Question 1

A(n) _____ is a mechanical device that measures a person's galvanic skin response, heart rate, and breathing rate.

Accepted Answer

A polygraph is a device commonly known as a lie detector that measures a person's physiological responses, including galvanic skin response, heart rate, and breathing rate, in response to questioning. An ammeter measures electric current, a periscope is an optical instrument used to see over obstacles, and a voltmeter measures electric potential difference.

Question 2

Unlike psychomotor tests, work sample tests:

Accepted Answer

Work sample tests require applicants to perform a simulated task that is a specified part of the target job, unlike psychomotor tests which measure physical abilities such as dexterity and hand-eye coordination. Work sample tests are not limited to assembly line workers and are considered skill-based tests that evaluate an applicant's ability to perform specific job tasks.

Question 3

Patrick, a job applicant, was asked by his interviewer, "In your previous job, how did you handle employees who were poor performers?" Given this information, it can be said that Patrick most likely attended a:

Accepted Answer

The question asked by the interviewer is focused on Patrick's past behavior in handling poor performing employees, indicating a behavioral interview. These types of interviews are used to assess how a candidate has acted in certain situations in the past and are often based on the premise that past behavior is a good predictor of future behavior.

Question 4

A(n) _____ interview is more reliable and valid than other interview approaches.

Accepted Answer

A structured interview is more reliable and valid than other interview approaches because it follows a standardized format with a predetermined set of questions asked in the same order to all candidates. This reduces bias and ensures that each candidate is evaluated on the same criteria, increasing the reliability and validity of the interview process. Sequential interviews involve multiple interviewers who take turns asking questions, which can lead to inconsistent evaluations. Nondirective and unstructured interviews allow for more flexibility and open-ended questions, but can also lead to subjective evaluations and a lack of consistency in the interview process.

Question 5

A typing test is an example of a _____ test.

Accepted Answer

A typing test is an example of a work sample test as it evaluates a candidate's ability to perform a specific task that is relevant to the job they are applying for. Work sample tests simulate actual job tasks and provide a realistic preview of the work environment. Psychological tests assess a candidate's personality, behavior, attitudes, and mental ability. Systematic tests are carried out according to a plan or a methodical approach. Physical ability tests measure a candidate's physical fitness and their ability to carry out physically demanding tasks.

Question 6

Sanjay, the 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 Equal Employment Opportunity Commission and various court decisions, which of the following is an illegal question on the application form?

Accepted Answer

Asking about emergency contact information is legal and important for the employer to have in case of an emergency situation. However, A is a potentially discriminatory question as it could be used to exclude candidates who are unable to relocate due to family obligations or disabilities. B is a legal question as it assesses whether the candidate can perform the job with reasonable accommodations, but it is not considered appropriate to ask about reasonable accommodations before a job offer is made. C is also legal but may be less relevant to the job application process and may be interpreted as an attempt to profile the candidate based on protected characteristics such as race or national origin.

Question 7

In her interview for the position of bartender in a luxury bar, Rosario was asked "What would you do if one of the customers began making off-color jokes that other customers in the bar could hear?" Rosario most likely attended a(n) _____.

Accepted Answer

In a situational interview, the interviewer asks how the candidate would handle specific situations that might arise on the job. The question asked of Rosario is a hypothetical scenario that falls within the realm of a situational interview question.

Question 8

Gerard, a job applicant, was asked by a company to appear for an interview. During the interview, Gerard spent most of the time providing details about his education and work experience to the interviewer. This best exemplifies a _____.

Accepted Answer

In a biographical interview, the interviewer asks questions about the candidate's past experiences, education, and work history. This scenario describes Gerard providing detailed information about his education and work experience to the interviewer, which is characteristic of a biographical interview. In a behavioral interview, the interviewer asks about how the candidate handled specific situations in the past; in a situational interview, the interviewer presents hypothetical scenarios for the candidate to respond to; and in a nondirective interview, the candidate is given more freedom to lead the conversation.

Question 9

In a structured interview, _____.

Accepted Answer

In a structured interview, a set of prepared job-related questions are asked of all job applicants. This helps to ensure fairness and consistency in the interview process. A is not necessarily true, as multiple interviewers may be involved in the process. C is incorrect, as inter-rater reliability and consistency are actually high in structured interviews. D is incorrect, as questions may not necessarily be designed to address all of the Big Five personality traits.

Question 10

_____ indicates the right of an employer or an employee to terminate employment at any time with or without notice or cause (where applicable by state law).

Accepted Answer

At-will employment is a legal concept that allows employers or employees to terminate an employment relationship at any time with or without notice or cause, as permitted by state law. This means that an employer can terminate an employee's employment for almost any reason or no reason at all, as long as it is not discriminatory or retaliatory. Similarly, an employee can also quit a job at any time, with or without notice, without facing any legal consequences.

Question 11

As opposed to unstructured interviews, structured interviews:

Accepted Answer

Structured interviews use a standardized set of questions asked in a pre-determined order, which ensures consistency across interviews. In contrast, unstructured interviews allow for more interviewer flexibility and can result in inconsistent questioning across interviews. Therefore, structured interviews ensure greater consistency.

Question 12

Greta is the new HR Manager of a small company. The previous HR Manager kept every document he had access to in the past 10 years of his job at the firm, but Greta is determined to clear out the unnecessary documents. In the context of Equal Employment Opportunity Commission (EEOC) requirements, Greta should keep all applications and hiring-related documents and records for _____ before they can be discarded.

Accepted Answer

According to EEOC requirements, applications and hiring-related documents and records should be kept for three years before they can be discarded.

Question 13

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

Accepted Answer

Employers must verify the employment eligibility of new hires within 72 hours by completing the I-9 form, which includes determining if the applicant is a U.S. citizen, registered alien, or illegal alien.

Question 14

A new casino wants to hire about 1,000 employees for its new resort. Applicants are asked to complete an online questionnaire that will later be analyzed using computer software. Only those applicants who have previously worked in hotels and casinos will be considered eligible for the next step in the hiring process. This best exemplifies _____.

Accepted Answer

This scenario describes a pre-employment screening process, where applicants are required to complete an online questionnaire as the first step in the hiring process. Additionally, the screening process includes a specific requirement that limits eligibility to individuals with prior experience in hotels and casinos. This is an example of screening out candidates who lack the required experience and skills for the job. The other options are not relevant to the scenario described.

Question 15

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

Accepted Answer

Psychomotor tests measure physical abilities such as dexterity, hand-eye coordination, and arm-hand steadiness. Option A, physical ability tests, may include strength, endurance, and flexibility assessments, but they do not necessarily measure dexterity and coordination. Option B, work sample tests, evaluate a candidate's ability to perform specific job tasks, but may not directly measure physical abilities. Option C, aptitude tests, typically assess cognitive abilities and potential, rather than physical skills.

Question 16

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

Accepted Answer

The test for visual memory is a cognitive ability test, which measures a person's mental abilities, including memory, problem-solving, and decision-making. Psychomotor ability tests measure physical abilities, formative tests assess learning progress, and work sample tests evaluate job-related skills. Therefore, the best choice is B, cognitive ability tests.

Question 17

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

Accepted Answer

An application form serves as a basic employee record for applicants who are hired, as it contains essential information about the applicant that can be used for employment records.

Question 18

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 his or her approach to handling the crisis, which will be recorded and evaluated by a panel. This best exemplifies a(n) _____.

Accepted Answer

The scenario-based questioning where the finalists are given hypothetical crisis situations and are asked to describe their approach to handling the crisis is an example of a situational interview. This type of interview is structured and aims to measure the candidate's ability to handle real-life situations likely to occur in the job.

Question 19

A(n) _____ is a selection process composed of a series of evaluative tests during which candidates are evaluated by multiple raters.

Accepted Answer

An assessment center is a selection process that involves multiple evaluative tests, such as interviews, job simulations, and other assessments, which are conducted by multiple raters. This process is often used for identifying and selecting candidates for a variety of positions, particularly those in management or leadership roles.

Question 20

Kent and Julie are recruiters for Sunspree Inc. 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 in the organization. Given this information, it can be said that Kent and Julie have _____.

Accepted Answer

Inter-rater reliability refers to the degree to which different raters or evaluators agree on their assessments of a particular individual or situation. In this case, Kent and Julie have different opinions about the same applicant, indicating low inter-rater reliability. Intra-rater reliability, on the other hand, is the degree to which the same rater or evaluator provides consistent assessments over time, which is not being discussed in the given scenario.

Quiz 7: Selecting Human Resources