Question 1

The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments.

Accepted Answer

The multiple hurdles approach involves candidates having to pass each assessment stage or hurdle before moving on to the next; it does not allow high scores on some assessments to compensate for low scores on others.

Question 2

If a hiring manager mistakenly offers a job candidate a salary higher than what the firm had authorized the manger to offer,the salary offer is not legally binding.

Accepted Answer

In many jurisdictions, if a job candidate accepts an offer in good faith, the offer can become a legally binding contract, even if it was a mistake on the part of the hiring manager.

Question 3

At Spyglass Inc. ,a private eye firm,new hires are chosen with utmost care.The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated.Which of the following methods should it use to hire new employee?

Accepted Answer

The multiple hurdles approach involves setting up multiple hurdles or criteria that must be met by the candidate in order to be hired. This approach is suitable for companies like Spyglass Inc. that have a reputation for providing accurate information and require employees who possess specific skills, such as attention to detail and critical thinking abilities. By setting up multiple hurdles, the company can ensure that only the most qualified candidates are selected for the job.

Question 4

An applicant who feels she or he was asked questions unrelated to the job during an interview likely feels low procedural fairness.

Accepted Answer

Asking questions unrelated to the job during an interview can be perceived as unfair by the applicant, leading to a feeling of low procedural fairness.

Question 5

Pursuing diverse candidates should begin in the assessment stage of the hiring process.

Accepted Answer

Pursuing diverse candidates should begin in the recruitment stage, not just during assessment, to ensure a diverse pool of applicants from the start.

Question 6

A written employment contract is considered to be an explicit employment contract.

Accepted Answer

A written employment contract clearly outlines the terms and conditions of employment, which makes it an explicit employment contract.

Question 7

Hiring managers make the final hiring decisions.

Accepted Answer

Hiring managers are responsible for making the final decision on who to hire for a position. They review resumes, conduct interviews, and assess candidates to determine which individual would be the best fit for the job.

Question 8

When an employee does not get a promotion,they are likely to feel low distributive fairness.

Accepted Answer

This statement is true. If an employee does not get a promotion, they may feel that they have been treated unfairly in terms of the distribution of rewards and opportunities. This is an example of distributive fairness, which refers to the perceived fairness of the outcome or results of a decision or process. Other factors that can influence distributive fairness include the perceived consistency and transparency of decision-making, as well as the extent to which employees feel they have a voice or input in the process.

Question 9

Averaging candidates' scores from an interview,job knowledge test,and work simulation to derive a summary score to use in comparing candidates is an example of ________.

Accepted Answer

Unit weighting involves assigning equal weight to each component of the selection process. In this case, the interview, job knowledge test, and work simulation are given equal importance and combined to form a summary score. This approach is straightforward and ensures that each component contributes equally to the final decision.

Question 10

A high job offer does not allow further negotiation.

Accepted Answer

While high job offers may not require negotiation, it is still possible to negotiate even if the offer seems favorable. It is always worth considering negotiating for other benefits, such as additional vacation time or flexible work hours.

Question 11

Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ________.

Accepted Answer

The compensatory approach allows a high score on one assessment to make up for a low score on another assessment. In this case, the candidate's high score on the interview makes up for their low score on the personality test. The multiple hurdles approach would require a minimum score on both assessments to move forward in the hiring process. The contingent approach would involve different assessments based on the specific job requirements. The normative approach involves comparing the candidate's scores to a predetermined norm or standard.

Question 12

In the selection procedure of a firm,an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process.What type of assessment plan is being used?

Accepted Answer

In a multiple hurdles assessment plan, candidates must pass each step or hurdle before being allowed to continue in the hiring process. In this particular case, applicants must pass a minimum score on two different assessment methods before being able to proceed, which is a clear example of the multiple hurdles plan.

Question 13

The compensatory approach runs the risk of increased legal troubles due to different weightings provided by different experts.

Accepted Answer

The compensatory approach relies on expert opinions to assess the amount of damages to be awarded, and if different experts provide different weightings, it can lead to legal disputes and challenges.

Question 14

To be legal,job offers must be presented in writing.

Accepted Answer

While it is recommended that job offers be presented in writing to avoid confusion or misunderstandings, it is not legally required. Verbal job offers can still be legally binding.

Question 15

Under the UGESP,any adverse impact from the use of an assessment method is illegal.

Accepted Answer

Under the Uniform Guidelines on Employee Selection Procedures (UGESP), an adverse impact from the use of an assessment method is not automatically illegal; it becomes a concern if the employer cannot justify the assessment method as job-related and consistent with business necessity.

Question 16

Job candidates can renege on an accepted job offer,not companies.

Accepted Answer

Both job candidates and companies can renege on an accepted job offer, although it is generally considered unprofessional and can have consequences for both parties.

Question 17

When different assessments are made using different scales,before they can be combined the raw scores must be ________.

Accepted Answer

Before combining different assessments, it is necessary to standardize the raw scores to obtain comparable scores on a common scale. This ensures that the scores are weighted equally and can be combined to provide an overall measure of the construct being assessed. Standardization involves converting the raw scores to standardized scores, such as z-scores or T-scores, which have a mean of 0 and a standard deviation of 1.

Question 18

Using experts to decide how to weight candidates' scores on different assessments is called unit weighting.

Accepted Answer

Using experts to decide how to weight candidates' scores on different assessments is actually called criterion weighting. Unit weighting is when all assessments are given equal weight in the overall evaluation of the candidate.

Question 19

It is sometimes permissible to hire a nonqualified minority candidate over a qualified nonminority candidate.

Accepted Answer

The answer of It is sometimes permissible to hire a...

Question 20

A non-solicitation agreement prevents a firm's former employees from actively soliciting the firm's customers on behalf of the employees' new employer.

Accepted Answer

A non-solicitation agreement is designed to protect a firm's customer base from being actively solicited by former employees who have joined a competitor or started their own business. Such agreements typically prohibit a former employee from directly or indirectly soliciting the firm's customers for a specified period of time after leaving the company.

Quiz 11: Choosing and Hiring Candidates