Question 1

Unstructured interviews are more effective than structured interviews at screening out unsuitable job candidates who don't fit with the organization.

Accepted Answer

Unstructured interviews allow for more flexibility and exploration, making it easier to assess a candidate's fit with the organization's culture and values.

Question 2

Which screening method is most commonly used to help firms avoid negligent hiring lawsuits?

Accepted Answer

Background checks are the most commonly used screening method to help firms avoid negligent hiring lawsuits as they provide information about an individual's criminal history, past behavior, and qualifications. This information can be used to determine whether a candidate is suitable for a specific position and to reduce the risk of hiring someone who could pose a threat to the organization's employees or customers, potentially leading to a lawsuit. The other options, such as recommendation letters, assessment centers, and honesty tests, can be useful, but they are not as effective as background checks in identifying potential risks associated with a candidate.

Question 3

In an interview,worker-requirement questions assess whether a candidate has the basic knowledge needed to perform the job.

Accepted Answer

The answer of In an interview,worker-requirement questions assess whether a...

Question 4

A manager wants to combine selection tools to help him make a staffing decision.He wants to make a preliminary selection after administering each instrument.He is most likely using a ________ strategy.

Accepted Answer

The multiple hurdle strategy involves using a series of selection tools and making a preliminary selection after administering each one. This allows for a more efficient and effective process in identifying the most qualified candidates. Therefore, the manager is most likely using a multiple hurdle strategy in this case.

Question 5

An employer's best defense against liability in a negligent hiring lawsuit is to use which of the following selection tools?

Accepted Answer

Reference checks are an effective selection tool for employers to verify an applicant's work experience, education, and past performance. By obtaining information from previous employers, the employer can assess an applicant's job-related skills and determine if they are suitable for the position. This can limit the risk of negligent hiring and protect the employer from liability. Structured interviews, honesty tests, and personality tests may also provide valuable information about an applicant, but they may not be as effective in mitigating the risk of liability in a negligent hiring lawsuit.

Question 6

In a study conducted by the U.S.Postal Service regarding drug testing,applicants who had positive drug tests were fired nearly ________% more often than those who did not.

Accepted Answer

Applicants who had positive drug tests were fired 38% more often than those who did not, according to the study conducted by the U.S. Postal Service regarding drug testing.

Question 7

Letters of recommendation are among the best predictors of future job performance.

Accepted Answer

Research indicates that letters of recommendation are often unreliable predictors of future job performance due to their subjective nature and the potential for bias. Objective measures and structured interviews tend to be more predictive.

Question 8

Selection tools should be reliable and valid.By reliable,we mean that the tool measures consistently across time and evaluators.By valid,we mean that scores from the tools correspond to actual job performance.

Accepted Answer

It is important for selection tools to be both reliable and valid in order to accurately identify the most suitable candidates for a job. Reliability ensures that the tool consistently measures the same characteristics over time and across different evaluators, while validity ensures that the scores obtained from the tool are a true reflection of the candidate's actual job performance.

Question 9

Personality tests,while valid and reliable,are not generally accepted as legally defensible in the selection process.

Accepted Answer

The answer of Personality tests,while valid and reliable,are not generally...

Question 10

It is generally held in the U.S.that graphology is:

Accepted Answer

Graphology, also known as handwriting analysis, has not been scientifically proven to be a valid predictor of job performance. Therefore, it is generally held in the U.S. that graphology is an invalid predictor of job performance.

Question 11

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3.The best selection tool for assessing your number one criterion is:

Accepted Answer

Cognitive ability testing is the most effective tool for assessing an individual's ability to learn and adapt to changing job conditions, aligning with the first criterion.

Question 12

Most state courts have upheld that employers have a qualified privilege to discuss an employee's past performance.Which of the following is NOT one of the rules a firm must follow to have this privilege?

Accepted Answer

While it is generally recommended that an applicant should receive a copy of any information released by a former employer, it is not a rule that a firm must follow to have the qualified privilege to discuss an employee's past performance. The other three options are rules that a firm must follow to retain this privilege.

Question 13

A study conducted by the U.S.Postal Service regarding drug testing:

Accepted Answer

The answer of A study conducted by the U.S.Postal Service...

Question 14

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3.The best way to combine predictors used in the selection process would be a:

Accepted Answer

The best way to combine predictors would be a multiple hurdle strategy. This approach involves using a sequence of predictors, with candidates who pass each hurdle advancing to the next stage of the process. In this case, the priority order of criteria can be used as the basis for the hurdles. This approach is cost-effective, as it allows the organization to focus its resources on only those candidates who are most likely to succeed in the job. It also enables the organization to address concerns about racial imbalance by providing equal opportunities to all candidates who meet the required criteria, regardless of their demographic characteristics.

Question 15

Which selection strategy is most appropriate when a large number of applicants are being considered for a position?

Accepted Answer

When there are a large number of applicants, it can be time-consuming and resource-intensive to use a single-variant or clinical selection strategy. Statistical selection strategies can also be challenging to implement with large applicant pools. Multiple-hurdle selection is a more appropriate strategy in this situation, as it allows the employer to quickly and efficiently screen out candidates who do not meet minimum qualifications or job-related criteria, reducing the number of applicants who need to undergo further evaluation. This can ultimately save time and resources in the hiring process.

Question 16

Additional Case 5.3
You are a middle manager looking for a first-line supervisor. The selection criteria in priority order are: 1) the ability to learn and adapt to a changing job, 2) willingness to perform the job assigned under its current conditions, and 3) strong verbal and quantitative skills. In addition, the cost of the selection process is a concern since you want to look at a broad range of candidates.
The firm has about 500 employees and is a federal contractor. There is a racial imbalance among the management team, which favors white males. No evidence of discrimination exists, and the firm has never received a discrimination complaint. The firm's hourly employees are about 50% female and 35% minority. You have actively sought to provide access to disabled employees. Two years ago, the firm experienced an incident in which one employee became violent and injured several other employees. The firm was held liable for the occurrence.
-Refer to Additional Case 5.3.To meet your second criterion,your best selection tool would be:

Accepted Answer

Structured interviews are effective for assessing a candidate's willingness to perform the job under current conditions by asking specific, job-related questions.

Question 17

Assessment centers are useful in evaluating a candidate's:

Accepted Answer

The answer of Assessment centers are useful in evaluating a...

Question 18

Many former employers are reluctant to give references for fear of liability if the reference keeps the former employee from getting a job.The courts have held that employers have a "qualified privilege" if the employer:

Accepted Answer

The best choice is C because it limits the information that can be shared to only those who have a job-related need to know, reducing the risk of liability for the employer. A is incorrect because it is too narrow and only covers EEO-related information, which may not be sufficient for a reference. B is incorrect because it only applies if selection tests were used, which may not always be the case. D is incorrect because it still leaves the possibility of the information being construed as factual, which could still lead to liability for the employer.

Question 19

Additional Case 5.1
About a year ago, Powley Publishing began looking for a new managing editor for its home and garden magazine. The previous editor retired after 25 years on the job. The editors and the HR department debated about the key requirements for a new managing editor. Some felt it was knowledge of the business, others thought it was interpersonal skills. A few others believed it was the ability to attract writing talent and subscribers. Finally, it was decided that HR would screen candidates, and the editors would interview finalists in conjunction with HR. The HR director would make the final choice to avoid competition among the editors.
Advertisements were placed nationally. A number of candidates were tested and interviewed by the HR manager, and references were checked. After a long search, a new managing editor, Jeff, was hired, but it quickly became apparent that a poor selection had been made. Although Jeff was competent, his overbearing management style drove two talented editors to leave for jobs with competitors. Jeff fulfilled all tasks of the position except soliciting writers and subscribers. In addition, Jeff offered no ideas or direction about increasing circulation. After 10 months, the publisher let Jeff go and began looking for a new managing editor.
This time, the firm wants to find someone who is willing to tackle all tasks of the position and who has the right skills and personality mix. The firm wants someone who can start quickly and doesn't require significant training. The ability to innovate is less critical than the motivation to work hard. Recruiting funds are very limited.
-Refer to Additional Case 5.1.The best selection tool for helping Powley Publishing to identify organizational fit as well as job skill and knowledge,would most likely be:

Accepted Answer

The answer of Additional Case 5.1
About a year ago, Powley...

Question 20

Additional Case 5.2
You are the HR director for a large company. Production has implemented a very successful TQM program, and the firm has a reputation for innovation and quality. Money is tight due to aggressive expansion and marketing efforts, but the firm is doing well. The firm has a diverse, well-balanced workforce. The CEO prefers to reward performance through promotion from within. However, if an employee chooses to leave the company, he or she is not eligible for rehire.
The firm's MIS managers have requested that you identify 10 candidates for newly created computer programming jobs. These are entry-level jobs in MIS that require a bachelor's degree. Expansion plans in production have also created a number of new entry-level jobs and two new first-line supervisor jobs.
An upper-level management position is open as well. This is a key position, and the longer it remains open, the more likely it is that the company will begin to lose market share. There are a number of excellent candidates for this job. "Fit" with the organization is one of the top criteria for the selection. The CEO wants both peers and subordinates to be involved in the process, but the CEO will make the final decision. The CEO wants your advice about the best selection tool. The CEO wants to narrow the field quickly and work with the data as he goes along, rather than obtain all the information on each candidate first.
-Refer to Additional Case 5.2.What is your best choice of selection tool to assess your number one criterion?

Accepted Answer

The answer of Additional Case 5.2
You are the HR director...

Quiz 5: Recruiting and Selecting Employees