Question 1

Which of the following pieces of information can an employer NOT legally ask for on employment application forms?

Accepted Answer

Employers should not ask for an emergency contact on an application form as it is not relevant to the job qualifications or hiring process. Emergency contact information should only be requested after a candidate is hired.

Question 2

Which of the following personality traits predicts success in jobs requiring social interaction, such as many sales jobs?

Accepted Answer

Extroversion is the most likely predictor of success in jobs requiring social interaction, as it is associated with outgoing, talkative, and assertive behavior, which are all valuable traits in sales positions.

Question 3

A job candidate is given an "in basket" test. Which kind of test does this exemplify?

Accepted Answer

An "in basket" test is a work sample test that simulates real-work tasks and activities that a candidate would encounter in a particular job. It assesses the candidate's abilities and skills in performing tasks such as sorting through emails, prioritizing tasks, and making decisions in a work setting.

Question 4

Which of the following is the purpose of pre-employment screening?

Accepted Answer

The purpose of pre-employment screening is to determine whether applicants have at least the minimum qualifications for open jobs, such as education, experience, and skills. This helps to ensure that the candidate pool is made up of qualified individuals who can perform the job duties successfully. Pre-employment screening may also include background checks and drug testing to further evaluate whether the candidate is suitable for the job.

Question 5

Which of the following identifies what the job application form provides at its most fundamental?

Accepted Answer

The job application form serves as a basic employee record for applicants who are eventually hired, capturing essential information that the organization will use throughout the individual's employment.

Question 6

The recruiter for West Photo Supply is scanning a résumé. The individual, a woman, is highly qualified for the position that West Photo has open. The position requires two weeks of travel per month. The résumé has a section headed "Hobbies and Activities." Here, the individual lists membership in a club called "Parents of Multiples," an organization for parents who have twins and other multiple-birth children. Which of the following statements outlines an appropriate legal perspective for the recruiter?

Accepted Answer

The recruiter cannot legally use information about an applicant's membership in a club for parents of multiples in the selection process. This information is not relevant to the job in question and could lead to the perception of discrimination against women, who are more likely to have multiple-birth children. Additionally, under Title VII of the Civil Rights Act, such information could be construed as indicative of the applicant's gender, which could lead to unlawful discrimination. Therefore, the best legal perspective for the recruiter in this situation is to exclude the "Hobbies and Activities" section from consideration in making a selection decision.

Question 7

Which statement best sums up the use of honesty/integrity tests?

Accepted Answer

Honesty/integrity tests are known to have high "fakability" because applicants can often guess the socially desirable answers and respond accordingly, which can undermine the test's effectiveness.

Question 8

The recruiter interviewing for customer service telephone representatives tells the applicants that many of the callers are upset and angry, and that some will even use offensive language when speaking with representatives. The recruiter also informs the applicants that representatives must be polite, helpful, and professional in dealing with all callers, and that their calls are monitored by a supervisor. They work in a windowless cubicle in a room holding 100 other customer service representatives. The applicants are allowed to listen to a selection of pre-recorded calls and shown the room in which representatives work. What is this an example of?

Accepted Answer

This is an example of a realistic job preview, as the recruiter is providing the applicants with a realistic and accurate portrayal of the job and what it entails. This ensures that the applicants are fully informed about the job and can make an informed decision about whether it is the right fit for them.

Question 9

Through which of the following means would an employer obtain more information on a job candidate and clarify information already gathered?

Accepted Answer

A selection interview allows employers to directly interact with the candidate, ask specific questions, and clarify any information from their application or resume.

Question 10

A vendor of an electronic applicant tracking system has called on the director of HR at Shoreline Resorts, Ltd. The director of HR realizes the system would be a significant expense and is weighing the reasons why Shoreline Resorts may find this a cost-effective investment. Which of the following ideas works against making the investment?

Accepted Answer

Option A implies that Shoreline Resorts relies on a local labour market, meaning they may not have a massive pool of applicants. Therefore, an electronic applicant tracking system may not be necessary due to the reduced volume of applicants.

Question 11

Three of the following are physical abilities employers might want to measure. Which is NOT?

Accepted Answer

Endurance, strength, and mobility are all physical abilities that employers may want to measure in potential employees. Spatial orientation is a cognitive ability related to the understanding of spatial relationships and directions, rather than a physical ability.

Question 12

Trent has just become a recruiter for Starshine Products Ltd. In examining the existing applicant selection tests that Starshine uses, Trent comes across some tests he has not used in other organizations. Which of the following may be worth adopting?

Accepted Answer

Psychomotor testing can measure a candidate's physical abilities, such as manual dexterity and reaction time, which may be relevant to certain job roles. It can also help to identify safety concerns in the workplace. Genetic testing and psychic screening are not relevant or ethical for employment selection, and graphology analysis (handwriting analysis) has not been proven to have any scientific validity in predicting job performance.

Question 13

Candidates do a series of evaluative exercises and tests as part of a process used for selection and development. They are also evaluated by a panel of trained raters. Which of the following terms applies this type of testing?

Accepted Answer

This type of testing is commonly known as an assessment centre, where candidates participate in a series of exercises and tests to evaluate their skills and potential. They are also evaluated by a panel of trained raters to gather a holistic view of the candidate's abilities. The term multi-faceted selection process is too broad, work simulation only applies to a specific type of exercise, and career potential evaluation is not a commonly used term for this type of testing.

Question 14

Which of the following "Big Five" personality traits is related to job success across most organizations and occupations?

Accepted Answer

Conscientiousness has been consistently found to be the trait most strongly related to job success across a wide range of organizations and occupations. This trait refers to the extent to which individuals are responsible, organized, and dependable in their work.

Question 15

Which of the following topics is NOT covered under disclaimers and notices on application forms?

Accepted Answer

The answer of Which of the following topics is NOT...

Question 16

Which of the following areas is NOT covered by employers in pre-employment screening?

Accepted Answer

The answer of Which of the following areas is NOT...

Question 17

Which of the following makes the most accurate statement about personality tests?

Accepted Answer

Personality tests can be legally used in the selection process as long as they are linked to the job requirements. This ensures that the test is measuring relevant characteristics for the job, rather than invading personal privacy. While personality tests can provide some indication of job success, they cannot predict long-term success with complete accuracy. The Big Five personality traits are generally predictive of job success, but their applicability may vary across occupations.

Question 18

When applying for a job as a history instructor at local college, Catherine was required to teach a class of first-year students on a history topic of her choosing. What is this is an example of?

Accepted Answer

This is an example of a work sample, as Catherine was required to demonstrate her ability to actually teach a class on a history topic of her choosing, providing a tangible example of her skills and knowledge in action.

Question 19

Which of the following measures dexterity, hand-eye coordination, arm-hand steadiness, and other factors?

Accepted Answer

Psychomotor tests measure physical abilities such as dexterity, hand-eye coordination, and arm-hand steadiness. Aptitude tests measure an individual's potential ability to learn or perform certain tasks, cognitive ability tests measure a person's intellectual abilities, and work sample tests measure an individual's job skills by assessing their performance on tasks similar to those required in the job. Therefore, psychomotor tests are the best choice for measuring the factors listed in the question.

Question 20

When Kevin applied for a job with a firm providing security to high-profile individuals, he was given a test for visual memory. Which of the following is the best classification for this test?

Accepted Answer

The test for visual memory is a measure of cognitive ability, specifically a type of memory recall. It assesses the individual's ability to retain and recall visual information, which is important for security personnel who need to identify and remember people and objects relevant to their job. Psychological type, psychomotor ability, and hardiness are not relevant to this particular test.

Quiz 6: Selection of Human Resources