Question 1

The _____ interview is more reliable and valid than the others types of interviews.
A) sequential
B) nondirective
C) stress
D) structured

Accepted Answer

Structured interviews follow a standardized format with predetermined questions, scoring rubrics and evaluation criteria. This makes them more reliable and valid than other types of interviews, such as the nondirective interview which relies heavily on the interviewer's ability to interpret and probe the interviewee's responses. Stress interviews may cause anxiety and impact the results, while sequential interviews can lead to interviewer bias.

Question 2

An "in-basket" test is an example of a _____ test.
A) psychological
B) psychomotor
C) work sample
D) physical ability

Accepted Answer

An in-basket test is a work sample test that assesses a candidate's ability to prioritize, organize, and manage tasks and responsibilities commonly encountered in a particular job. Psychological tests measure traits such as personality and cognitive ability, while psychomotor tests assess physical abilities and skills.

Question 3

_____ measure dexterity, hand-eye coordination, and arm-hand steadiness.
A) Physical ability tests
B) Work sample tests
C) Aptitude tests
D) Psychomotor tests

Accepted Answer

Psychomotor tests are specifically designed to measure physical ability, including dexterity, hand-eye coordination, and arm-hand steadiness. Options A and B are too general, while option C measures cognitive abilities rather than physical ones.

Question 4

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

Accepted Answer

According to the Equal Employment Opportunity Commission, employers must keep all hiring-related documents and records for at least three years from the date of hiring or from the date of rejection. After that time period, they can be discarded. Therefore, option B is the best choice.

Question 5

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.

Accepted Answer

This is an example of a situational interview as the candidates are given hypothetical scenarios to assess their problem-solving skills and approach to handling a crisis. The candidates are being evaluated based on their ability to think critically and apply their knowledge and skills to specific situations. Competency interviews focus on assessing a candidate's skills and abilities based on past experiences, while behavioral interviews explore an individual's behavior and personality traits. Stress interviews are designed to put the candidate under pressure to assess their behavior and responses under stress.

Question 6

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

Accepted Answer

A selection interview is designed to gather additional information on a candidate and clarify any previous information obtained during the selection process. Personality tests are typically used to assess the candidate's personality traits, application forms are used to collect basic information about the candidate, and polygraphs are controversial and not always reliable.

Question 7

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

Accepted Answer

The answer of Patrick, a job applicant, was asked by...

Question 8

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.

Accepted Answer

Low inter-rater reliability means that different raters (in this case, Kent and Julie) are not agreeing on their assessments of the same candidate. This is exactly what is happening in the scenario described. Intra-rater reliability refers to consistency within a single rater, and this is not mentioned in the scenario.

Question 9

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

Accepted Answer

The question describes a hypothetical scenario and asks the interviewee what they would do in that situation. This is a classic example of a situational interview question, which is designed to assess an applicant's problem-solving and critical thinking skills. The interviewee is expected to describe the specific steps they would take to handle the situation appropriately, demonstrating their ability to think on their feet and apply their knowledge and skills to real-world situations.

Question 10

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.

Accepted Answer

Visual memory tests are a type of cognitive ability test. Psychomotor ability tests evaluate physical abilities and work sample tests assess job-specific skills, while tests that discriminate against the disabled are illegal.

Question 11

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.

Accepted Answer

The fundamental purpose of an application form is to act as a basic employee record for applicants who are eventually hired. It collects necessary information about the applicant, such as their contact information, work history, and education, which can be used as a reference when making hiring decisions and as a record of their employment if they are eventually hired. While it may also be used for EEO/affirmative action plans and ADA defense, those are not its primary purpose.

Question 12

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

Accepted Answer

The answer of Amanda has applied for a job and...

Question 13

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?

Accepted Answer

The answer of Roger, a new HR manager at Charlemagne...

Question 14

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.

Accepted Answer

The answer of In verifying the identities and credentials of...

Question 15

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.

Accepted Answer

Structured selection interviews have a set of predetermined questions and a standardized scoring system, which increases consistency in the evaluation of candidates. Unstructured interviews, on the other hand, rely on improvisation, which can lead to inconsistent and biased evaluations.

Question 16

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

Accepted Answer

An assessment center is a selection and development device consisting of a series of evaluative exercises and tests in which candidates are assessed by a panel of trained raters. Situational judgment tests are a type of psychological test that presents scenarios and asks the participant to select the best course of action. Panel interviews involve multiple interviewers asking questions to a candidate. Work simulations are exercises that replicate tasks and activities performed in a particular job. Therefore, the best choice is B.

Question 17

_____ 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

Accepted Answer

Employment-at-will is the term used to describe the legal principle that allows either employers or employees to terminate employment at any time for any legal reason, without any notice or cause required. This principle is applicable only where state law permits it.

Question 18

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

Accepted Answer

Biographical interviews focus on the past experiences of the job applicant, including education and work history. This type of interview is used to evaluate a candidate's suitability for a position based on their background and qualifications.

Question 19

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.

Accepted Answer

Structured interviews involve a set of standardized questions that are asked of all job applicants. This is the defining characteristic of a structured interview, whereas the other options are not true of all structured interviews.

Question 20

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.

Accepted Answer

This hiring process is an example of preemployment screening process as it involves using a questionnaire to screen out ineligible applicants before moving on to the next step in the hiring process.

Quiz 7: Selecting Human Resources

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

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

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

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

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?

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:

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.

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:

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

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?

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?

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

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

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.

_____ 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) .

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.

Which of the following is true of all structured interviews?