

Question 1

More than anything else, placement of human resources should be seen as a(n):

A) public relations activity.
B) operating management responsibility.
C) matching process.
D) marketing tool.

Answer 1

C

Question 2

What is the main purpose of preemployment screening?

A) To provide a realistic job preview and discourage potential applicants who would be dissatisfied with the job
B) To identify applicants with arrest records and convictions
C) To determine if applicants meet the minimum qualifications for job openings
D) To obtain information for EEO and affirmative action reports

Answer 2

C

Question 3

How does the compensatory approach combine predictors?

A) A minimum cutoff is set on each predictor
B) A higher score on one predictor offsets a lower score on another
C) The highest predictor scores for all test takers is used to set an average cutoff
D) Multiple hurdles are set to compensate for the different predictors

Answer 3

B

Question 4

The _____ of a test is the extent to which a predictor repeatedly produces the same results over time.

A) reliability
B) test validity
C) consistency
D) predictability

Question 5

The process of choosing individuals with correct qualifications to fill jobs in an organization is called _____.

A) recruitment
B) selection
C) job matching
D) attrition

Question 6

HR professionals are least likely to make the final hiring decisions when _____ positions are filled.

A) clerical
B) contract
C) entry-level
D) middle-management

Question 7

For the position of firefighter in Redville, the physical requirements are rigorous and the selection process involves many ability tests. Mark has a hearing impairment. This impairment alone caused him to be disqualified, even though Mark passed all the other physical tests and pencil-and-paper tests that were conducted earlier. This is an example of:

A) the compensatory approach to selection.
B) poor person/organization fit.
C) discrimination under the ADA.
D) the multiple hurdles approach of combining predictors.

Question 8

Lack of fit between a person and a job is most likely to result from:

A) mistakes in evaluating the person's KSAs.
B) improper employee training.
C) negligence of exit interviews.
D) a lack of a positive company "brand" that attracts qualified applicants.

Question 9

Mary, the recruiter for Aurora Borealis Lighting Inc., decides to hire an individual who has the ability to learn on the job. They estimate it will be two years before the new hire will be fully productive. Consequently, they are looking to hire a person who will be with the company for at least four or five years. Mary suggests that they only hire applicants who have been with their previous employers for at least two years, and who have not changed their jobs too frequently. Mary's suggestion is an example of a:

A) KSA.
B) soft skill.
C) realistic job preview.
D) predictor of selection criteria.

Question 10

In the _____ approach for combining predictors, a minimum cutoff score is set on each predictor, and to be considered, each minimum level must be "passed."

A) universal predictor
B) compensatory
C) multiple hurdles
D) matching

Question 11

The purpose of a _____ is to give applicants an accurate idea of the positive and negative aspects of a job so that they can more accurately evaluate the employment situation.

A) job specification
B) realistic job preview
C) truth-in-hiring approach
D) job analysis

Question 12

Ability, intelligence, and conscientiousness are all examples of:

A) elements of job performance.
B) selection criteria.
C) predictors of selection criteria.
D) soft skills.

Question 13

Which of the following is a feature about validity?

A) The EEOC prefers concurrent validity over predictive validity studies of predictors.
B) Concurrent validity studies take much longer than do predictive studies of predictors.
C) Concurrent validity studies use the employer's existing employees to test whether certain predictors are tied to performance levels.
D) Both concurrent and predictive validity tests can be accurately run with as few as 15 employees.

Question 14

Mark is unhappy with his new job as a first line supervisor at a call center. Mark finds the job boring and longs for the end of his shift every day. He wants to apply for another job either within or outside the organization. This is an example of:

A) a realistic job preview.
B) burnout.
C) negligent hiring.
D) a poor person/job fit.

Question 15

Voltra Inc. is planning to fill a number of openings for entry-level professionals. The selection process is quite extensive and includes several levels of individual interviews, panel interviews, psychological tests, and general ability tests. Much of the interview time is spent on the applicant's philosophy of life and work. Voltra is highly concerned about:

A) defining who is an applicant.
B) complying with EEO and ADA requirements.
C) person/organization fit.
D) matching the person to the job.

Question 16

For the last five years, the HR manager at Fresh Foods has been asking all applicants to appear for a test. The HR manager now intends to study the correlation between the test scores of those employees that were hired and their performance appraisals and promotion records, and whether they have stayed with the firm or have left. The HR manager is conducting a:

A) content validity test.
B) concurrent validity test.
C) face-validity test.
D) predictive validity test.

Question 17

Jill graduated with an MBA during a severe economic recession. She accepted a job as a trainer for a major national bank. Jill was one of the top candidates when she was hired by the bank. Three months into her job, she feels that the individual bank customers are not valued, and that the bank engages in misleading advertising. This is an example of:

A) poor person/organization fit.
B) a realistic job preview.
C) negligent hiring.
D) a snap judgment.

Question 18

Measurable or visible indicators of selection criteria are called:

A) reliable estimators.
B) predictors.
C) realistic job previews.
D) validators.

Question 19

In selection, validity refers to:

A) the strength of the correlation between a test score and a predictor.
B) the consistency with which the predictor actually tests the desired construct.
C) the applicant achieving approximately the same score in a test-retest situation.
D) the correlation between a predictor and job performance.

Question 20

The purpose of selection is _____, fitting a person to the right job.

A) placement
B) orientation
C) recruitment
D) staffing

Question 21

The _____ interview is more reliable and valid than the others types of interviews.

A) sequential
B) nondirective
C) stress
D) structured

Question 22

An "in-basket" test is an example of a _____ test.

A) psychological
B) psychomotor
C) work sample
D) physical ability

Question 23

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.

A) Physical ability tests
B) Work sample tests
C) Aptitude tests
D) Psychomotor tests

Question 24

Greta is the new HR manager at a small company. The previous HR manager had kept every scrap of paper that crossed his desk during the last ten years but Greta is determined to clear out the unnecessary documents. Greta knows she should keep all applications and hiring-related documents and records _____ before they can be discarded.

A) for one year
B) for three years
C) for five years
D) for seven years

Question 25

The selection process for hiring the assistant to the mayor of a large city includes giving the finalists three hypothetical crisis scenarios. One deals with a terrorist threat at a sporting event, another deals with a plane crash at the airport, and the third deals with a major earthquake. Each candidate must describe her/his approach to handling the crisis, which will be recorded and evaluated by a panel. This is an example of a:

A) competency interview.
B) behavioral interview.
C) stress interview.
D) situational interview.

Question 26

The purpose of a(n) _____ is to obtain additional information on a candidate and to clarify information gathered throughout the selection process.

A) personality test
B) application form
C) selection interview
D) polygraph

Question 27

Patrick, a job applicant, was asked by his interviewer, "In your previous job, how did you handle employees who were poor performers?" Based on this information, what type of interview did Patrick attend?

A) Behavioral interview
B) Biographical interview
C) Nondirective interview
D) Situational interview

Question 28

Kent and Julie are both recruiters for Sunspree Corp. When both of them interview the same applicant, they often find that they have different opinions about the applicant's potential as a future high performer for Sunspree. Kent and Julie demonstrate:

A) low inter-rater reliability.
B) high inter-rater reliability.
C) high intra-rater reliability.
D) low intra-rater reliability.

Question 29

In her interview for a position as a bartender at a luxury hotel bar, Megan was asked "What would you do if one of the customers started slurring her words and began making off-color jokes that other customers in the bar could hear?" Such types of questions are typically asked in _____ interviews.

A) behavioral
B) nondirective
C) situational
D) stress

Question 30

Kevin, a recent college graduate, applied for a job with a firm which provides security to high-profile individuals. During the selection process, he was given a test for visual memory. Tests such as these are classified as:

A) psychomotor ability tests.
B) cognitive ability tests.
C) illegal tests that discriminate against the disabled.
D) work sample tests.

Question 31

Which of the following is a fundamental purpose of an application form?

A) It forms the basis for an organization's EEO/affirmative action plans.
B) It can be used as a defense in an ADA discrimination case.
C) It is a record of an employer's desire to hire someone for an open position.
D) It acts as a basic employee record for applicants who are eventually hired.

Question 32

Amanda has applied for a job and has taken a number of selection tests. She has not been given a conditional job offer. Which of the following tests can she refuse to take because it will be considered illegal under the ADA?

A) A step test for endurance
B) An English fluency test
C) A test to demonstrate her ability to use photo editing software
D) An honesty test

Question 33

Roger, a new HR manager at Charlemagne Tools Inc., examines the application form that the company has been using for the last two years. According to the guidelines set by the EEOC and various court decisions, which of the following is an illegal question in the application form?

A) Have you ever been convicted of a felony?
B) Can you perform the duties of the job with accommodation?
C) What is your driver's license number?
D) Who should we contact in case of emergency?

Question 34

In verifying the identities and credentials of job applicants, employers must use the revised form I-9 for each employee hired and must:

A) permit annual audits of HR records by ICE agents.
B) send copies of all documents submitted by employees to the Immigration and Naturalization Service within 48 hours of hiring.
C) determine whether a job applicant is a U.S. citizen, registered alien, or illegal alien, within 72 hours of hiring.
D) contact the Department of Homeland Security within 24 hours if an illegal alien applies for a job with a government contractor in the transportation sector.

Question 35

The great advantage of structured selection interviews over unstructured interviews is their:

A) naturalness and ability to set the candidate at ease.
B) effectiveness at organizational branding.
C) consistency in evaluation of candidates.
D) improvisational approach to gathering information about candidates.

Question 36

A(n) _____ is a selection and development device composed of a series of evaluative exercises and tests in which candidates are evaluated by a panel of trained raters.

A) situational judgment test
B) assessment center
C) panel interview
D) work simulation

Question 37

_____ means that the employer or applicant has the right to terminate employment at any time with or without notice or cause (where applicable by state law).

A) Employment-at-will
B) Right-to-work
C) Free agency
D) Contingency employment

Question 38

Gerard, a job applicant, was asked to appear for an interview by an organization. Gerard spent the first 15 minutes of the job interview relating details about his education and work experience to the interviewer. This is a _____ interview.

A) behavioral
B) competency
C) biographical
D) non-directive

Question 39

Which of the following is true of all structured interviews?

A) All candidates meet with the same interviewer.
B) A set of standardized questions are asked of all job applicants.
C) Each candidate appears before a panel of interviewers.
D) Questions are designed to address all of the Big Five personality traits.

Question 40

A new Gulf Coast casino plans to hire over 1,000 employees for its new resort. The casino's HR department requires applicants to complete an online questionnaire which is later analyzed using computer software and only those applicants who have previously worked in hotels and casinos are considered eligible for the next step in the hiring process. This is an example of a:

A) compensatory approach to selection.
B) realistic job preview.
C) preemployment screening process.
D) multiple hurdles approach to selection.

Question 41

Which of the following statements is true about medical examinations and inquiries?

A) A company may require applicants to take a drug test even before a conditional job offer has been made.
B) A preemployment health checklist can be required of applicants before a job offer is made, but physical medical exams cannot be requested until a job has been conditionally offered.
C) A drug test is considered a medical exam and cannot be administered unless a conditional job offer has been made.
D) Companies may ask questions about an applicant's current medical condition but not about past medical problems, even after a conditional job offer has been made.

Question 42

Which of the following occurs when an interviewer allows a positive characteristic about a job applicant to overshadow other evidence?

A) Halo effect
B) Cultural noise
C) Similarity bias
D) Snap judgment

Question 43

Morgan, the best candidate for the position of director of marketing, has tested positive for the presence of illegal drugs in a hair sample. Given this scenario, the HR manager should:

A) notify Morgan that he was denied the job because of a positive drug test.
B) inform Morgan that someone else has been hired.
C) hire Morgan and inform him of the company's Employee Assistance program.
D) ask Morgan to submit to a second type of drug test at another laboratory.

Question 44

When operating managers are allowed to select their own staff, the effectiveness of the selection process is enhanced because the operating managers have an instinctive feel for the type of employee who would perform well in their department.

Question 45

The brand of an organization is clarified and sharpened by realistic job previews that focus on both the attractive and unattractive aspects of a job.

Question 46

Anthony was interviewing an applicant to be a volunteer docent (instructor and tour guide) for a large art museum. During the course of the interview, the applicant began to discuss her interest in introducing young children to great works of art. Anthony followed up with several questions about how young children react to art, why she felt early exposure to art was important, and how she would design situations for children to experience art. Anthony was conducting a _____ interview.

A) behavioral
B) nondirective
C) stress
D) structured

Question 47

Reliability is the ability of a test to produce the same results repeatedly over time.

Question 48

The position for City Manager of Scenic River attracted many applicants. As part of the selection process, the applicants each appeared one-by-one before the entire Scenic River Board of Aldermen for an interview. This is an example of a _____ interview.

A) panel
B) mass
C) biographical
D) situational

Question 49

Angus has been a bus driver for a tour bus company for the last 15 years and has an excellent driving record. Last year, Angus was on medical leave for 8 weeks due to a back injury which has left him in chronic pain. If Angus has an accident while driving one of the tour buses because of the effects of his prescription pain medication and if passengers are injured, the company might be liable for:

A) failure to conduct a thorough background check on Angus.
B) negligent hiring.
C) criminal negligence.
D) negligent retention.

Question 50

In selection, a predictor is a characteristic that a person must have to perform a job successfully.

Question 51

Which of the following occurs when interviewers favor or select people whom they believe to be like themselves on the basis of a variety of personal factors?

A) Halo effect
B) Cultural noise
C) Similarity bias
D) First impression error

Question 52

Which of the following types of selection interviews is unstructured?

A) Behavioral interview
B) Situational interview
C) Competency interview
D) Nondirective interview

Question 53

The interior decorators, designers, and architects of WorldKraft Design work together in self-managing work groups. This structure is key to the organization's culture, and it is important that new hires fit in with the work group to which they are assigned. In this case, it would be wise to use:

A) multiple-hurdle interviews.
B) stress interviews.
C) biographical interviews.
D) team interviews.

Question 54

Carrie phoned an applicant's former supervisor for a reference. The supervisor refuses to give any information about the former employee. What mistake may Carrie have made?

A) She did not get a signed consent form from the applicant releasing the former supervisor from liability.
B) She limited her request for information to dates of employment, positions held, and the applicant's previous job title rather than asking for particular examples of good or poor performance.
C) She contacted the supervisor by phone rather than in writing or via email, thus opening the supervisor to a charge of slander by the applicant.
D) Former supervisors rarely provide useful information, so it is not an effective use of Carrie's time to pursue this contact.

Question 55

The problem of _____ occurs when interviewers make a decision on the job suitability of applicants within the first few minutes of the interview and spend the balance of the interview looking for evidence to support it.

A) cultural noise
B) snap judgment
C) stereotyping
D) negative emphasis

Question 56

"Aaron might not be the sharpest person I know, since his cognitive scores are pretty low. But he showed wonderful interpersonal skills with guests in our simulations. I suggest that we hire him, and give him some intense training on our desk procedures." This is an example of the compensatory approach to combining predictors of work performance.

Question 57

The main legal reason for performing a thorough background check of all applicants is:

A) to comply with the Immigration and Naturalization Act.
B) to avoid résumé fraud.
C) to prevent discrimination against protected classes.
D) to protect the organization against charges of negligent hiring.

Question 58

Gisela has just finished her interview with the managing editor of a large city newspaper. She is shaken and upset because the editor talked about her educational background in an insulting tone. He also pressured her to answer confusing questions without allowing her time to collect her thoughts. Given this scenario, Gisela most likely attended a _____ interview.

A) behavioral
B) nondirective
C) biographical
D) stress

Question 59

A school district hired a school bus driver without conducting a multi-state criminal background check; a background check was conducted only in the state in which the school was located. Subsequently, the school bus driver was convicted of kidnapping one of the children who traveled in his bus. The prosecution in the case revealed that the driver had been convicted ten years ago for a similar case in another state. The school district is guilty of:

A) information falsification.
B) stereotyping.
C) compensatory hiring.
D) negligent hiring.

Question 60

What is the main purpose of an applicant flow form?

A) To report applicant demographic data to the EEOC
B) To document that the employer asked each applicant to voluntarily provide demographic data
C) To use the protected class status of individuals to make hiring decisions
D) To collect EEO data that the applicant is required by law to provide

Question 61

Ernest is applying for a carpentry apprenticeship program. He must take a test involving mathematical calculations including working with fractions and geometry. This is illegal because carpentry is a manual labor job and these tests are cognitive and not job-related.

Question 62

The selection process for an international assignment should provide a realistic picture of the life, work, and culture to which the employee may be sent.

Question 63

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

Question 64

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

Question 65

Interviewers are legally allowed to ask applicants questions about their national origin and marital status.

Question 66

Jennifer, the HR employee of a company, sends 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.

Question 67

The ADA prohibits the use of preemployment medical exams, except for drug tests, until a job has been conditionally offered.

Question 68

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

Question 69

Negligent hiring occurs when an employer becomes aware that an employee may be unfit for employment but continues to employ the person, and the person injures someone on the job.

Question 70

According to the EEOC, if an applicant's résumé voluntarily furnishes some information that cannot be legally obtained, the employer should not use that information during the selection process.

Question 71

It is legal for an employer to check a person's Social Security number, motor vehicle records, and military records when performing a background check on an applicant.

Question 72

Organizations can use honesty/integrity tests to communicate to applicants and employees alike that dishonesty will not be tolerated.

Question 73

If employers do not use E-Verify to determine if an applicant is legally permitted to work in the U.S., the employer is considered to be in technical violation of federal law and can be audited by U.S. Immigration and Customs Enforcement.

Question 74

Albert, a top-performing district manager, was fired when his employer learned that he had not graduated with an MBA as Albert had indicated on his application form two years ago. The employer's application form contained a disclosure that falsification of application information was grounds for termination. Albert's attorney says that the employer's termination of Albert is illegal because application fraud is applicable only within the first year of employment with the employer. Albert's attorney is correct.

Question 75

Courts have ruled that disqualification questions that screen out potential job applicants before the individuals even fill out a job application are discriminatory.

Question 76

The Employee Polygraph Protection Act prohibits employers, including federal, state, and local government agencies, from using polygraphs for preemployment screening purposes.

Question 77

John has a minor hand tremor which affects his ability to write legibly. This hand tremor would most likely lower John's score on the MacQuarie Test for Mechanical Ability and disqualify him for jobs requiring fine manual dexterity.

Question 78

On the Big Five personality framework, Bob has tested as broad-minded, curious, and original, which would mean that he is extroverted.

Question 79

A nondirective interview allows the interviewer to improvise and pursue interesting nonroutine discussions. Consequently, the nondirective interview is more likely to turn up critical information that can be compared across applicants than a prepared list of questions.

Question 80

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