Exam 2 Review

The most widely used test of general mental ability for selection decisions is the _____.

Wonderlic Personnel Test

Essay tests are best used to assess ___________ skills.

Written Communication

The most accurate description of the basic purpose of a selection plan is______________.

a selection plan describes predictors to be used to assess KSAOs required to perform thejob

The best description of UGESP is that they are _____.

a set of federal regulations related to selection systems as covered by the Civil Rights Act

The information collected for an accomplishments record includes ______.

a written statement of the accomplishment,when the accomplishment took place, and any recognition for the accomplishment

Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____.

job knowledge

The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.

letters of recommendation

Organizations may not ______ prior to making a job offer

make medical inquiries

Hybrid Recruitment

mixture of open and closed recruitment where everyone can apply, internal and external

Most initial assessment methods have _________ validity.

moderate to low

objective vs essay

much like multiple choice

Research has indicated that job applicants generally have a __________ view of bio data inventories.

negative

Which of the following is a criterion on which bio data items can be classified?

objective vs. subjective

Sample

observing behavior thought to relate to performance

The correlation between structured interviews and cognitive ability tests is____________.

positive

Research on application blanks has suggested that the most common questions that are misinterpreted include _________.

reasons for leaving previous jobs

External Selection

refers to the assessment and evaluation of external job applicants

Selection for team contexts ____.

should emphasize both interpersonal and self-management KSAOs

A predisposition thought to relate to performance

sign

The type of structured interview that assesses an applicant's ability to project what his/her behavior would be in the future is the ____________ interview

situational

The process of administering tests that place applicants in hypothetical, job-related situations and asking them to choose a course of action among several alternatives is called_____________.

situational judgment tests

Paper/pencil vs performance

testing in writing or in behavior

Centralized recruitment

the process whereby all direct hire creative staffing decisions are made by one human resources team within a company

Decentralized recruitment

the process whereby all direct hire creative staffing decisions are made in consideration of others' opinions and thought. Collectively make decisions.

The biggest reason why cognitive ability tests are not more widely used is_____________.

they have an adverse impact on minorities

When considering the use of extracurricular activities as a job performance predictor, one should _________.

use extracurricular activities when they correlate with KSAOs required by the job

Which of the following cognitive abilities appear to reflect general intelligence?

verbal abilities,quantitative abilities, and reasoning abilities

Applicants' reactions to interviews tend to be _________.

very favorable

List some examples of job characteristics?

wages, opportunity for growth and development, and interesting characteristics about the job

Which of the following is the law that governs the collection of background check information for employment purposes?

Fair Credit Reporting Act

Which of the following statements is false?

Faking has a negative impact on the validity of personality tests

Requisition Form

Form to tell HR to start hiring for a position

Which of the following statements regarding the use of grade point averages as a predictor is true?

GPA may be influenced by many factors in addition to the applicant's KSAOs and motivation.

Which of the following is not one of the five-factor model personality traits?

General mental ability

Succession Plan

Groomed formally for a position, plan it out, strategize

List some examples of where recruiters can be found

HR professionals, Employees, and Line Managers

Advantages of _______ _______ include- Employee knows the organizational culture- Already developed relationships with coworkers- it may require less training than external hires- Save time and money

Internal Recruitment

Which of the following is true regarding genetic screening?

It helps to screen out people who are susceptible to certain diseases

Which of the following is true regarding pre-employment inquiries (PI)?

It is critical for employers to understand the laws and regulations regarding PIs

Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act?

It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity

What is the most important attraction features?

Job and organization characteristics

Which of the following is a source of error or bias in unstructured interviews?

Low reliability between interviewers, Nonverbal cues from interviewees influence interview ratings, and Primacy effects.

Characteristics of ___ ____ ____- Intent of policy is clearly communicated- Consistent with philosophy and values- Employee responsibilities and opportunities are clearly defined- Supervisor responsibilities for employee development are clearly stated

Mobility Path Policy

Which of the following statements regarding resumes is true?

Most surveys suggest that around half of all resumes have substantial inaccuracies or distortions

Targeted Recruiting

Narrow advertising, specific goals and skill sets

One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.

Not related to job performance

Which of the following is a typical justification of a BFOQ involving sex that employers use?

One sex has an inability to perform the work,Personal contact with others requires same sex, and Recruit Customers have a preference for dealing with one sex

This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer.

Openness to Experience

Which of the following inquiries can be made prior to giving a job offer?

Oral or written questions about the existence of a disability

______ and _____ Issues involve:- Coordination between internal and external efforts- Budgeting

Organization and Administrative Issues

Which of the following is(are) true based on research regarding interviews

Panel interviews were less valid than individual interviews

Past Situations

Part of logic of prediction: previous jobs, current job, gap in employment history, KSAOs, motivation

New Situations

Part of logic of prediction:HR outcomes, attraction, performance, satisfaction, retention, and attendance. New job

Distributive Justice

Perceived fairness of actual decisions

Procedural Justice

Perceived fairness of process of policy and procedures

If the correctness of a response is essential for a job, then a(n) ________ test should beused.

Power

List some examples of organization characteristics

Prestige and reputation, reputation for treating employees well

Which of the following is a recommendation for the use of drug testing programs?

Provide rejected applicants with an opportunity to appeal

Which of the following is necessary for the logic of prediction to work in practice for selecting employees?

Qualifications carry over from one job to another

Reactions to recruitment process

Reactions involving: - Relationship of screen devices to job - Delay times in recruitment process - Funding of recruitment process - Credibility of recruiter during recruitment process

Reactions to diversity issues

Reactions involving: - advertising in publications targeted at women and minorities - target older people with flexible schedules and benefits

Reactions to recruiters

Reactions involving: - influence of recruiter vs actual job characteristics - influence of recruiter on attitudes and behaviors - demographics of recruiters

Research studies have found ___________ support for the validity of job knowledge tests

Relatively strong

The issue of consistency of measurement with assessment methods is called ______.

Reliability

Which of the following is(are) initial assessment methods

Resumes and cover letters, Application blanks, Biographical information

The strength of the relationship between a predictor and performance is called ________.

Validity

Should recruitment expenses be charged to HR or to the business unit using the HR services

What decision should be made regarding recruitment budget

External Recruitment

When the organization is trying to sell itself to potential applicants

Actual measure of prior performance

Criterion

When upward mobility is limited by alternative mobility paths, special steps need to be taken to ensure that work remains meaningful, what are some options?

- Alternative reward systems - Team Building - Counseling - Alternative Employment

What decisions should be made involving organization and administration?

- In house vs external recruitment agencies - Individual vs cooperative recruitment agencies - Centralized vs decentralized recruitment

Example types of communication medium

- Job posting such as brochures, bulletin boards, intranet - Potential supervisors and peers

What are desirable characteristics of recruiters?

- Strong interpersonal skills - Knowledge about company, jobs, and careers - Technology skills- Enthusiasm

Realistic recruitment message

- different for internal applicants - may be needed for unknown or newly created jobs - focuses on giving a better picture of what they would actually be doing

The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are _________.

.20

Rank the communication medias from lowest richness and credibility to highest: - Direct Contact - Recruitment Brochures - Video Conferencing - Organization websites - Advertisements

1. Advertisements (lowest) 2. Recruitment Brochures 3. Organization websites 4. Video Conferencing 5. Direct Contact (highest)

3 types of recruitment messages

1. Branding 2. Targeted 3. Realistic

4 factors of strategic recruitment planning

1. Defining Goals 2. Open vs Targeted Recruitment 3. Organization and Administration 4.Recruitment Budget

Perceived Fairness is broken down into two factors

1. Distributive Justice 2. Procedural Justice

Two goals for recruitment planning

1. Goals for attracting people 2. Goals for speed/ how fast the process is

Two types of mobility paths

1. Hierarchical mobility paths 2. Alternative mobility paths

6 Applicant Reactions

1. Job Characteristics 2. Organization Characteristics 3. Reactions to Recruiters 4. Reactions to Recruitment Process 5. Reactions to Diversity Issues 6. Consideration related to Recruitment and Selection

Factors for designing organizational websites

1. Keep it simple 2. Make access easy 3. Provide an online application form 4. Provide information about the company culture Include selected links to relevant websites 6. Make sure necessary information is conveyed to avoid confusion 7. Keep the information current 8. Evaluate and track results are all factors for designing what?

Two main factors that drive the decision of when to look for job applicants

1. Lead time concerns: how much time we need 2. Time sequence concerns: internal time vs external time

4 factors in defining strategic internal recruitment goals

1. Mobility Paths and Policies 2. Closed, Open, and Hybrid Recruitment 3. Organization and Administrative Issues 4. Timing

3 Types of Alternative Mobility Paths

1. Parallel Track 2. Lattice Track 3. Lateral Track

Two factors of communication

1. The recruitment Message 2. Communication Medium

In using educational level as an initial selection criterion, which of the following statements is false?

A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance.

_________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor

Adverse Impact

This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts

Agreeableness

According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process?

Ask if the applicant has any disabilities

Which of the following methods is the most valid predictor of performance?

Bio data

Open Recruiting

Broad advertising, nonspecific goals and skill sets

This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job.

Conscientiousness

Which of the following is true regarding research on the validity of personality tests?

Conscientiousness predicts performance across occupational groups

What are the most useful personality traits, in order, for selection contexts?

Conscientiousness, emotional stability, extraversion

A statement that identifies the rights than an employer wishes to maintain for itself that-often accompanies initial employment assessments is called a ____.

Disclaimer

Open Recruitment

Employees are made aware of job vacancies by job postings and bidding systems

Closed Recruitment

Employees are not informed of job vacancies

in-house temporary pools

Says who is interested in jobs

________ assessment methods are used to reduce the candidate pool to finalists for a job.

Substantive

The principal assumption behind the use of bio data is the axiom, ________.

The best predictor of future behavior is past behavior

Which of the following is a characteristic of a typical unstructured interview?

The interviewer makes a quick and final evaluation of the candidate.

Which of the following statements regarding the development of a selection plan is false?

The process of developing a selection plan is usually straightforward and can be donequickly

Internal Recruitment

The process of identifying and attracting current employees for open jobs

Which of the following is true regarding drug testing?

The rate of drug testing has declined slightly in recent years

Which of the following is true regarding cognitive ability tests?

There is reason to believe cognitive ability tests will be associated with positive financial returns

Which of the following is true regarding the Big Five personality factors?

They are reasonably valid in predicting job performance

Which of the following is true regarding integrity tests?

They are usually paper-and-pencil or computerized measures

Measures which assess an individual's capacity to function in a certain way are called______.

ability tests

Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____.

are not strongly predictive of job performance

One major problem with letters of recommendation is that they _________.

are not structured or standardized

One guideline for improving the effectiveness of initial interviews is to ____.

ask questions which assess the most basic KSAOs

Preliminary Issues

based on a selection process rather than an event starting point including - The logic of prediction - Nature of predictors - Development of the selection plan - selection sequence

Asking applicants to complete a supplemental application in which they describe their most significant accomplishments relative to a list of job behaviors is known as the _______.

behavioral consistency method

Biographical information is like application blanks, except _______.

biographical data can be more fruitfully used for substantive selection decisions

The UGESP requires employers to ____.

consider suitable alternative selection procedures if one of the selection techniques has adverse impact

Mobility Paths

consists of possible employee movements within the internal labor market structure which are determined by - KSAO requirements - Workforce characteristics - Organizational culture - Labor market characteristics

The first step of the structured interview process is __________.

consulting the job requirements matrix

The difference between black and white test takers on cognitive ability tests has been_____.

decreasing over time and lower when tests are given in an open-ended format

Employers protect themselves in the initial stages of contact with job applicants through the use of _______.

disclaimers

Drug tests are not common for many jobs because _____.

drug tests do not "catch" many people

Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.

education level, quality of school, and training and experience

Richer, more credible sources tend to be most ________ per applicant contacted

expensive

Targeted recruitment message

focus on job rewards

The most common person to be contacted in a reference check is the applicant's__________.

former supervisor

The assessment method which involves the use of very realistic equipment and scenarios to simulate actual tasks of a job is called a(n) ________ test

high fidelity

Oral vs written/computer

how data are obtained, communication

Speed vs Power

how many vs what level

Within the context of the selection process, the "logic of prediction" means that

indicators of a person's degree of success in past situations should be predictive of futurejob success

Which of the following are common sources of resume fraud?

inflated titles, inflated education or "purchased" degrees, and inaccurate dates to cover up job hopping or unemployment

Replacement Plan

informal, not in writing plan to put someone in another position when it's open

An example of an assessment method which has relatively low reliability is ________.

initial interviews

Background testing is concerned with the __________ of an applicant

integrity, reliability, and personal adjustments

Situational judgment tests ______.

involve applicants' descriptions of how they would behave in work scenarios

Cooperative Alliances

involve arrangements to share recruitment resources