Question 1

For what major reason will some employers refuse to answer details about the quality of a former employee when asked?

Accepted Answer

Employers may avoid discussing a former employee's performance in detail due to concerns about potential defamation lawsuits if they were to make negative comments that could harm the former employee's reputation or career prospects.

Question 2

What class of organization is actually legally required to have an affirmative action plan?

Accepted Answer

Federal contractors and subcontractors are legally required to have an affirmative action plan to ensure equal employment opportunity and to take specific actions to prevent discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin. This requirement is enforced by the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP).

Question 3

A manager has narrowed applicants for a new position down to a single preferred candidate. Interviews go well, and she is about to hire the candidate when she notices that the candidate's resume has a problem--the end date for one position extends for one year into the beginning date for the subsequent position. What should the manager do?

Accepted Answer

The manager should ask the candidate about the discrepancy to clarify whether it was an innocent mistake or intentional misinformation. This approach allows for open communication and gives the candidate an opportunity to explain.

Question 4

How should reference checking for a managerial position differ from a nonmanagerial position?

Accepted Answer

Reference checking for a managerial position should include feedback from the candidate's former subordinates to assess their leadership and management skills.

Question 5

Which of the following is a likely result of informing potential applicants that a background check will be part of the hiring process in the actual job announcement?

Accepted Answer

Informing potential applicants about background checks upfront can deter those with problematic backgrounds from applying, as they may anticipate being disqualified based on their past. This can lead to a self-selection process where applicants with concerning backgrounds choose not to apply, reducing the pool of such candidates.

Question 6

In which of the following ways does a background check differ from a reference check in terms of gathering behavioral information?

Accepted Answer

Background checks are more objective because they rely on factual, verifiable information such as criminal records, education, and employment history, unlike reference checks which are subjective and based on personal opinions.

Question 7

You are trying to do a reference check for a potential new hire, but when you contact the candidate's most recent supervisor by phone, he will only offer the candidate's dates of employment with that company. What should you do?

Accepted Answer

The answer of You are trying to do a reference...

Question 8

What advantage does a reference check have over a resume in terms of gathering a candidate's behavioral information?

Accepted Answer

Reference checks allow for direct questioning about a candidate's performance and behavior in previous roles, which can uncover weaknesses not apparent in a resume. Resumes typically highlight strengths and accomplishments, making it difficult to assess weaknesses directly.

Question 9

Which of the following references is most likely to offer positive information about a candidate?

Accepted Answer

A reference listed on a candidate's application is most likely to offer positive information because candidates typically select references who will speak highly of them to potential employers.

Question 10

Roughly how many people were living illegally in the United States in 2017?

Accepted Answer

In 2017, it was estimated that about 11 million people were living illegally in the United States. This figure has been relatively stable in recent years, according to various reports and studies on immigration.

Question 11

What problem do diploma mills contribute to?

Accepted Answer

Diploma mills issue degrees without requiring any actual coursework, leading to individuals listing degrees they didn't earn.

Question 12

When can employers legally screen applicants for drunk driving arrests?

Accepted Answer

Driving-related positions may require employers to screen applicants for drunk driving arrests to ensure safety and reliability in roles where driving is a significant part of the job responsibilities.

Question 13

A judge is asked to rule on a reverse-discrimination case involving an affirmative action plan at a local business. Under which of the following conditions is the judge most likely to rule against the affirmative action plan?

Accepted Answer

Affirmative action plans are typically scrutinized for their impact on all groups, including majority groups. A plan that harms the majority group among potential applicants could be seen as discriminatory, leading a judge to rule against it, especially if it lacks a narrowly tailored approach to address specific past discrimination without unduly harming others.

Question 14

What problem is faced when doing a credit check on candidates that is not present when using resumes or reference checks?

Accepted Answer

Credit checks can inadvertently lead to discriminatory impacts based on race due to systemic differences in credit history and access to credit across different racial groups. This is not typically an issue with resumes or reference checks, which focus more on professional experience and personal recommendations.

Question 15

Why is it illegal for an employer to ask about alcoholism?

Accepted Answer

Alcoholism is considered a disability under laws such as the Americans with Disabilities Act (ADA), which prohibits discrimination against individuals with disabilities, including those with alcoholism, in various areas including employment.

Question 16

Which of the following statements about illegal immigration and employment is accurate?

Accepted Answer

Asking only applicants from a specific ethnic group, such as Latinos, about their immigration status, while not asking other applicants, is discriminatory. This practice can lead to legal issues for employers because it violates principles of equal treatment and non-discrimination in employment practices. Federal laws in many countries, including the United States, require employers to verify the employment eligibility of all employees, not just those from specific ethnic or national backgrounds, to prevent discrimination.

Question 17

For which of the following reasons does the text argue against instituting a protected class quota system?

Accepted Answer

The text argues that instituting a protected class quota system can reinforce negative stereotypes about the protected group by suggesting they need special treatment to succeed.

Question 18

What do job applicants lie about most often on resumes?

Accepted Answer

The answer of What do job applicants lie about most...

Question 19

What does the text recommend a company should do before implementing an affirmative action plan?

Accepted Answer

Before implementing an affirmative action plan, it is crucial for a company to have it vetted by a lawyer. This ensures that the plan complies with all relevant laws and regulations, minimizing legal risks and ensuring that the plan is effective and fair.

Question 20

Which of the following is a good source for behavior information about a candidate that can be acquired by a potential employer?

Accepted Answer

The answer of Which of the following is a good...

Quiz 3: Hiring Ethical People