Question 1

When managers use a set of predetermined questions for all the applicants for a specific job,this is known as:
A) situational interviewing.
B) an unstructured interview.
C) a stress interview.
D) behavioral interviewing.
E) a structured interview.

Accepted Answer

In a structured interview, managers ask each applicant the same standard questions (e.g., "What are your unique qualifications for this position?" and "What characteristics of a job are most important to you?").

Question 2

Tests that measure a job applicant's performance on actual tasks of the job are known as:
A) physical ability tests.
B) paper-and-pencil tests.
C) personality tests.
D) unstructured tests.
E) performance tests.

Accepted Answer

Performance tests measure job applicants' performance on actual job tasks. During this time they are assessed for the skills an effective manager needs-problem-solving, organizational, communication, and conflict resolution skills.

Question 3

General Motors tests applicants for autoworker positions on their mechanical dexterity in an attempt to determine if they have the capability of performing an assembly-line job.This is an example of:
A) physical ability testing.
B) personality testing.
C) situational testing.
D) unstructured testing.
E) role-play testing.

Accepted Answer

For jobs requiring physical abilities, such as firefighting, garbage collecting, and package delivery, managers use physical ability tests that measure physical strength and stamina as selection tools. Autoworkers are typically tested for mechanical dexterity because this physical ability is an important skill for high job performance in many auto plants.

Question 4

An individual who contacts an organization and applies for a job in that organization without being asked to do so by anyone in that organization is referred to as:
A) outsourcing.
B) a job placement contact.
C) a walk-in.
D) insourcing.
E) a lateral mover.

Accepted Answer

Walk-ins may be defined as the process where job hunters come to an organization and inquire about employment possibilities.

Question 5

Karen is a manager in a large restaurant chain.She wants to use situational interview questions while interviewing candidates for the post of servers.Which of the following question would she ask?
A) "What are your strengths and weaknesses as a server?"
B) "Tell me something about your last job as a server."
C) "What do you like about being a server?"
D) "What would you do if a customer wanted to be seated away from small children?"
E) "Do you like to work with people?"

Accepted Answer

Situational interview questions often present interviewees with a scenario they would likely encounter on the job and asks them to indicate how they would handle it. This helps the interviewee to demonstrate skills and abilities needed for the job by answering the question.

Question 6

A job applicant seeking a position in an organization is asked to furnish written letters from former supervisors about the quality of his work performance.This is known as:
A) structured interviewing.
B) unstructured interviewing.
C) personality testing.
D) ability testing.
E) reference checking.

Accepted Answer

Applicants for many jobs are required to provide references from former employers or other knowledgeable sources (such as a college instructor or adviser) who know the applicants' skills, abilities, and other personal characteristics.

Question 7

When managers present a job applicant with a scenario that is likely to occur on the job and ask the applicant how he/she would respond,this type of interview is known as a(n):
A) unstructured interview.
B) ad hoc interview.
C) situational interview.
D) personality test.
E) semi-structured interview.

Accepted Answer

In situational interviews, interviewers present interviewees with a scenario that they would likely encounter on the job and ask them to indicate how they would handle it.

Question 8

When a manager studies the résumé of a job applicant to determine the work history and education of the applicant,this is known as the process of:
A) interviewing.
B) induction.
C) gathering background information.
D) situational interviewing.
E) stress interviewing.

Accepted Answer

To aid in the selection process, managers obtain background information from job applications and from résumés. Such information might include the highest levels of education obtained, college majors and minors, type of college or university attended, years and type of work experience, and mastery of foreign languages.

Question 9

Tests that assess the skills of a job applicant that are necessary for the successful performance of a job are known as:
A) stress management tests.
B) personality tests.
C) structured interview tests.
D) performance tests.
E) ability tests.

Accepted Answer

Ability tests assess the extent to which applicants possess the skills necessary for job performance, such as verbal comprehension or numerical skills.

Question 10

A job applicant calls a former college professor and asks him to write a letter to her prospective employer commenting on her classroom performance.This is an example of which component of the HRM process?
A) Reference checking
B) Recruiting
C) Training
D) Performance testing
E) Ability testing

Accepted Answer

Applicants for many jobs are required to provide references from former employers or other knowledgeable sources (such as a college instructor or adviser) who know the applicants' skills, abilities, and other personal characteristics.

Question 11

A manager changes jobs within an organization and moves to another job at the same level without any major changes in authority or responsibility.This is known as:
A) insourcing.
B) a lateral move.
C) outsourcing.
D) paralleling.
E) induction.

Accepted Answer

Lateral moves are job changes that entail no major changes in responsibility or authority levels.

Question 12

A manager requires all job applicants to complete an online questionnaire that claims to tell the manager if each applicant is an extrovert or an introvert.In which aspect of the HRM process is this manager engaging?
A) Reference checking
B) Interviewing
C) Ability testing
D) Personality testing
E) Background information

Accepted Answer

Personality tests measure personality traits and characteristics relevant to job performance.

Question 13

Which of the following is NOT a tool that managers use in the selection process?
A) Performance tests
B) Performance appraisals
C) Reference checking
D) Background information
E) Interviews

Accepted Answer

Selection tools include background information, interviews, paper-and-pencil tests, physical ability tests, performance tests, and references. Performance appraisal is the evaluation of employees' job performance and contributions to the organization.

Question 14

Tests that measure the personal characteristics of job applicants that are relevant to successful performance on the job are known as:
A) ability tests.
B) structured interview tests.
C) performance tests.
D) personality tests.
E) unstructured interview tests.

Accepted Answer

Personality tests measure personality traits and characteristics relevant to job performance.

Question 15

Lion Motors asks applicants for assembly-line positions to complete a computer exercise on their reading and mathematical abilities in order to determine if they have the mental skills necessary to do these types of jobs.What type of screening procedure is being used?
A) Personality test
B) Ability test
C) Situational test
D) Unstructured test
E) Stress management test

Accepted Answer

Ability tests assess the extent to which applicants possess the skills necessary for job performance, such as verbal comprehension or numerical skills. Autoworkers hired by Ford, for example, are typically tested for their ability to read and to do mathematics.

Question 16

When managers attempt to fill open positions with workers who are already working for the organization in some other capacity,they are engaging in:
A) referral recruiting.
B) external recruiting.
C) walk-in recruiting.
D) outsourcing.
E) internal recruiting.

Accepted Answer

When recruiting is internal, managers turn to existing employees to fill open positions.

Question 17

The degree to which a test generates a similar score each time it is administered to a job applicant is known as the _____ of the test.
A) validity
B) recruitment ability
C) stability
D) reliability
E) utility

Accepted Answer

Reliability is the degree to which a tool or test measures the same thing each time it is administered.

Question 18

All of the job applicants for a sales position are asked: "What would you do when a customer complains that it takes too long to receive service?" Which of the following best describes this type of interviewing?
A) Unstructured
B) Situational
C) Personality
D) Ad hoc
E) Semi-structured

Accepted Answer

In situational interviews, interviewers present interviewees with a scenario that they would likely encounter on the job and ask them to indicate how they would handle it.

Question 19

A manager interviews a series of job applicants and asks each applicant whatever he feels like asking without trying to ask all of the applicants the same questions.This is known as a(n):
A) structured interview.
B) realistic job preview.
C) unstructured interview.
D) situational interview.
E) personality interview.

Accepted Answer

An unstructured interview proceeds more like an ordinary conversation. The interviewer feels free to ask probing questions to discover what the applicant is like and does not ask a fixed set of questions determined in advance.

Question 20

A manager requires all applicants for a secretarial position to type a 1,000-word report to determine their error rate and typing speed.This is an example of a:
A) personality test.
B) physical ability test.
C) role-play test.
D) performance test.
E) stress management test.

Accepted Answer

Performance tests measure job applicants' performance on actual job tasks. Applicants for secretarial positions, for example, typically are required to complete a keyboarding test that measures how quickly and accurately they type.

Quiz 12: Building and Managing Human Resources

When managers use a set of predetermined questions for all the applicants for a specific job,this is known as:

Tests that measure a job applicant's performance on actual tasks of the job are known as:

General Motors tests applicants for autoworker positions on their mechanical dexterity in an attempt to determine if they have the capability of performing an assembly-line job.This is an example of:

An individual who contacts an organization and applies for a job in that organization without being asked to do so by anyone in that organization is referred to as:

Karen is a manager in a large restaurant chain.She wants to use situational interview questions while interviewing candidates for the post of servers.Which of the following question would she ask?

A job applicant seeking a position in an organization is asked to furnish written letters from former supervisors about the quality of his work performance.This is known as:

When managers present a job applicant with a scenario that is likely to occur on the job and ask the applicant how he/she would respond,this type of interview is known as a(n) :

When a manager studies the résumé of a job applicant to determine the work history and education of the applicant,this is known as the process of:

Tests that assess the skills of a job applicant that are necessary for the successful performance of a job are known as:

A job applicant calls a former college professor and asks him to write a letter to her prospective employer commenting on her classroom performance.This is an example of which component of the HRM process?

A manager changes jobs within an organization and moves to another job at the same level without any major changes in authority or responsibility.This is known as:

A manager requires all job applicants to complete an online questionnaire that claims to tell the manager if each applicant is an extrovert or an introvert.In which aspect of the HRM process is this manager engaging?

Which of the following is NOT a tool that managers use in the selection process?

Tests that measure the personal characteristics of job applicants that are relevant to successful performance on the job are known as:

Lion Motors asks applicants for assembly-line positions to complete a computer exercise on their reading and mathematical abilities in order to determine if they have the mental skills necessary to do these types of jobs.What type of screening procedure is being used?

When managers attempt to fill open positions with workers who are already working for the organization in some other capacity,they are engaging in:

The degree to which a test generates a similar score each time it is administered to a job applicant is known as the _____ of the test.

All of the job applicants for a sales position are asked: "What would you do when a customer complains that it takes too long to receive service?" Which of the following best describes this type of interviewing?

A manager interviews a series of job applicants and asks each applicant whatever he feels like asking without trying to ask all of the applicants the same questions.This is known as a(n) :

A manager requires all applicants for a secretarial position to type a 1,000-word report to determine their error rate and typing speed.This is an example of a: