Question 1

The first selection device most job applicants encounter when they seek a job are________ .
A) Internet sites and trade shows
B) recruitment centers and Internet sites
C) interviews and job application letters
D) help wanted ads
E) application forms and résumés

Accepted Answer

The options given suggest various ways in which job applicants can seek job opportunities, but the question specifically asks for the first selection device they encounter. The most common first step in the hiring process is for applicants to fill out an application form or submit a résumé. This is typically followed by other selection devices such as interviews, job application letters, and possibly help wanted ads, but the application form or résumé is the initial point of contact between the applicant and the employer.

Question 2

Which of the following is a legal problem employers may encounter in seeking, providing, or using employment references as part of the selection process?
A) defamation lawsuits
B) adverse impact lawsuits
C) product liability lawsuits
D) accusations of disparate discrimination
E) accusations of reciprocity

Accepted Answer

Employers may encounter defamation lawsuits if the employment reference contains false or damaging information about the former employee.

Question 3

In order to be considered________ , recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important aspects of the job and identified by a careful job analysis.
A) employee related
B) reliable
C) concrete
D) competitive
E) job-related

Accepted Answer

The job analysis is used to identify the important aspects of the job, and all of the mentioned HR processes (recruitment, selection, training, performance appraisals, and employee separations) must be directly related to these aspects in order to be considered valid. Therefore, the best choice is "job-related" (option E).

Question 4

Which of the following is an internal recruiting method?
A) employee referrals
B) career paths
C) walk-ins
D) employment services
E) advertisements

Accepted Answer

Internal recruiting is the process of developing a pool of qualified job applicants from people who already work in the company.

Question 5

Which of the following questions is deemed acceptable (i.e., "legal") for employers to ask applicants during the selection process?
A) Are you a United States citizen?
B) Have you ever filed a lawsuit against an employer?
C) Have you ever been convicted of a crime?
D) Do you smoke or use tobacco products?
E) None of these

Accepted Answer

Employers can legally ask if an applicant has been convicted of a crime, although they must ensure that the question is relevant to the job and comply with local laws regarding the use of criminal records in hiring decisions.

Question 6

________are procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants.
A) Integrity checks
B) Background checks
C) Recruitment evaluation procedures
D) Biographical data assessments
E) Validation tests

Accepted Answer

Background checks are specifically designed to verify the truthfulness and accuracy of information provided by applicants and to uncover negative, job-related background information not provided by applicants. Integrity checks, biographical data assessments, and validation tests can be part of background checks, but they are not the same thing as background checks. Recruitment evaluation procedures are a broader category of procedures that include background checks, but also include other procedures such as interviewing and reference checks.

Question 7

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. If background checks reduced employee thievery over a period of time and throughout the industry, then this selection process would be________ .
A) validation
B) EEOC certified
C) legally authorized
D) corroborated
E) legally binding

Accepted Answer

Validation would determine how well the background check predicted actual job performance.

Question 8

The United Kingdom issued a new recruitment publication for the nation's Fire Service. The publication lists all of the qualifications needed to become a fire fighter. This recruitment pamphlet is actually a(n)________ .
A) job specification
B) task inventory
C) labor resource guide
D) job description
E) organizational chart

Accepted Answer

A job specification is a written summary of the qualifications needed to perform a particular job.

Question 9

Which of the following statements about résumés and job application forms is true?
A) Résumés and job application forms provide the employer with distinctly different information for each candidate.
B) It is nearly impossible to check the information provided on résumés.
C) Employee­related laws apply to job application forms and résumés.
D) Potential employees typically create résumés that honestly describe their work experiences.
E) There is international agreement on what type of information can be gathered on job application forms

Accepted Answer

Résumés and job application forms provide the employer with basically the same information for each candidate. Information on résumés can be verified by managers and needs to be because résumés often contain untruthful information. There is no international agreement about what should be gathered on application forms.

Question 10

Which of the following statements about job validation tests is true?
A) The Uniform Guidelines on Employee Selection Procedures recommend validation only for written tests used as selection procedures.
B) Validation refers to the process of determining how well a selection test or procedure predicts future job performance.
C) A test is said to be valid when it produces the same results every time it is used.
D) In terms of recruitment, validation is most important in identifying what training prospective employees need.
E) None of these statements about validation is true.

Accepted Answer

Both selection processes and procedures should be evaluated. A test is said to be reliable when it produces the same results every time it is used. A needs assessment identifies what training prospective employees need.

Question 11

Which of the following is an external recruiting method?
A) advertising
B) career paths
C) job posting
D) needs-assessment implementations
E) all of these

Accepted Answer

External recruiting is the process of developing a pool of qualified applicants from outside the company.

Question 12

Which of the following is an internal recruiting method?
A) advertising
B) job fairs
C) job posting
D) Internet job sites
E) walk-ins

Accepted Answer

Internal recruiting is the process of developing a pool of qualified job applicants from people who already work in the company.

Question 13

________help companies meet the legal requirement that their human resource decisions be job-related.
A) Job analyses, task evaluations, and employee-needs assessment
B) Job descriptions, external environments, and employee mapping
C) Job specifications, job analyses, and job descriptions
D) Job analyses, task specializations, and external environments
E) Internal environments, external environments, and job descriptions

Accepted Answer

Job analyses, job specifications, and job descriptions are all essential components of ensuring that human resource decisions are job-related. Job analyses involve identifying the duties and tasks associated with a particular job, while job specifications outline the necessary qualifications, skills, and characteristics required for the position. Job descriptions provide an overview of the job's responsibilities, qualifications, and reporting lines, serving as a crucial tool for recruitment and performance management. Together, these three elements help companies ensure that their hiring, promotion, and compensation decisions are based on objective, job-related criteria.

Question 14

Before beginning to recruit, organizations must________ .
A) advertise for job candidates
B) create a job description
C) conduct a job analysis
D) create a job specification
E) match salaries to industry averages

Accepted Answer

Before beginning to recruit, organizations must conduct a job analysis to determine the specific tasks, responsibilities, and qualifications required for the position. This analysis will inform the creation of a job description and job specification, which will guide the recruitment process. Advertising for job candidates and matching salaries to industry averages are important aspects of recruitment, but they come after the initial analysis and documentation of the position.

Question 15

Estimates of from 2 percent to 20 percent of a taxicab company's driver workforce could result as new federal regulations requiring that all drivers be fingerprinted and the drivers checked to see if they have a criminal record. This new________ will cause a worsening problem for the already over-extended employer.
A) integrity check
B) background check
C) recruitment evaluation procedure
D) biographical data assessment
E) validation test

Accepted Answer

Background checks are procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants.

Question 16

"References Etc" will pose as a prospective employer, call a prior employer on an employee's behalf, and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information, then the job applicant ________.
A) should not use the employee as a reference
B) must not list references on the job application
C) can sue for defamation
D) must lie on the job application form
E) must hire an HR expert to check their résumés

Accepted Answer

If the prior employer provides unsubstantiated negative information, the job applicant may have grounds for a defamation lawsuit. However, it is important to note that the burden of proof in a defamation lawsuit is high, and it may not be worth pursuing legal action in all cases. It is also important to encourage employers to provide truthful and substantiated information in reference checks.

Question 17

________is the process of gathering information about job applicants to decide who should be offered a job.
A) Job validation
B) Pool enrichment
C) Recruiting
D) Selection
E) Job inventorying

Accepted Answer

Selection is the process of gathering information about job applicants to decide who should be offered a job. Job validation involves establishing the validity of a job analysis, pool enrichment refers to adding diversity to a candidate pool, recruiting involves attracting candidates to apply for a job, and job inventorying involves creating a list of all the jobs within an organization.

Question 18

Which of the following statements about Internet recruiting is true?
A) Internet recruiting costs are considerably higher than traditional external recruiting methods.
B) The Internet allows companies to quickly reach large numbers of people.
C) The company will only receive applications from qualified people.
D) There are no drawbacks to Internet recruiting.
E) All of these are statements about Internet recruiting are true.

Accepted Answer

Companies can generate nine times as many applicants using the Internet. The norm is to receive hundreds of unqualified applicants. That is one of the primary drawbacks of Internet recruiting.

Question 19

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. Which type of selection information would employers in the construction industry receive the greatest benefit from if their goal is to stop employee theft?
A) résumés
B) performance appraisals
C) job descriptions
D) background checks
E) connotative ability tests

Accepted Answer

Background checks could be used to uncover negative, job-related information about an applicant.

Question 20

Which of the following types of information would typically be collected as part of a job analysis?
A) work activities
B) tools and equipment used
C) knowledge, skills, and abilities needed to do the job
D) job context
E) all of these

Accepted Answer

All of these are typically collected as part of a job analysis. Work activities are important to understand the tasks and responsibilities of the job, tools and equipment used can inform training and resource allocation, knowledge, skills, and abilities are essential in determining requirements for job candidates, and job context can help identify potential hazards or constraints on the job.

Quiz 10: Section 1: Managing Teams

The first selection device most job applicants encounter when they seek a job are________ .

Which of the following is a legal problem employers may encounter in seeking, providing, or using employment references as part of the selection process?

In order to be considered________ , recruitment, selection, training, performance appraisals, and employee separations must be valid and be directly related to the important aspects of the job and identified by a careful job analysis.

Which of the following is an internal recruiting method?

Which of the following questions is deemed acceptable (i.e., "legal") for employers to ask applicants during the selection process?

________are procedures used to verify the truthfulness and accuracy of information that applicants provide about themselves and to uncover negative, job-related background information not provided by applicants.

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. If background checks reduced employee thievery over a period of time and throughout the industry, then this selection process would be________ .

The United Kingdom issued a new recruitment publication for the nation's Fire Service. The publication lists all of the qualifications needed to become a fire fighter. This recruitment pamphlet is actually a(n) ________ .

Which of the following statements about résumés and job application forms is true?

Which of the following statements about job validation tests is true?

Which of the following is an external recruiting method?

Which of the following is an internal recruiting method?

________help companies meet the legal requirement that their human resource decisions be job-related.

Before beginning to recruit, organizations must________ .

"References Etc" will pose as a prospective employer, call a prior employer on an employee's behalf, and find out what the former employer is saying. If the prior employer provides unsubstantiated negative information, then the job applicant ________.

________is the process of gathering information about job applicants to decide who should be offered a job.

Which of the following statements about Internet recruiting is true?

A study in the construction industry found that when equipment is stolen from building sites, workers are the culprits 82 percent of the time. Which type of selection information would employers in the construction industry receive the greatest benefit from if their goal is to stop employee theft?

Which of the following types of information would typically be collected as part of a job analysis?