Question 1

Asking applicants to give written permission to contact their references is a good idea.

Accepted Answer

Asking for written permission to contact references ensures that applicants have given explicit consent for their references to be contacted, which can protect both employers and job seekers in terms of privacy and legal considerations.

Question 2

Training and experience evaluations, like other selection methods, are subject to the Uniform Guidelines on Employee Selection Procedures.

Accepted Answer

Training and experience evaluations, like other selection methods, are subject to the Uniform Guidelines on Employee Selection Procedures, which provide guidelines for the use of various selection methods to ensure that they are fair, job-related, and nondiscriminatory. These guidelines apply to all selection procedures used for employment, including but not limited to, tests, interviews, application forms, and background investigations.

Question 3

Reference checking serves more as a basis for detection of the qualified rather than identification of the unqualified.

Accepted Answer

Reference checking is often used to identify red flags or potential issues with a candidate, thus helping in the identification of unqualified candidates rather than solely confirming the qualifications of a candidate.

Question 4

Employers should use the holistic method of T&E evaluation rather than the competency-based approaches.

Accepted Answer

The choice between a holistic method and competency-based approaches depends on the specific goals, context, and needs of the organization. Neither approach is universally better; each has its advantages and is suitable for different situations.

Question 5

In-person reference checks are not frequently used in most selection programs.

Accepted Answer

In-person reference checks are less common due to the convenience and efficiency of phone or electronic communication methods, which are typically faster and more practical for most selection programs.

Question 6

While the typical validity coefficient may be relatively low, the available evidence is reasonably clear that some training and experience ratings are valid predictors of job performance.

Accepted Answer

The statement asserts that while validity coefficients may be low, some training and experience ratings can still predict job performance accurately. Therefore, the statement is true.

Question 7

Employers are prohibited from asking any questions of references that they may not request of applicants.

Accepted Answer

This is to prevent employers from using references as a way to gather information about the applicant that they are not legally allowed to ask during the hiring process.

Question 8

The possibility of libel or slander suits discourages employers from providing reference information.

Accepted Answer

Many employers are hesitant to give reference information due to the potential legal consequences of saying something negative about a former employee. This fear of libel or slander suits can discourage them from providing any reference at all or limit the information they provide to only basic facts such as dates of employment and job title.

Question 9

The use of letters of reference are probably restricted to lower skilled jobs.

Accepted Answer

Letters of reference can be useful for any job, regardless of the skill level.

Question 10

An unstructured reference checking system, rather than a structured reference checking system, is more likely to be open to charges of discrimination.

Accepted Answer

Unstructured reference checking systems rely on subjective information and can be influenced by biases and discriminatory practices. On the other hand, structured reference checking systems use standardized questions and criteria to evaluate candidates, reducing the risk of discrimination.

Question 11

Employers do not have a responsibility to provide relevant information on a past employee who is under consideration for employment by another employer.

Accepted Answer

Employers have a responsibility to provide relevant information on a past employee who is under consideration for employment by another employer, as part of the background check process. However, they must be cautious not to disclose any confidential or protected information.

Question 12

Since only positive comments are given in letters of reference, they are not useful for gaining an indication of the writer's true feelings.

Accepted Answer

Letters of reference, despite often focusing on positive aspects, can still provide insights into the writer's true feelings through the specificity, enthusiasm, and comparative context of the comments.

Question 13

It is legal, and even the duty of employers to check references.

Accepted Answer

It is legal and can even be beneficial for employers to check references in order to verify a candidate's qualifications and experience. It is also their duty to ensure that they are hiring the best candidate for the job. However, employers should always obtain consent from the candidate before contacting references and should handle reference checks with discretion and professionalism.

Question 14

It is especially important for an employer to answer reference questions from other organizations, such as "Would you rehire this person?"

Accepted Answer

The answer of It is especially important for an employer...

Question 15

Email is the most frequently used method of conducting a reference check.

Accepted Answer

The answer of Email is the most frequently used method...

Question 16

Written work experience and education information given by a job applicant are more accurate when obtained from an interview rather than a "training and experience evaluation."

Accepted Answer

A "training and experience evaluation" is a formal process of evaluating an applicant's work experience and education through documentation and verification, which makes the information obtained through this method more accurate than what may be given in an interview, which can sometimes be subjective or exaggerated.

Question 17

As far as reliability is concerned, training and experience evaluations tend to reflect rather high interrater reliability estimates.

Accepted Answer

Training and experience evaluations typically have clear criteria and objective measures, leading to higher agreement among raters and resulting in high interrater reliability estimates.

Question 18

Refusing to give information on a past employee shields an employer from a lawsuit.

Accepted Answer

Refusing to give information on a past employee can lead to a lawsuit for negligent hiring or retention. Employers may also be required by law to disclose certain information about past employees, such as employment dates and job titles.

Question 19

Several studies have demonstrated that over 95% of firms checked references.

Accepted Answer

Several studies have indeed demonstrated that over 95% of firms checked references.

Question 20

Reference checks are one of the few selection devices not subject to the Uniform Guidelines on Employee Selection Procedures.

Accepted Answer

Reference checks are subject to the Uniform Guidelines on Employee Selection Procedures because they are considered part of the selection process and can impact hiring decisions.

Quiz 9: Application Forms and Biodata Assessments, Training and Experience Evaluations, and Reference Checks