Question 1

Describe the relationship among job performance, selection criteria, and predictors in the employee selection process.

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Question 2

What are the types of global employees that need to be considered when selecting candidates for international assignments?

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Question 3

Identify the sources of background information for job applicants.

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Question 4

Since "soft skills" are difficult to test for, and interviewing for these skills often puts women candidates at a disadvantage, the EEOC's guidelines require that applicants be selected for quantifiable or measurable "hard skills" only.

Accepted Answer

The statement is untrue. The EEOC's guidelines do not require that applicants be selected for quantifiable or measurable "hard skills" only. The guidelines emphasize the importance of assessing both hard and soft skills fairly and without bias. Additionally, interview questions that assess soft skills can be structured in a way that does not disadvantage any particular group.

Question 5

Define situational judgment tests.

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Question 6

The United States is the only country which restricts the employment of foreign nationals by requiring work permits and visas.

Accepted Answer

Many countries have their own regulations and requirements for the employment of foreign nationals, including work permits and visas. The United States is not the only country with such restrictions.

Question 7

In the context of selection and placement, what is meant by the term "mismatch"?

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Question 8

All U.S. EEOC regulations and laws apply to foreign-owned firms operating in the United States.

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Question 9

What is the attraction-selection-attrition (ASA) theory?

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Question 10

Why are medical examinations required in the selection process?

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Question 11

What selection tests would be appropriate to use for entry-level professional positions? Which tests would clearly not be appropriate or even illegal?

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Question 12

Discuss the usefulness of honesty and integrity tests as selection tests.

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Question 13

What are the purposes of the application form? What disclaimers should application forms contain?

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Question 14

What are the EEOC guidelines that need to be considered when planning the content of application forms?

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Question 15

Why does inter-rater reliability become important during selection interviewing?

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Question 16

List the talent acquisition functions that organizations need to be concerned with.

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Question 17

EEO laws require employers to collect data on race, sex, and other demographics about their applicants but, legally, employers are not allowed to use this information in making hiring decisions except in very limited circumstances.

Accepted Answer

EEO laws prohibit discrimination based on certain protected characteristics, so collecting data on these characteristics helps to ensure that employers are meeting their legal obligations. However, using this information to make hiring decisions can be seen as discriminatory and is generally not allowed except in very limited circumstances, such as affirmative action programs.

Question 18

What are the circumstances in which an employer needs to combine predictors? What are the two ways of combining predictors?

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Question 19

How does an unstructured interview differ from a semistructured one?

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Question 20

What purposes do application forms serve?

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Quiz 7: Selecting Human Resources