Final Exam MGMT 315
The goal(s) of the socialization process is(are) ___________. A. to achieve an effective person/job match B. to achieve an effective person/organization match C. to help the newcomer fit into the job in the long-term D. all of the above are true
D. all of the above are true
Which of the following is true of recruiting messages in internal recruiting?
D. all of the above are true (A. supervisors can describe mobility paths in detail to internal candidates, B. peers can give internal recruits a realistic idea of what happens in internal promotions and transfers, C. word of mouth among internal employees can lead to inaccurate information)
Research suggests that an ideal recruiter has ________________________.
D. all of the above, (A. strong interpersonal skills, B. knowledge about the organization, C. extensive knowledge about the job)
Reliability of a measure places ________.
D. an upper limit on the validity of a measure
When applicants who score within a certain score range are considered to have scored equivalently ________. A. top-down B. criterion-related C. minimum competency D. banding
D. banding
Reliability of measurement is defined as __________.
D. consistency of measurement
When using ___________, finalists are banded together into rank-ordered categories. A. ranking B. random selection C. clinical prediction D. grouping
D. grouping
The most appropriate measure of central tendency for nominal data is the ______.
D. mode
Non-compete agreements should be drafted in such a way that they cover ____. A. high-value employees B. experienced employees C. all employees D. only managerial, technical, and scientific staff
D. only managerial, technical, and scientific staff
Which of the following statements regarding the development of recruiting strategies is false?
D. organizations need to be careful about over-promoting their brand because repetition of a message tends to decrease its persuasive appeal
Which of the following creates a problem for Markov analysis?
D. small sample sizes
The combination of factors that tend to place women and minorities in fewer top management positions are collectively termed _________________.
D. the glass ceiling
Employee shortages seldom require job reassignments or overtime for current employees.
FALSE
Markov Analysis is used to assess a previous period's workforce demands on the basis of historical patterns of external applications.
FALSE
Measurement standardization applies to measurement content, not the administration of measurements.
FALSE
Measures of engagement reflect specific skills sets that are readily measured through job analysis.
FALSE
Measuring the accuracy of a mechanical ability test in predicting the job performance of current employees involves a predictive validity design.
FALSE
Most recruiters receive a great deal of training.
FALSE
Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.
FALSE
One advantage of intrinsic rewards is that they are basically costless.
FALSE
One advantage to centralized recruitment is that recruitment efforts may be undertaken in a more timely manner.
FALSE
Research shows that applicants have a favorable attitude toward biodata inventories.
FALSE
Targeted recruiting messages are especially appropriate for internal applicants when they move to an unknown job, a newly created job, or a new geographic area, including an international assignment.
FALSE
Tasks should be constructed using broadly applicable verbs, such as "supports," "assists," and "handles."
FALSE
Team-based jobs lend themselves particularly well to job requirements job analysis.
FALSE
Teams are seldom designed to absorb management functions that allow for self-management because they inherently produce excess groupthink.
FALSE
The "glass ceiling" refers to the prevalence of policies and procedures that have resulted in reverse discrimination.
FALSE
The ADA requires the performance of a job analysis to identify the essential functions of a job.
FALSE
The American workforce is increasingly made up of young people.
FALSE
The KSAO portion of a job requirements matrix is often converted to a job description.
FALSE
When assessing adverse impact, the law prohibits taking sample size into account.
FALSE
When head count requirements exceed availabilities, the organization will be overstaffed.
FALSE
When numbers are assigned by category, this reflects an ordinal scale of measurement.
FALSE
When the federal government needed to hire airport security screeners, applicants started the process of getting a job with a structured interview and physical ability test.
FALSE
80% of organizations use some sort of ability test in selection decisions.
False
Applicants react positively when banding is associated with affirmative action
False
Applicants tend to react very negatively to the interview
False
Golden handcuff agreements legally bar employees from quitting a job for a specific period of time
False
Hiring bonuses tend to enhance employee performance motivation
False
If a co-worker promises a prospective employee overtime hours while visiting the prospective employee in his/her home, this promised "term" of the employment would likely be legally enforceable
False
It is best to ask for proof of employment eligibility prior to making a job offer
False
It is desirable that the denominator of a selection ratio be small.
False
Measures of specific cognitive abilities do not reflect general intelligence
False
3. In internal selection, managers tend to overemphasize subjective opinions about job candidates, with a consequent increase in decisions with low validity.
t
4. Organizations typically have better data with which to make choices on internal than external candidates.
t
6. Sometimes individuals who have excellent skills in engineering and scientific positions do not have good managerial skills.
t
Which of the following circumstances makes it less likely an oral statement about weekend work would be legally enforceable as a contract term? A. The statement was made in the workplace. B. The statement is not supported by a written policy. C. The statement was made by an organizational manager. D. The statement was a specific one.
B. The statement is not supported by a written policy.
Which of the following is a true statement?
B. actual score equals true score plus error
Work-life balance programs are an example of _____. A. communal distribution B. intrinsic rewards C. instrumentality D. a completely ineffective retention strategy
B. intrinsic rewards
Organizations often __________ when they choose to ride out dips in demand for goods and services or to stockpile talent.
B. overstaff
Which of the following results represents statistically significance as it is commonly understood?
B. p < .05
A bona fide seniority system is _________________.
B. permitted in most cases under EEOC law even if it results in adverse impact
An observable competence for working with or applying information to perform a particular task is _______.
B. skills
Manager judgment is an important method for staffing in _________.
B. smaller organizations.
44. Which situation most strongly calls for targeted recruitment?
B. specific skill sets are needed
Which of the following is an attribute of a high value employee that an organization would want to prevent from leaving? A. low training investment B. strong KSAOs C. retirement D. low seniority
B. strong KSAOs
Which method of recruiting is designed to be used when an organization is seeking a specific set of KSAOs?
B. targeted
Validity of a measure is best defined as ________.
B. the degree to which the measure does indeed measure what it is intended to measure
A job description is best defined as _____.
B. the organization's indicator of tasks required for each job
Which of the following communication media is marked by low richness and high cost, but also with an especially broad audience of potential applicants?
C. advertising
A scale in which objects are rank ordered according to how much of the attribute they possess, with equal space between objects.
C. interval
Which of the following best represents the order of aspects important for job satisfaction identified in surveys, from most valued to least valued?
C. job security, benefits, opportunities to use skills and abilities, and financial stability
Which of the following is not a good way to manage the recruiting process for optimal legal defense?
C. keep applications on hold or on file for future consideration
Ease of leaving is greater when ____. A. employees are highly embedded B. employees possess ample employer-specific KSAOs C. labor markets are loose D. all of the above
C. labor markets are loose
The problem with using _____ for hiring purposes is that only very poor applicants cannot obtain these, and the format is unstandardized.
C. letters of recommendation
The purpose of retention systems is to __________.
C. manage the flow of employees out of the organization.
Economic separation costs associated with voluntary turnover include ________. A. hiring inducements B. rehiring costs C. manager's time D. more than one of the above
C. manager's time
Which of the following is not a shortcoming of using manager judgment for forecasting availability?
C. managers are always overly aggressive in making estimates of hiring requirements
Under a closed internal recruitment system, which of the following is not likely to occur?
C. managers have less influence over the ultimate decision
If the correctness of a response is essential for a job, then a(n) ________ test should be used.
C. power
Employees are most likely to be involved in hiring decision making if they are organized in __________. A. solo work B. functional harmony C. teams D. none of the above
C. teams
Projections suggest that there will be growth in which of the following sectors of the economy?
D. Both B and C (B. Education and C. Health services)
Effective orientation training should include __________. A. sources of influence in the organization B. integrating the newcomer into the work unit and team C. conducting active mentoring for the newcomer D. all of the above
D. all of the above
Exit interviews can be used to explain _________ to departing employees. A. rehiring rights B. benefits C. confidentiality agreements D. all of the above
D. all of the above
28. The incremental validity of assessment centers in predicting performance is relatively small.
T
A correlation between two variables does not necessarily that one causes the other.
TRUE
A major problem with resumes and cover letters is lying.
TRUE
AAPs are organization-specific plans that have a legal origin and basis.
TRUE
Adverse impact refers to the possibility that a disproportionate number of protect class members may be rejected using a given predictor.
TRUE
Comparing scores of objective measures within the same time period is a measure of internal consistency.
TRUE
External selection refers to the assessment and evaluation of external job applicants.
TRUE
Federal contractors are legally required to have AAPs in place.
TRUE
If only an external recruitment search is conducted, the morale of existing employees may be reduced when they feel that they have been passed over for a promotion.
TRUE
In human resources planning, a comparison is made between labor force requirements and labor availability.
TRUE
In organizations where technology and globalization have caused jobs to change at a rapid pace, person/organization match is more important than person/job match.
TRUE
In plan-based HR planning, the organization's representatives set up a system that is integrally related to the organization's strategic planning process.
TRUE
Intrinsic rewards are best characterized as "inherent in the nature of the job and experienced by the employee as an outgrowth of actually doing the job."
TRUE
Investigation of applicant stock statistics is also known as "utilization analysis."
TRUE
It is illegal to use pre-employment inquiry information that has a disparate impact on the basis of a protected characteristic, unless such disparate impact can be shown to be job-related and consistent with business necessity.
TRUE
It is possible to weight task dimensions using either relative time spent, percentage of time spent, or importance to overall job performance.
TRUE
It is quite difficult for applicants to successfully make a case that there has been fraud or misrepresentation in recruitment advertising.
TRUE
It should not be assumed that just because job seekers come from inside the organization they will automatically know and understand the selection procedures.
TRUE
Knowledge is a body of information that can be directly applied to the performance of tasks.
TRUE
Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs that are difficult to classify in traditional job analysis.
TRUE
Matching concerns that involve the larger organization include organizational values, new job duties, multiple jobs, and future jobs.
TRUE
Measures are methods or techniques for describing and assessing attributes of objects that are of concern to us.
TRUE
Most data suggest that there will be job growth in the service sector, the education sector, and in business/professional services.
TRUE
Most initial assessment methods have moderate to low validity.
TRUE
One consistent finding in the research is that job seekers are more likely to find out about jobs through friends and family than they are through employment agencies.
TRUE
One guideline for effective staffing practice is that all predictors should be routinely subjected to content validation.
TRUE
One problem with job postings is that employees may believe that someone has been selected before the job was posted and so will either not bother to apply or will believe the system is unfair.
TRUE
One reason organizations outsource is because specialized vendors can achieve economies of scale for routine tasks that would be performed across many organizations.
TRUE
One shortcoming of targeted recruitment is that by seeking out one group, one may exclude another from the same consideration.
TRUE
Performance appraisal ratings are subjective measures.
TRUE
Staffing is more of a process than an event.
TRUE
The "glass ceiling" refers to strong but invisible barriers for women and minorities to promotion in organizations.
TRUE
The Affirmative Action Programs Regulations specifically address internal recruitment as part of the federal contractor's AAP.
TRUE
The Americans with Disabilities Act states that employers may not ask disability-related questions and may not conduct medical examinations until after it makes a conditional job offer to a person.
TRUE
The EEOC bans the use of explicit age- or sex-based preferences in recruitment advertising.
TRUE
The EEOC has provided assistance to organizations for dealing with the issue of identifying essential job functions for the purpose of ADA compliance.
TRUE
The O*Net contains work context factors pertaining to interpersonal relationships and to structural job characteristics.
TRUE
The extent to which scores on a knowledge test truly reflect a job applicant's knowledge is a measure of the test's validity.
TRUE
The first stage of developing a talent management system is identifying the KSAOs required for all jobs in the organization.
TRUE
The first step in developing a selection plan is to list relevant KSAOs associated with a job.
TRUE
The four major source of external influence on HR and planning are economic conditions, labor markets, technology, and labor unions.
TRUE
The greater the task interdependence in a team, the greater the importance of KSAOs pertaining to interpersonal qualities and team self-management qualities.
TRUE
The hope with realistic job previews is that job applicants will self-select into and out of the organization.
TRUE
The initial stage in the staffing system components model is recruitment.
TRUE
The job requirements matrix is composed of two components: tasks and KSAOs
TRUE
The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job to be filled and the qualifications of the job applicants.
TRUE
The most frequently used methods of initial assessment are education level, training and experience, reference checks, and initial interview.
TRUE
The proportion of organizations that conduct pre-hire background checks to determine if employees have criminal records or inaccurate reporting on résumés, has risen dramatically in recent years.
TRUE
The purpose of the initial interview is to screen out the most obvious cases of person/job mismatches.
TRUE
The quality of a replacement or succession plan is largely independent of the quality of an organization's performance appraisal systems.
TRUE
The quantity portion of the staffing definition means that organizations must be concerned about staffing levels and their adequacy.
TRUE
The recruitment stage of the staffing process involves identification and attraction activities by both the organization and the individual.
TRUE
The selection stage of the staffing process emphasizes the assessment and evaluation of job applicants.
TRUE
The term essential functions refers to the fundamental job duties of the employment position the individual with a disability holds or desires.
TRUE
The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description.
TRUE
The validity evidence for weighted application blanks is better than that for unweighted application blanks.
TRUE
The work setting, attire, environmental conditions, and job hazards are associated with a job's "context."
TRUE
There is a trend toward increasingly fewer new entrants to the labor force.
TRUE
There is some evidence that realistic job previews might scare away the most promising job candidates.
TRUE
Through replacement and succession planning the organization constructs internal talent pipelines.
TRUE
Title VII of the Civil Rights Act explicitly permits discrimination on the basis of sex, religion, or national origin if it can be shown to be a bona fide occupational qualification.
TRUE
To achieve standardization the content of job application tests should be the same for all applicants.
TRUE
In general, the employment relationship is an at-will one
True
It is very important for an organization to know, in advance, whether an individual will be classified as either an employee or an independent contractor.
True
The law prohibits using different norms for test scores of minority and majority groups
True
The true validity of measures of general cognitive ability is roughly .50
True
16. An important advantage of peer assessments is __________. A. lower probability of bias in the assessment B. greater clarity in the criteria for assessment C. enhanced employee morale through the fostering of a competitive spirit D. greater knowledge of the applicants' KSAOs
D
40. Which of the following is examples of substantive methods for internal selection? A. Skills inventories B. Managerial sponsorship C. Career concepts D. Performance appraisals
D
The Uniform Guidelines in Employee Selection procedures require the calculation of selection rates for ________.
A. every disability category currently assessed
Which of the following are not components of a strong corporate recruiting website?
A. exciting flash graphics presentations of opportunities
A key advantage of having a core work force is that it provides _________.
A. greater predictability
The process of determining reconciliation and gaps tells managers _____.
A. how many employees will be needed for jobs in the coming period
Most initial assessment methods have _________ validity.
A. moderate to low
The _________ approach means that an applicant must earn a passing score on each predictor before advancing in the selection process. A. multiple hurdles B. Markov process C. compensatory model D. none of the above
A. multiple hurdles
The _________ method of determining an applicant's score is based on assigning weights by statistical procedures and then adding predictor scores together. A. multiple regression B. clinical prediction C. unit weighting D. none of the above
A. multiple regression
A scale in which a given attribute is categorized, and numbers are assigned to the categories, but there is no order or level implied among the categories.
A. nominal
Competency modeling is strategically used to _________.
B. Enhance the skill level of the workforce
Which of the following statements regarding résumés is true?
B. Most surveys suggest that around half of all résumés have substantial inaccuracies or distortions
Which of the following makes involuntary turnover potentially more costly than a similar level of voluntary turnover? A. Accrued paid time off B. Possibility of a lawsuit C. Staffing costs for a new hire D. Formal training
B. Possibility of a lawsuit
Which of the following is not a part of normal progressive discipline? A. Give employees notice of the rules of conduct B. Provide employees with alternative employment if performance problems persist C. Allow for full investigation of alleged employee misconduct D. Give employees the right to appeal a decision
B. Provide employees with alternative employment if performance problems persist
In developing career path policies, a good approach for promotion would not include which of the following?
B. Reasons why external sources are preferred.
________ assessment methods are used to reduce the candidate pool to finalists for a job. A. Initial B. Substantive C. Discretionary D. Contingent
B. Substantive
Human resource information systems provide which of the following functions for succession planning?
D. all of the above (A. Creating lists of employees who are ready to move into specific positions, B. Seeking out passive candidates within the organization, C. Tracking candidates across a variety of locations)
The information collected for an accomplishments record includes ______.
D. all of the above (A. a written statement of the accomplishment, B. when the accomplishment took place, C. any recognition for the accomplishment)
Which of the following is an advantage of open recruiting?
D. both a and b (A. it is seen as more fair, B. it ensures a diverse set of applicants)
Content validation is most appropriate when ____________.
D. sample size is too small for criterion validity calculation
The biggest reason why cognitive ability tests are not more widely used is _____________. A. they are too expensive. B. they are too time-consuming. C. they are difficult to administer. D. they have an adverse impact on minorities.
D. they have an adverse impact on minorities.
An organization's core workforce is composed of workers who are used on an as-needed, just-in-time basis.
FALSE
Employee turnover does not represent a significant cost to most organizations.
FALSE
Job creation and growth is largely independent of the overall economic climate.
FALSE
Most managers report that talent management systems have greatly simplified their work lives.
FALSE
Organizational strategy usually dictates HR strategy, and HR strategy seldom has an impact on organizational strategy.
FALSE
Research has found that level of education is moderately related to job performance.
FALSE
The legal implications of analyzing competencies beyond job specific ones are well-known.
FALSE
The most appropriate measure of central tendency for nominal scale data is the median.
FALSE
The most common person to be contacted in a reference check is the applicant's former colleagues who worked in the same position.
FALSE
The person/job match model says that jobs are characterized by their level of qualifications and motivation.
FALSE
The person/job match model states that it is more important to match job rewards to individual motivations than to match job requirements to KSAOs.
FALSE
The process of criterion-related validation begins with the identification of criterion measures.
FALSE
Written or videotaped RJPs are more effective than verbal RJPs.
FALSE
A low-fidelity test uses realistic equipment and scenarios to simulate the actual tasks of the job
False
A recent Society for Human Resource Management (SHRM) survey found that the most effective organizational strategy for retaining employees is the provision of concierge services
False
Access to typical salary information for various occupations or job titles is very hard to come by, especially for job seekers
False
Data are seldom available regarding when or where employee turnover is occurring in most organizations
False
Organizations may make medical inquiries or require medical exams prior to making a job offer
False
Orientation should focus on the person/job match exclusively.
False
Performance management systems are used primarily to detect individuals whose performance is unsatisfactory and should be terminated
False
Performance tests and work samples assess applicants' underlying capacities and dispositions.
False
Practical significance is the sign of a correlation coefficient
False
Biodata is like a background check in many ways, but background checks tend to focus on external references rather than applicant surveys.
TRUE
Calculation of the test-retest reliability of scores between time periods is done for objective measures, not subjective measures.
TRUE
Closed internal recruitment systems are very efficient to administer.
TRUE
Competency analysis is one way to incorporate engagement into job analysis.
TRUE
Internal hiring methods are often less expensive than external hiring methods.
TRUE
Replacement and succession planning are conducted primarily for managerial jobs.
TRUE
Task statements should reflect what the employee does, to whom or what the employee does what he or she does, what is produced, and what is used.
TRUE
Technology can serve to create new jobs and eliminate old jobs.
TRUE
The "Great Eight" competencies include leading, supporting, presenting, analyzing, creating, organizing, adapting, and performing.
TRUE
The apparent skills gap in the American workforce appears to be arising because of an increase in demand for highly skilled workers.
TRUE
The burden of proof is on employers to defend BFOQ claims.
TRUE
The correlation coefficient does not measure the change in one variable caused by another variable.
TRUE
Which of the following is true regarding drug testing? A. Applicants were twice as likely to be tested for alcohol use as drug use. B. The rate of drug testing has declined slightly in recent years C. Upper-level employees are more likely to be tested than lower-level employees. D. All of the above are true.
B. The rate of drug testing has declined slightly in recent years
A competency is _____.
B. an underlying characteristic of an individual that contributes to job or role performance
The _________ method of determining an applicant's score is based on the expert judgment of the manager. A. multiple regression B. clinical prediction C. unit weighting D. none of the above
B. clinical prediction
The best approach to job analysis for flexible jobs with changing requirements is _____.
B. competency based job analysis
Turnover due to organizational downsizing is classified as ______. A. voluntary B. involuntary C. supplemental D. it depends on the circumstances of the downsizing
B. involuntary
Situational judgment tests ______. A. have very high adverse impact B. involve applicants' descriptions of how they would behave in work scenarios C. are based on applicants' evaluations of photographs D. have very low validity
B. involve applicants' descriptions of how they would behave in work scenarios
It can be accurately said of the "task dimension" component of a job description that it ___________.
B. is a grouping of similar tasks
Which of the following is an advantage of using an external recruiting agency?
B. it is useful for companies too small to have dedicated recruiters
According to the overall staffing organizations model, one support activity is ________.
B. job analysis
It is critical than when employees are interviewed about their reward preferences, the content of the interviews is ____________.
B. kept confidential so employees can report honestly
Which of the following have contributed to the Glass Ceiling?
B. lack of outreach recruitment practices
Guidelines for increasing job satisfaction and retention include ___________. A. establish a lag pay policy for all employees B. link rewards to retention behaviors C. keeping core operations information secret D. none of the above
B. link rewards to retention behaviors
Research has indicated that job applicants generally have a __________ view of biodata inventories.
B. negative
One of the major disadvantages of using handwriting analysis as an assessment method is that it is ______.
B. not related to job performance
In general, the labor force is becoming ____.
B. older
A scale in which objects are rank ordered according to how much of the attribute they possess.
B. ordinal
Formal policies for promotion and other internal recruiting activities can enhance:
B. procedural justice
To increase the cost of leaving, employers ____. A. reduce headcount B. provide deferred compensation C. increase workloads D. provide free stock to employees
B. provide deferred compensation
Which of the following is necessary for the logic of prediction to work in practice for selecting employees?
B. qualifications carry over from one job to another
The reason for having the manager participate as a job analyst is to ______.
B. verify statements are inclusive and accurate
From a legal standpoint, it can be said that __________.
C. promotions based on subjective assessments of who is more senior are not likely to be supported in court
When developing structured interviews, one or more questions must be constructed for each KSAO targeted for assessment by the structured interview
True
When rejecting job applicants, most organizations do so with a rejection message to the applicant that is short and vague in content
True
An interdependent collection of employees who share responsibility for achieving a specific goal is called a _____.
C. work team
Selection for team contexts ____. A. is not much different than for selection in general B. should emphasize both interpersonal and self-management KSAOs C. should not involve members of the team, because that only leads to resentment D. all of the above
B. should emphasize both interpersonal and self-management KSAOs
Replacement costs associated with voluntary turnover include __________. A. HR staff induction costs B. mentoring C. severance pay D. contagion
A. HR staff induction costs
The larger the correlation coefficient, _________.
A. the greater the practical significance
Under which circumstances is "hiring success gain" likely to be optimal? A. Low selection ratio, low base rate, high validity B. High selection ratio, high base rate, high validity C. High selection ratio, low base rate, high validity D. High selection ratio, low base rate, low validity
A. Low selection ratio, low base rate, high validity
One major problem with letters of recommendation is that they _________.
B. are not structured or standardized
Research on application blanks has suggested that the most common questions that are misinterpreted include _________.
B. reasons for leaving previous jobs
A z score of 3.0 for a job applicant's score on an aptitude test indicates the applicant ______.
B. received a score 3 standard deviations above the mean score
The staffing system components model says that the phases of the staffing process occur in which order after the initial interaction between the applicant and the organization?
B. recruitment, selection, employment
The issue of consistency of measurement with assessment methods is called ______.
B. reliability
Which of the following is true regarding long-term variable pay? A. Stock options qualify for special tax treatment for employees. B. Small public organizations are more likely to provide stock options than large public organizations. C. Stock options guarantee a fixed rate of return on investment. D. None of the above
D. None of the above
In recent years there has been an increase in the number of _________ in the workforce.
D. all of the above (A. women, B. Latinos, C. individuals with disabilities)
From the newcomer's perspective, likely components for inclusion in the socialization process include addressing _________. A. performance proficiency B. organization goals and values C. politics D. all of the above are correct
D. all of the above are correct
Some of the advantages of a closed internal recruitment system include:
D. none of the above (A. helps minimize favoritism, B. it can uncover hidden talent, C. it helps employees evaluate their qualifications for advancement)
Regarding the person/job match model, _______.
D. none of the above are correct (A. staffing is only concerned with the job requirements-KSAO portion of the match B. job requirements should be expressed in terms of only tasks involved and not KSAOs C. It applies only to tasks that have been identified and written down
Applicants have a strong preference for recruiters who are the same gender and race as they are.
FALSE
Career development centers are a low cost way to increase employee interest in internal career paths.
FALSE
Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations.
FALSE
Closed internal recruitment systems are an ideal choice if there are issues about perceived fairness and the organization want to make sure it isn't missing out on hidden talent.
FALSE
Competencies are more specific than KSAOs.
FALSE
Competency-based job analysis begins by identifying the specific tasks and the job context for a particular job
FALSE
It is a bad idea to share too much information with applicants about the selection system during the later parts of the recruiting process because it's likely that applicants will just learn how to game the system.
FALSE
It is not really necessary, or even advisable, to have an incumbent or supervisor serve as job analysts.
FALSE
It is probably best to avoid listing who is eligible for open positions in a mobility policy, because it will just lock the organization in
FALSE
It is typically easy to determine the number of contacts with applicants needed to fill a vacancy.
FALSE
Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.
FALSE
Little research has been done to identify particular job-related skills.
FALSE
Making organizational websites compatible with screen readers is a very expensive proposition, but it is required for compliance with the ADA.
FALSE
Manager judgment is an ideal method for forecasting workforce availabilities for companies with large numbers of employees in many job categories.
FALSE
Organizations should attempt to eliminate all employee turnover if at all possible.
FALSE
Research suggests that realistic job previews lead to massive reductions in turnover.
FALSE
The consistency of measurement of an attribute refers to its validity.
FALSE
The laws in most states provide employers with little protection if they provide any information in a reference check that might damage an applicant's chances of getting a job.
FALSE
When a job analysis is likely to be legally, technically or politically scrutinized, it is best to use an internal person to do the analysis, rather than an external consultant.
FALSE
When developing measures, it is a good idea to give each rater some license to interpret the meaning of scores as fits the specific situation.
FALSE
Word of mouth regarding internal job openings usually serves to provide additional opportunities to women and minorities.
FALSE
If a letter of acceptance says an employee needs to work on weekends, but the employer makes an oral promise that the employee will not have to work on weekends, the oral statement could be legally binding
False
In assessing cutoff scores, a "false positive" is an applicant who is assessed as not likely to succeed, but who would have been successful if hired
False
In establishing procedures for setting cutoff scores, organizations should stress the job-relatedness of the assessment procedure and de-emphasize validity
False
Since line managers are not usually technical experts in staffing processes, their input comes to play only in regard to hiring decisions
False
Studies suggest that drug users are no more likely to be involved in accidents or to be injured at work.
False
Substantive assessment methods are used to reduce the applicant pool to candidates
False
Surveys suggest that HR managers believe that a totally different set of factors lead to turnover compared to regular employees
False
The law is relatively indifferent between the use of written contracts and the use of oral contracts
False
The least common form of long-term variable pay in the private sector is the cost of living adjustment
False
The major distinction between job knowledge and situational judgment tests is that the former deals with future hypothetical job situations, and the latter explicitly taps the content of the job
False
There three types of validity studies considered acceptable by the UGESP include face validity, construct validity, and administrative validity
False
13. A virtue of peer assessments is that they rely on raters who are very knowledgeable of applicants' KSAOs.
T
19. Seniority and experience are among the most prevalent methods of internal selection.
T
21. The validity of experience is higher than seniority for internal selection.
T
23. Job knowledge tests hold great promise as a predictor of job performance.
T
30. An "in-basket" exercise involves a timed exercise that requires a job candidate to respond to simulated memoranda, reports, and other items requiring responses.
T
Alternative mobility paths tend to be very difficult to administer.
TRUE
Competency-based job analysis attempts to identify and describe job requirements in the form of general KSAOs that are required across a range of jobs.
TRUE
If a recruiting search is too narrow, the organization will likely be engaged in a long-term process of looking.
TRUE
Self-nomination is an especially important consideration in the internal recruitment of minorities and women.
TRUE
Self-selection refers to employee decisions about whether to continue in or drop out of the staffing process.
TRUE
Sending mass e-mails advertising positions may be an ineffective strategy because many applicants will regard these messages as junk mail or spam.
TRUE
Staffing is the process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness.
TRUE
Staffing objectives are derived from identified gaps between requirements and availabilities.
TRUE
When conducting Markov analysis, it is desirable to have 20 or more employees in each job category/level.
TRUE
With an open recruitment approach, organizations cast a wide net to identify potential applicants for specific job openings.
TRUE
With very large samples, it is possible for a fairly weak relationship to still be statistically significant.
TRUE
A non-compete agreement restricts a departing employee from competing against the organization
True
A typical unstructured interview often contains highly speculative questions.
True
Material and equipment costs are likely to be the most prevalent in replacement and training costs
True
Some critics argue that because emotional intelligence (EI) is so closely related to intelligence and personality, once you control for these factors, EI has nothing unique to offer
True
Some employees who do not take advantage of work-life balance options resent their coworkers who are more likely to use work-life programs
True
Surveys are the most common means of assessing personality
True
Which of the following is(are) true based on research regarding interviews? A. The validity of structured interviews is low. B. Situational interviews are less valid than job-related interviews. C. Panel interviews were less valid than individual interviews. D. All of the above are true.
C. Panel interviews were less valid than individual interviews.
Which of the following is a recommendation for the use of drug testing programs? A. Drug testing should be done with all jobs. B. Do not inform applicants of the test results. C. Provide rejected applicants with an opportunity to appeal. D. All of the above
C. Provide rejected applicants with an opportunity to appeal.
Terms and conditions that the organization states the employee is entitled to upon departure from the organization constitute _________. A. pay rates B. health benefits C. severance packages D. life insurance
C. severance packages
KSAOs which are used in making advancement decisions are stored in _________.
C. talent management systems
Comparing objective scores from T1 to T2 is a method for assessing _____ reliability.
C. test-retest
Unlike KSAOs, competencies usually describe characteristics ________.
C. that contribute to success across multiple jobs
Which of the following does not have to be shown by a plaintiff in fraud and misrepresentation lawsuit related to recruiting?
C. that the plaintiff had perfect knowledge regarding the misrepresentation
Measures of engagement reflect _________.
C. the degree to which an employee identifies with and has enthusiasm for his or her work
Which of the following could harm an organization's legal defense in an EEO/AA case?
D. Emphasis mostly on secondary tasks
Research studies have found ___________ support for the validity of job knowledge tests? A. relatively strong B. no support C. very weak D. some
A. relatively strong
Coefficient alpha assesses ____________.
A. reliability within a single time period
Applicant flow statistics require the calculation of ________.
A. selection rates for the groups under analysis
If you are evaluating the usefulness of a given predictor in predicting job success, and you are interested in the value the predictor adds to the prediction of job success, you want to know the predictor's ________. A. validity coefficient B. practical significance C. sign D. statistical significance
B. practical significance
When using ___________, each finalist has an equal chance of being selected. A. ranking B. random selection C. clinical prediction D. grouping
B. random selection
The variability of a measure is best captured by the _____________.
B. range and standard deviation
A manager has collected data on the dollar value of sales and has divided this by the number of FTE. Assuming this relationship will hold in the future, and using projected sales, the manager estimates the number of employees required. This is an example of _______________.
B. ratio analysis
What is the "employee value proposition?"
B. the organization's package of rewards provided to employees
Which of the following statements about using employee referrals is true?
B. those recruited by referrals are more qualified and committed
Which communication medium refers to the informal information regarding an organization's reputation, employment practices, and policies?
B. word of mouth
A company's internal e-mail and internet capabilities ________________.
A. make it easy and inexpensive to disseminate internal recruiting messages
Length in inches is an example of a(n) _________.
A. ratio scale
47. Which of the following assessment methods does not have at least moderately high validity? A. assessment centers B. job knowledge tests C. seniority D. work experience
C
Which of the following is true regarding an open internal recruitment system?
D. All of the above are correct. (A. Employees are made aware of all job openings., B. They use a job posting and job bidding system, C. They often lead to uncovering "hidden talent.")
Staffing systems exist, and should ultimately be used, to __________.
D. contribute to the attainment of organizational goals such as survival, profitability, and growth
An organization's employment brand is completely different than its product market image.
FALSE
Job specific KSAOs become largely irrelevant in team-based work.
FALSE
There has not been any research on the effectiveness of various recruitment sources.
FALSE
The construct of "integrity" is well understood
False
Most organizational recruiting is done in-house.
TRUE
Realistic recruiting messages are less effective for those with considerable previous job experience.
TRUE
One recommendation for an effective performance appraisal or management system is that appraisal criteria should be job-related, specific, and communicated in advance to the employee
True
5. Depth of information and relevance are the only advantages that internal selection has over external selection.
f
Multiple regression will be more precise than unit weighting if there is a small number of predictors, low correlations between predictors, and a large sample
true
Organizations may not ______ prior to making a job offer? A. make medical inquiries B. conduct background checks C. discuss job responsibilities D. none of the above
A. make medical inquiries
In terms of who should participate in selection decision making (i.e., HR professionals vs. line managers), HR professionals would be least likely to ________. A. make the hiring decision B. establish selection procedures C. ensure relevant laws and regulations are being followed D. represent the interests of employees to management
A. make the hiring decision
Which of the following statements is true regarding the OFCCP's regulation of affirmative action plans?
A. organizations may find that recruiting at secondary schools and community colleges with large minority enrollments may facilitate AAP success
A manager has collected data on sales, the economy, and taxes over a number of years, and statistically estimates an equation that describes how each of these predictors has affected staffing levels in the past. This equation is used to predict future staffing levels. This is an example of _______________.
A. regression analysis
Rankings of the finishes of competitors in a foot race is an example of a(n) _______.
B. ordinal scale
Population-based HRP consists of _________.
B. planning focused on a specific employee group
Which of the following is a potential benefit associated with voluntary employee turnover? A. lowered replacement costs B. savings from not replacing an employee C. vacancy creates an open job that must be staffed D. all of the above
B. savings from not replacing an employee
Organizations have become interested in alternative mobility paths because ______________.
B. they allow employees to specialize in technical work or management work and advance within either
Why might an organization use internal temporary pools?
B. to avoid paying agency fees to temporary help agencies
For succession planning to work, organizations must also have _____.
B. training and development systems in place.
The strength of the relationship between a predictor and performance is called ________.
B. validity
Essay tests are best used to assess ___________ skills.
B. written communication
Employers protect themselves in the initial stages of contact with job applicants through the use of _______.
C. disclaimers
In which of the following assessment procedures is the participation of line managers most needed? A. initial assessment B. substantive methods C. discretionary methods D. background investigations
C. discretionary methods
Sentence analysis technique is an aid to __________.
C. drafting precise task statements
A well-defined mobility path should include all of the following except: ______________.
C. encouragement for all individuals to apply
A _____ contract provides certainty to both the new hire and the organization regarding the length of the employment relationship. A. variable premium B. fixed annuity C. fixed-term D. latent variable
C. fixed-term
The ___________ is composed of more peripheral workers who are used on an as-needed, just-in-time basis.
C. flexible workforce
The most common person to be contacted in a reference check is the applicant's __________.
C. former supervisor
Employment reconciliation analyzes gaps between ________.
C. future HR requirements and HR availability
Staffing system management involves _________.
C. guiding, coordinating, controlling, and evaluating staffing activities
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. A. job knowledge B. psychomotor C. high fidelity D. low fidelity
C. high fidelity
The first strategy for improving employee retention is to _____________. A. redesign employee jobs B. increase pay C. improve job satisfaction D. none of the above
C. improve job satisfaction
If a cutoff scores is set based on the qualifications deemed necessary to perform a job, it is most likely the ______ method of determining cut scores. A. top-down B. criterion-related C. minimum competency D. banding
C. minimum competency
Which of the following statements about reneging on job offers is false? A. reneging is often caused by sudden changes in circumstances, such as a change in health status B. there are substantial legal concerns about reneging C. most employers feel the level of reneging has increased dramatically in recent years D. solid evidence on reneging and why it occurs is lacking
C. most employers feel the level of reneging has increased dramatically in recent years
Recruiter characteristics are ________________.
C. not as important as the actual job characteristics
Which of the following is a criterion on which biodata items can be classified?
C. objective vs. subjective
Research most clearly suggests that when organizations wish to increase retention they need to _____. A. provide team-building B. convince employees that there are few alternatives C. offer "bundles" of HR practices that complement one another D. demonstrate executive commitment to outreach
C. offer "bundles" of HR practices that complement one another
What are the two major strategies for recruiting?
C. open or targeted
According to the staffing quantity model, an organization will be __________ when availabilities exceed requirements.
C. overstaffed
Plan-based HRP consists of _________.
C. planning that is part of the organization's strategic planning process
Discharge turnover is usually due to ___________. A. a site or plant closing B. permanent layoff C. poor employee performance D. none of the above
C. poor employee performance
43. Which situation most strongly calls for open recruitment?
C. pre-entry qualifications are not important
Contamination error _________.
C. represents unwanted sources of influence on a measure
The correlation coefficient expresses _________.
C. strength of the relationship between two variables
Consideration in a contract entails __________. A. evidence that both parties agree to the terms as offered B. a polite exchange of information C. the exchange of something of value between the parties to the contract D. none of the above
C. the exchange of something of value between the parties to the contract
The principal assumption behind the use of biodata is the axiom, ________.
D. The best predictor of future behavior is past behavior
This personality trait is associated with better performance, higher job satisfaction, and lower adaptability on the job. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience
D. Conscientiousness
Which of the following would not be addressed in forecasting HR availabilities?)
D. Motivation level
The job context component of a job description does not __________.
D. address pay scales
An employee's intention to leave an organization is influenced by __________. A. perceived desirability of movement B. perceived ease of movement C. alternatives available to the employee D. all of the above
D. all of the above
In many cases, the post-layoff environment for those who remain is marked by _____. A. reductions in trust of management B. stress among those who remain C. reductions in workforce quality D. all of the above
D. all of the above
Organizations can use compensation to reduce turnover by _____. A. providing deferred compensation B. giving specific rewards for seniority C. increasing pay levels to surpass the market D. all of the above
D. all of the above
Recommendations for the effective design and use of a performance appraisal or management system include that ____________. A. evaluations should be in writing B. the employee should receive timely feedback about the evaluation and an explanation for any outcome decision C. there should be agreement among different raters in their evaluation of the employee's performance D. all of the above
D. all of the above
The delivery of newcomer socialization should be the responsibility of __________. A. his/her supervisor B. a mentor or sponsor C. the HR department D. all of the above
D. all of the above
The types of employee turnover include ___________. A. voluntary B. discharge C. downsizing D. all of the above
D. all of the above
Uniform Guidelines on Employee Selection Procedures establish guidelines for record-keeping ___________. A. of applicants' sex B. of applicants' race C. for major job categories D. all of the above
D. all of the above
Which of the following elements are required for a contract to be legally binding and enforceable? A. offer B. acceptance C. consideration D. all of the above
D. all of the above
Key metrics for evaluating an internal staffing system include:
D. all of the above (A. cost, B. quantity, C. quality)
Which of the following are elements of traditional job design?
D. all of the above (A. formal organization charts, B. clear and precise job descriptions, C. well-defined mobility (promotion and transfer) paths)
Which of the following are common sources of résumé fraud?
D. all of the above (A. inflated titles, B. inflated education or "purchased" degrees, C. inaccurate dates to cover up job hopping or unemployment)
Background testing is concerned with the __________ of an applicant.
D. all of the above (A. integrity, B. reliability, C. personal adjustments)
Which of the following is an example of contamination error?
D. all of the above (A. irrelevant material on the test, B. guessing by the test taker, C. different time limits for the same test)
A major disadvantage of a flexible work force is that ________.
D. all of the above (A. it leads to loss of some control over workers, B. it can lead to conflict between core and flexible workers, C. flexible workers are often less familiar with equipment)
Which of the following are components of a well-developed recruiting requisition?
D. all of the above (A. quantity of labor to be hired, B. affirmative action compliance methods, C. list of selection methods to be used)
Advantages of a core workforce include ______________.
D. all of the above (A. stability, continuity, and predictability, B. a sense of commitment and shared purpose toward the organization's purpose, C. an organization can directly control how it acquires its workforce)
92. Research suggests that an ideal recruiter possesses ________________.
D. all of the above (A. strong interpersonal skills, B. knowledge about the organization, jobs, and career issues, C. enthusiasm about the organization and job candidates)
Deficiency error would not indicate a failure to _________.
D. calculate the standard deviation
Which of the following is NOT shown by an ideal task statement?
D. how each behavior is rewarded
Affirmative action plans and programs do not originate from _______.
D. international treaties
The more broadly transmitted the organization's search methods, the more likely that a ____________ will be attracted to apply.
D. large number of individuals
Outsourcing is _________.
D. moving a business process to another vendor
A statement that identifies the rights than an employer wishes to maintain for itself that often accompanies initial employment assessments is called a ____.
B. disclaimer
Utility analysis models do not take factors like EEO/AA concerns into account
True
When deciding whether or not to use a new predictor, the validity coefficient, the base rate, and the selection ratio should be considered in combination, not independently
True
Written job offers should normally contain terms of acceptance that require acceptance without revision
True
12. Organizations find that talent management systems are low cost and require little expertise.
F
37. Assessment centers have no validity in predicting performance and promotability beyond personality traits and cognitive ability tests.
F
A correlation coefficient ranges from 0 to +1.
FALSE
A measure with a coefficient alpha of .55 should generally be regarding as having adequate reliability.
FALSE
A power test is used when the speed of work is an important part of the job.
FALSE
According to the Supreme Court, an ADA related-reassignment request must prevail over an organization's seniority system.
FALSE
Employment regulations give several specific techniques for using job analysis to identify essential job functions.
FALSE
Error caused by failing to measure a key aspect of the attribute of interest (i.e., the attribute we wish to measure), is known as contamination error.
FALSE
Internal temporary employees require more orientation to the organization than would external hires.
FALSE
Sentence analysis is used to develop competencies.
FALSE
Skills are underlying, enduring traits of a person that are useful for performing a range of tasks.
FALSE
Sound staffing strategy should always focus on acquiring employees who can hit the ground running and be at peak performance the moment they arrive.
FALSE
Staffing systems exist primarily to fill specific vacancies, and are not closely linked to overall organizational profitability and growth.
FALSE
Statistical techniques are of little importance to HR managers and should usually be rejected as methods for evaluating HRP needs.
FALSE
Studies show that women and minorities are largely indifferent to whether an organization has a commitment to diversity in their recruiting efforts.
FALSE
Subject matter experts should not include previous jobholders, private consultants, and customers/clients.
FALSE
Succession planning precedes replacement planning.
FALSE
Surveys of employees clearly suggest that intrinsic rewards are seen as more important for job satisfaction than extrinsic rewards.
FALSE
Surveys suggest that only 25% of college students actually use Internet sources as an important part of making their decision to find and apply for jobs.
FALSE
The components of AAPs are enforced by the Department of Workforce Diversity (DWD).
FALSE
Extraversion is associated with higher levels of creativity and adaptability
False
There is little controversy over the use of personality measures in personnel selection.
False
There is little evidence that individuals who perceive themselves to be overqualified are less satisfied or have higher intentions to turnover
False
Criterion measures are not used in the calculation of content validity.
TRUE
In regression analysis, historical predictors of workforce size, like sales or new customers, are used to predict staffing levels.
TRUE
Support activities for HR include legal compliance, planning, and job analysis.
TRUE
Individuals who use drugs have been shown to have higher levels of absenteeism and counterproductive work behaviors.
True
Which of the following is true regarding biodata and background tests?
A. Background information is obtained through interviews and conversations with references.
In defining essential job functions for the purposes of complying with ADA regulations, which of the following does not convey the meaning "essential?"
A. Compensation for the function is above average
What are the most useful personality traits, in order, for selection contexts? A. Concientiousness, emotional stability, extraversion B. Emotional stability, conscientiousness, openness to experience C. Agreeableness, openness to experience, extraversion D. Extraversion, conscientiousness, emotional stability
A. Concientiousness, emotional stability, extraversion
Which of the following is true regarding research on the validity of personality tests? A. Conscientiousness predicts performance across occupational groups. B. Openness to experience does not predict training performance. C. Extraversion predicts job performance for most jobs. D. All of the above are true.
A. Conscientiousness predicts performance across occupational groups.
Which of the following statements is a useful guideline for setting cutoff scores? A. Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce. B. The job relatedness of assessment procedures should not be correlated with validity. C. A single "best" method of setting cutoff scores should be identified. D. Cutoff scores should be set to maximize true positives.
A. Cutoff scores should be consistent with normal expectations of acceptable proficiency within the workforce.
Which of the following statements regarding the use of grade point averages as a predictor is true?
A. GPA may be influenced by many factors in addition to the applicant's KSAOs and motivation.
Which of the following items is a major principle pertaining to selection under the Americans with Disabilities Act? A. It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity B. It is unlawful to screen out individuals with disabilities for any reason C. It is unlawful for employers to require employees to physical agility tests in a selection context D. The employer can retain the right to refuse to hire individuals with disabilities if customers have a strong preference for not encountering disabled staff
A. It is unlawful to screen out individuals with disabilities unless the procedure is consistent with a business necessity
Which of the following is not one of the "great eight" competencies?
A. Mechanical knowledge
What is the main reason for taking a realistic job preview approach to developing a job communication message?
A. The approach aids applicants in self-selecting out of the organization.
Which of the following statements regarding the development of a selection plan is false?
A. The list of KSAOs used in the selection plan are derived from the job requirements matrix B. The process of developing a selection plan is usually straightforward and can be done quickly, C. One reason KSAOs may be deemed unimportant for selection is because they will be learned on the job D. Possible methods for assessing every identified job-relevant KSAO need to be developed
Which of the following is true regarding the Big Five personality factors? A. They are reasonably valid in predicting job performance. B. They represent emotional traits. C. They represent cognitive abilities. D. None of the above.
A. They are reasonably valid in predicting job performance.
Which of the following is an advantage of using job task questionnaires?
A. Use with large numbers of people
Which of the following is an appropriate use of targeted recruiting?
A. Using non-traditional sources to enhance minority hiring.
A realistic job preview is _________________________.
A. a description of a job that integrates both positive and negative information
A recruiting requisition is ________________________.
A. a formal document that authorizes the filling of a job opening
Which of the following techniques is helpful in improving diversity of applicants obtained through the recruiting process?
A. advertisements showing women and minorities in positions of leadership
The major legal issue for HR strategy and planning is _______.
A. affirmative action plans
One guideline for improving the effectiveness of initial interviews is to ____.
A. ask questions which assess the most basic KSAOs
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 _______.
A. behavioral consistency method
Which of the following are advantages of external staffing?
A. bringing in employees with new KSAOs
The standard error of measurement allows ________.
A. calculation of confidence intervals for true scores
A lattice mobility path is _________.
A. characterized by upward, lateral, and downward movement
Research has shown that ____ facilitates employee socialization to a new job. A. clarifying job requirements and knowledge and skills to be acquired B. minimizing biasing contact from current co-workers C. providing a highly positive recruitment message regarding job requirements at rewards D. all of the above
A. clarifying job requirements and knowledge and skills to be acquired
Job postings influence the recruitment process by ________.
A. clarifying requirements of the job
1. Internal selection is virtually identical to external selection both in terms of the applicability of the logic of the prediction principle, and in terms of the relevance of data about past job experiences.
f
2. In comparison with external selection, internal selection places greater emphasis on predictor signs than samples.
f
The KSAO portion of a job requirements matrix may be _________.
A. converted to a job specification|
Drug tests are not common for many jobs because _____? A. drug tests do not "catch" many people B. the law essentially bans drug tests for all jobs not involving operating a vehicle C. drug tests are extremely expensive D. the tests produce a massive number of false positive results
A. drug tests do not "catch" many people
Which of the following are advantages of centralized recruitment?
A. duplications of effort are reduced
To reduce the likelihood of negligent hiring lawsuits organizations should _____. A. emphasize characteristics like licensure requirements, criminal records, and references B. avoid gathering too much KSAO information because it can be used to demonstrate that an organization "should have known" an employee would be a problem C. refuse to fire individuals with a history of mental illnesses D. none of the above are useful to prevent negligent hiring suits
A. emphasize characteristics like licensure requirements, criminal records, and references
A temporary pay premium added to the regular base pay of an employee to account for a temporary market escalation in pay for certain skills in extreme shortage is called a(n) ____________. A. hot skill premium B. tight labor market adjustment C. key skill premium D. none of the above
A. hot skill premium
Comparing the same supervisor's rating of an employee's performance at T1 to T2 is a method for assessing ______ reliability.
A. intrarater
Research has shown that most of the effect of cognitive ability on performance is due to the fact that intelligent employees have greater _____. A. job knowledge B. presentation skills C. social networking capacity D. diligence
A. job knowledge
The best approach to job analysis for traditional or evolving jobs is _____.
A. job requirements job analysis
The person/job match model says that there must be a match between _______.
A. job requirements with KSAOs and job rewards with individual motivation
A body of information that can be directly applied to the performance of tasks is _______.
A. knowledge
Which of the following is an attribute of a low value employee that an organization would not want to prevent from leaving? A. little intellectual capital B. high seniority C. high performance D. all of the above
A. little intellectual capital
To have a high probability of being acceptable in the eyes of the Supreme Court, an organization's AAP should _________.
A. not necessarily interfere with the job status of non-minority and male employees
Project-based HRP consists of _________.
A. organizational responses to sudden changes in the environment.
Downsizing is typically a reflection of __________. A. overstaffing B. understaffing C. an appropriate staffing level D. none of the above
A. overstaffing
The desirability of leaving an organization is often an outgrowth of _________. A. poor person/organization match B. favorable labor market conditions C. general, transferable KSAOs D. none of the above
A. poor person/organization match
The correlation between structured interviews and cognitive ability tests is ____________. A. positive B. zero C. moderately negative D. very negative
A. positive
A _____________ staffing strategy would have an organization concentrate on acquiring new employees who can "hit the ground running."
A. pure acquisition
When using ___________, finalists are ordered from the most desirable to the least desirable based on results of discretionary assessments. A. ranking B. random selection C. clinical prediction D. grouping
A. ranking
Which method of recruiting is most effective at reducing turnover?
A. realistic
Evidence suggests that, overall, ___________ are likely to attract employees who have a better understanding of the organization and its culture.
A. referrals and job trials
Passive diversity planning means _______.
A. reviewing policies and practices to ensure there is no discrimination
Which of the following is likely to be a contingency related to a job offer? A. satisfactory reference checks B. job salary C. job benefits D. job vacation privileges
A. satisfactory reference checks
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. A. situational B. experience-based C. projective D. KSAO-based
A. 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 _____________. A. situational judgment tests B. behavioral implementation tests C. work sample tests D. Job simulation tests
A. situational judgment tests
Flat pay rate job offers are least appropriate for _______. A. situations where applicants have very dissimilar KSAOs B. jobs with a plentiful supply of applicants C. situations where management desires to avoid inequities in starting pay among new employees D. jobs where applicants have KSAOs of similar quality
A. situations where applicants have very dissimilar KSAOs
The process of acquiring, deploying, and retaining a workforce of sufficient quantity and quality to create positive impacts on the organization's effectiveness is called ________.
A. staffing
The process of ensuring that all test takers receive the same tests in the same context, as a way to eliminate extraneous influences on test performance is called ____________________.
A. standardization
A _____ is a right to purchase a share of stock for a predetermined price at a later date. A. stock option B. profit share C. realized dividend D. mutual fund
A. stock option
The typical penalty for a first major offense by an employee is _____________. A. suspension or discharge B. written reprimand C. verbal reprimand D. none of the above
A. suspension or discharge
The recruitment approach in which an organization identifies those segments of the labor market where qualified candidates are likely to be is called __________.
A. targeted recruitment
A significance level of p<0.05 in a validity study means _________. A. that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not B. that there are 5 chances in 100 of concluding that there is not a relationship in the population of job applicants, when in fact, there is C. that the practical significance of the observed relationship is very low D. that there are fewer than 5 chances in 100 that a predictor has adverse impact
A. that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
When predictor and criterion scores have been obtained, the predictor can be considered valid if __________.
A. the correlation coefficient has the desired practical and statistical significance
Economic gain formulas provide the HR specialist with an estimate of ______. A. the economic gain derived from using a predictor versus random selection B. the economic gain from using random selection C. the economic gain of the standard deviation of job performance D. the economic gain of the validity coefficient
A. the economic gain derived from using a predictor versus random selection
According to the overall staffing organizations model, HR and staffing strategy are driven by _____________.
A. the mission, goals and objectives of the organization
Organizations that link extrinsic rewards to employee performance (i.e. that use incentive compensation plans) find that _____. A. turnover of high performers decreases and turnover of low performers increases B. turnover is increased across the board C. turnover is decreased across the board D. turnover rates are largely unaffected
A. turnover of high performers decreases and turnover of low performers increases
Which of the following matching concerns arise in person-organization match?
A. values, new job duties, multiple jobs, and future jobs
Research suggests __________ realistic job previews lead to reduce turnover most.
A. verbal
Applicants' reactions to interviews tend to be _________. A. very favorable B. somewhat favorable C. neutral D. somewhat unfavorable
A. very favorable
Applicants typically prefer recruiters who are ________________.
A. well-informed about the job
Studies of job seekers graduating from hotel administration and engineering programs showed that job offers involving _____ are seen more favorably. A. pay contingent on performance B. pay raises based on group performance C. a flexible benefits package D. pay pegged to skills
C. a flexible benefits package
The most accurate description of the basic purpose of a selection plan is ______________.
C. a selection plan describes predictors to be used to assess KSAOs required to perform the job
Which of the following is an advantage of targeted recruiting?
C. a small set of qualified applicants is considered
An underlying, enduring trait of the person that is useful for performing a range of tasks is _______.
C. abilities
If tasks/dimensions are not weighted formally, then ________.
C. all tasks/dimensions are assessed as equally important by default
Taylor-Russell tables are an effective decision making tool in that they ________. A. allow for calculating selection ratios B. enable HR specialists to calculate utility ratios C. allow simultaneous consideration of a predictor's base rate, selection ratio, and validity D. help to increase validity coefficients to more acceptable levels
C. allow simultaneous consideration of a predictor's base rate, selection ratio, and validity
Interest inventories are designed to improve person job match by assessing applicant preferences for different types of work. Research suggests that these inventories ____. A. are about as predictive of job performance as ability tests B. are more predictive of job performance than ability tests C. are not strongly predictive of job performance D. are prohibited by law
C. are not strongly predictive of job performance
Applicant stock statistics for groups under analysis require calculation of percentages for _________.
C. availability in the population
A nominal scale of measurement has ________.
C. classification by categories
From a legal standpoint, if performance appraisal information is to be used in the retention management and termination process for an organization, the organization needs to ensure that the information is _____. A. organizationally relevant B. sufficiently general to cover a variety of situations C. communicated in advance to the employee D. all of the above
C. communicated in advance to the employee
The _________ approach means that selection decisions means that scores on one predictor can make up for low scores on another. A. multiple hurdles B. Markov process C. compensatory model D. none of the above
C. compensatory model
The UGESP requires employers to ____. A. keep records based on religion and marital status for all employees B. perform a local validation study for every subgroup of employees C. consider suitable alternative selection procedures if one of the selection techniques has adverse impact D. assess employee history of drug abuse
C. consider suitable alternative selection procedures if one of the selection techniques has adverse impact
The first step of the structured interview process is __________. A. selecting and training interviewers B. developing the selection plan C. consulting the job requirements matrix D. developing selection goals
C. consulting the job requirements matrix
Which of the following is a type of validity?
C. criterion
The staffing quantity model uses _________ to determine whether a condition of being overstaffed, fully staffed, or understaffed exists.
D. A and B are both needed (projected staffing requirements and projected staffing availabilities)
Which of the following is a good definition of a job?
D. A grouping of positions that are similar in their tasks and task dimensions
Which of the following is a likely effect of technology on employment demand?
D. All of the above (A. Changes in the skill requirements of the workforce, B. Elimination of some jobs, C. Creation of new jobs)
Competency modeling is useful for which of the following applications?
D. All of the above (A. Identifying needs for replacement and succession planning, B. Internal promotion processes, C. Facilitating the HR planning process)
Which of the following is(are) initial assessment methods?
D. All of the above (A. Résumés and cover letters, B. Application blanks, C. Biographical information)
Which of the following cognitive abilities appear to reflect general intelligence? A. verbal abilities B. quantitative abilities C. reasoning abilities D. All of the above are correct
D. All of the above are correct
Which of the following is a typical justification of a BFOQ involving sex that employers use?
D. All of the above are potential justifications. (A. One sex has an inability to perform the work, B. Personal contact with others requires same sex.,C. Customers have a preference for dealing with one sex.)
Which of the following is a source of error or bias in unstructured interviews? A. Low reliability between interviewers. B. Nonverbal cues from interviewees influence interview ratings. C. Primacy effects. D. All of the above are true.
D. All of the above are true.
Which of the following are portions of person-job match?
D. All of the above. (A. Jobs are characterized by their requirements. B. Jobs are characterized by their embedded rewards. C. Individuals are characterized by their level of qualification and motivation.
Which of the following is a disadvantage of alternative mobility paths?
D. they often need to be supplemented with alternative reward systems to maintain motivation
What is the legal status of video résumés?
D. they reveal protected class characteristics that may form the basis of a lawsuit
Recruiters should not _______________.
D. try to avoid showing too much interest in candidates
When considering the use of extracurricular activities as a job performance predictor, one should _________.
D. use extracurricular activities when they correlate with KSAOs required by the job
The most sensible approach for addressing the issue of applicant truthfulness would be to ________. A. receive applicant information in good faith since the majority of applicants will be honest and it is not fair to inconvenience everyone with more verification because of a few "bad apples" B. treat applicants with trust and they will respond with honesty in most cases C. have applicants provide independent, third-party documentation of all job information provided on application blanks D. verify the applicant information provided that is deemed most vital
D. verify the applicant information provided that is deemed most vital
A complete lack of correlation between two variables is expressed by a correlation coefficient of _________.
D. zero
14. A different set of criteria are used to evaluate the effectiveness of internal assessment methods, since concepts like validity and adverse impact are unimportant for internal hiring.
F
18. Experience refers to length of service or tenure with a job, department or organization.
F
20. Seniority is a highly valid method for internal selection.
F
22. Experience is better suited to predict long-term rather than short-term potential.
F
25. The argument behind the Peter Principle is that individuals who are good performers in one job will probably be good performers in the next job up the promotion ladder.
F
26. In using performance appraisals to predict the performance of an individual being considered for promotion from a junior to a senior level position, it would be appropriate to use the results of performance appraisals for a junior-level technical position to make a selection decision concerning a promotion to a senior level managerial position.
F
29. A substantive assessment method often used in the selection of production workers and staff technicians is the assessment center.
F
31. When using assessment centers to predict job performance, available research has shown an average validity coefficient of .37, which should be considered a low level of validity.
F
34. If, during an interview simulation, a job candidate is required to solicit information from the interviewer in order to solve a problem, this is most likely a "role play" type interview simulation.
F
A core workforce is an excellent technique for acquiring new technical and administrative knowledge.
FALSE
A core workforce is nearly always less expensive than a flexible workforce because the core workforce will accept lower pay and benefits.
FALSE
A correlation score of minus one between two sets of scores indicates an exceptionally low association or relationship between the two sets.
FALSE
A finalist is someone who has not yet received an offer, but who possesses the minimum qualifications to be considered for further assessment.
FALSE
A job family is a grouping of positions that are similar in their tasks and task dimensions.
FALSE
A major difference between internal and external recruitment is that external recruitment not only fills vacancies but also creates them.
FALSE
A realistic job preview strategy is best for tight labor markets or higher-value jobs.
FALSE
A recruitment guide is an informal set of principles suggesting, but not proscribing, how recruiting might proceed.
FALSE
A standard level for statistical significance is p<.50.
FALSE
According to the Uniform Guidelines for Employee Selection Procedures (UGESP), comparisons of selection rates among groups should be based on the 70% rule.
FALSE
Although delays in the recruiting process should not be ignored, in general, they don't have much effect on applicant attraction to an organization.
FALSE
Although employers can outsource résumé collection to résumé-tracking services, in practice this type of outsourcing is too inefficient to be worth the cost.
FALSE
Although some have advocated for greater use of job analysis in legal cases, the courts currently recognize job titles as sufficiently detailed indicators of required characteristics of applicants.
FALSE
As a result of rising recruiting, selection, training, and development costs, companies are increasingly looking externally to staff positions.
FALSE
Biodata items are generally the same, regardless of the job being staffed.
FALSE
Biodata refers to medical or physiological tests of applicants prior to hiring.
FALSE
Biographical information tends to have low reliability.
FALSE
Bona fide occupational qualification claims made on the basis of customer preferences are typically upheld by the courts.
FALSE
Bona fide occupational qualifications are not of relevance to the initial assessment phase.
FALSE
College grades are more valid predictors of job performance than high school grades.
FALSE
Companies often prefer internal hiring because it gives them a large labor market to recruit from.
FALSE
Competencies contribute to job performance, but not to organizational success.
FALSE
Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job.
FALSE
Competency modeling is useful for improving workforce skills, but is generally of little use for replacement or succession planning.
FALSE
Core activities for HR include legal compliance, planning, and job analysis.
FALSE
Cost should not be used to guide the choice of initial assessment methods.
FALSE
Data collected by the Bureau of Labor Statistics suggest the demand for individuals with college degrees or more peaked a while back, and will decrease in the near future.
FALSE
Despite popular press to the contrary, there hasn't really been an increase in the number of Latinos and Asians in the American workforce.
FALSE
Employing organizations usually have a lot of control over the quality of the flexible workforce.
FALSE
Even if methodological and statistical differences across criterion-related validation studies are not controlled for statistically, it is still probable that validity can be generalized from one specific situation to another.
FALSE
Even when measurement error is present, true scores can be measured with perfect precision.
FALSE
Evidence suggests that demographically diverse teams are far more effective than homogeneous teams.
FALSE
Examples of job-specific KSAOs include flexibility and adaptability, ability to learn, written and oral communication skills, and algebra/statistics skills.
FALSE
Federal laws prohibit labor unions from bargaining regarding any practices related to human resources planning.
FALSE
For the average organization, employee costs (wages or salaries and benefits) are under 10% of its total revenue
FALSE
Genetic screening is becoming a valuable component of many organizations' selection systems.
FALSE
HR professionals generally report that high school graduates have sufficient basic skills in reading comprehension, writing, and math for entry-level jobs.
FALSE
If an attribute of job performance is "planning and setting work priorities," and the raters fail to rate people on that dimension during their performance appraisal, then the performance measure is contaminated.
FALSE
If an individual has a z-score of 2.0 on a performance test, this indicates this person's score is twice as high as the average test score.
FALSE
If an organization faces a surplus of workers, it is likely that they will have to either downsize or encourage voluntary retirement, because there aren't many alternatives to these actions.
FALSE
If scores are classified as "low", "medium", and high", the scale of measurement is nominal.
FALSE
If the correlation coefficient between variables X and Y is .90, this means that the proportion of common variance shared by the two variables is ninety percent.
FALSE
In a small number of states, there are employment or job service options to help employers find candidates for jobs.
FALSE
In general, there are few, if any, sources of job information external to the organization where the job is performed.
FALSE
In general, when rational or narrative job analysis methods are desired, it is advisable to rely on external consultants rather than internal staff.
FALSE
In most modern organizations, jobs are largely well established and change little over time.
FALSE
In project based HR planning, the organization's representatives set up a system that looks far into the future and tries to avoid consideration of short term perturbations in the market.
FALSE
Informal promotion policies increase the ability of women and minorities to get ahead in most businesses.
FALSE
Internal staffing systems work in fundamentally different ways than external staffing systems.
FALSE
It doesn't make a difference if recruiting information is seen as coming from the employees personally or from the organization's recruiting offices.
FALSE
It is usually advised that a company either adopt open or targeted recruitment across the board for all employees.
FALSE
It is usually wise to just focus on task and KSAO requirements when staffing, because job requirements almost never extend beyond task and KSAO requirements.
FALSE
Most estimates suggest that employee referrals are one of the least commonly used recruiting methods.
FALSE
Most organizations use only weighted application blanks for initial screening decisions.
FALSE
Most research shows that recruiters are even more important than job characteristics in attracting applicants to an organization.
FALSE
Most staffing measures can be best described as being on a ratio scale.
FALSE
Numerical employment interview ratings represent objective measures.
FALSE
One hallmark of hierarchical mobility paths is an emphasis on pay for skill development and learning.
FALSE
One major problem with Internet-based recruiting is that there are too few applications for most jobs.
FALSE
Only those who fill out paperwork for employment need be considered applicants, for legal purposes.
FALSE
Organizations are increasingly finding that the costs of developing a selection plan outweigh the benefits.
FALSE
Organizations with low turnover rates will probably prefer to use internal recruitment agencies.
FALSE
Outsourcing is confined almost exclusively to manufacturing work.
FALSE
Outsourcing is when an organization sets up its own operations in another country.
FALSE
Pay, benefits, and promotions are typical intrinsic job rewards.
FALSE
Providing feedback to employees if they are not selected in a job posting system is a bad idea because it will just discourage them from responding in the future.
FALSE
Realistic job previews should be part of the initial exposure of the organization to applicants because that is when they are most effective at increasing satisfaction and reducing turnover intentions.
FALSE
Reliability sets the lower limit on validity.
FALSE
Replacement goals from AAPs are often legally termed "quotas" for minorities and women in an organization.
FALSE
Research consistently shows that HR department employees make better recruiters than line managers.
FALSE
Research has shown that greater employer involvement with prospective applicants does little to improve the image of the organization.
FALSE
Research has shown that organization websites and electronic bulletin boards are seen as more informative and credible than campus recruiting.
FALSE
Research has shown that since the 1970's there has been a radical shift in top management in most organizations, with nearly half of all top executive positions being held by women.
FALSE
Research indicates that recruits are bored by overly simple web-based recruiting systems and they prefer a more elaborate design.
FALSE
Research suggests that biodata does not provide incremental validity over personality and cognitive ability.
FALSE
Research suggests that employees really don't care if mobility policies are well-spelled out, because they only care if they personally get promoted.
FALSE
Scored evaluations of unweighted application blanks are good predictors of job performance.
FALSE
Scoring keys for tests should be developed immediately after the test has been administered.
FALSE
Surveys suggest that only 3 out of 10 organizations conduct reference checks.
FALSE
Targeted recruiting is a poor choice for diversity-conscious firms.
FALSE
The OFCCP provides very specific, strict guidelines for recruitment activities for organizations with affirmative action programs.
FALSE
The Position Analysis Questionnaire measures extrinsic rewards such as pay, recognition, and promotional opportunities.
FALSE
The employee value proposition is the bundle or package of KSAOs that the employee provides to the organization.
FALSE
The gap between current workforce size and available workforce size is a critical part of the reconciliation process.
FALSE
The growth of Web-based recruiting means that many employers have found that open recruiting yields too few applicants.
FALSE
The influence of the recruiter on the applicant is more likely to occur in the initial rather than the latter stages of the recruitment process.
FALSE
The initial interview is the least expensive method of initial assessment.
FALSE
The key to ratio analysis is assessing each promotable employee for KSAO or competency gaps, and where there are gaps, creating employee training and development plans that will close the gap.
FALSE
The process of translating the results of a job analysis into actual predictors to be used for selection is known as a discriminant validity study.
FALSE
The research literature indicates a high correlation between subjective and objective measures of performance.
FALSE
The sample size used in job analysis is not relevant to legal defensibility.
FALSE
The standard deviation is a measure of the central tendency of a scale.
FALSE
The three stages of entering an organization (in order) are selection, recruitment, and employment.
FALSE
The unit of human resource planning and analysis is the KSAO.
FALSE
The use of standardized measurement eliminates the possibility of adverse impact occurring.
FALSE
There has been a major workforce trend in reduced costs of health care for employers.
FALSE
There is a great deal of research on the effectiveness of internal recruiting sources, so best practices can guide choice of the methods for internal recruiting.
FALSE
There is not much research concerning perceptions of fairness in internal recruiting processes.
FALSE
Traditional recruiting methods like campus recruiting and job fairs are an ideal method for increasing the age diversity of the workforce.
FALSE
Trend analysis directly takes into account external factors that might change trends.
FALSE
Under a hybrid system, neither open nor close steps are implemented.
FALSE
Under a parallel track system, the job titles and salaries of technical specialists are treated as hierarchically arranged.
FALSE
Using managers in a job analysis lends both expertise and neutrality to the process.
FALSE
Very few people prefer part-time work, as surveys suggest 88% of part-time workers are seeking full-time employment.
FALSE
Video résumés have become a major component of selection in most large organizations.
FALSE
When forced to choose between addressing short-term labor shortages and identifying talent for the long term, most organizations focus on developing the long-term concerns.
FALSE
While correlation is valuable as an indicator of the degree of association between variables, it is generally not used as a tool for prediction.
FALSE
A compensatory approach to selection decisions means that applicants must earn a passing score on each predictor before advancing in the selection process
False
A hot skill premium is a permanent pay premium added to the regular base pay to account for market escalation in pay for certain skills in extreme shortage
False
An advantage of the "competitive strategy" for negotiating initial job offers is that this strategy repeatedly yields acceptances from the highest quality (KSAOs) applicants
False
An organization may not require medical exams of an applicant, nor make a job offer conditional, pending the results of a medical exam
False
Banding is a procedure whereby applicants who score in different score ranges or bands are considered to have scored equivalently
False
Because employees quit companies, not jobs, internal staffing systems are usually seen as a poor substitute for a job at another company. As such, they do little to reduce intentions to leave
False
Because it is typically very easy to collect and analyze job satisfaction data meaningfully, most organizations make this a cornerstone of their retention strategy
False
Clarifying job requirements and knowledge of skills are the only demonstrated methods for consistently improving employee socialization
False
Cognitive ability tests are excellent predictors for executive and professional jobs, but they are of no value for entry level, clerical, or blue collar jobs
False
Compared to discharge turnover, voluntary turnover is usually more costly
False
Contingent assessment methods are always used in the selection process
False
Currently, personality tests are viewed as having no validity whatsoever as selection methods
False
Data shows dramatic decreases in organizational stock price following a downsizing, especially if the downsizing organization restructures assets during downsizing
False
Desirability of movement is a weak predictor of voluntary employee turnover.
False
Discharge turnover is primarily due to extremely poor person/organization matches
False
Discharge turnover targets groups of employees and is also known as reduction in force. (RIF).
False
Discretionary assessment methods are used to reduce the candidate pool to finalists for a job
False
Drug testing methods have become so accurate that it is no longer considered necessary to use retesting to validate samples from an initial screening test
False
Employees may not like a supervisor who speaks in a derogatory way towards them, but evidence suggests they seldom actually turnover as a result of these feelings
False
Employees who have a high intention to quit necessarily end up quitting their jobs
False
Evidence suggests that faking or enhancement almost never occurs on personality tests
False
Evidence suggests that most applicants have relatively positive reactions towards personality testing
False
Evidence suggests that personality dispositions have little or no impact on employee tendencies to turnover
False
Exit interviews should be conducted by exiting employee's immediate supervisor whenever possible
False
Federal law prohibits drug testing for a majority of jobs.
False
In general, the greater the correlation of a given predictor with other predictors of a criterion, the more useful the predictor will be
False
In progressive discipline, termination is seen as a viable early option to avoid having to work through a potentially fruitless cycle of improving a low-ability worker
False
In top down hiring, all individuals who are above a minimum competency point are hired
False
Interest inventories play a key role in organizational selection decisions
False
Interviewer evaluations of applicant integrity are usually very good, and experts like judges and psychologists can detect lying most of the time.
False
Legal experts usually advise organizations to avoid documenting performance problems because the "paper trail" is likely to just lead to problems in court
False
Measures of emotional intelligence are a valuable supplement to personality tests in a selection context, because they have little similarity to personality
False
Most experts agree that cognitive ability cannot be measured accurately by standardized tests.
False
Most organizations provide some form of specific "just cause" guarantee regarding terminations during their job offers
False
Negligent hiring claims are made when an employer fails to provide adequate compensation and benefits to a new hire
False
No-layoff policies cannot be implemented effectively by organizations
False
Of the factors that influence an employee's desirability of leaving, job satisfaction is the one that cannot be influenced to a significant degree by organizations
False
Of the three types of employee turnover, discharges are the most prevalent
False
One disadvantage of ranking is that it doesn't provide a clear suggestion of the order in which candidates should be offered jobs
False
One reason organizations often opt out of flat pay rates in favor of differential pay rates, is because job applicants are similar in KSAO quality
False
Performance tests are a useful indicator of some job skills, but they need to be supplemented with other predictors because they do not have high content validity.
False
Postexit surveys should ask be mailed quite some time after the employee's last day of work so the individual has sufficient time to reflect on his or her experiences
False
Providing employees increased autonomy and requiring them to learn a variety of skills increases stress significantly, which leads to greater turnover rates
False
Records for medical exams of established employees must be kept in relative confidence, although most jurisdictions allow for this information to be shared with supervisors and members of the work group if the employer deems it wise
False
Research has found that structured interviews do not add validity in predicting job performance beyond cognitive ability tests
False
Research has shown that the best performers are least likely to quit when an organization either rewards performance with higher compensation or widely communicates its compensation practices; doing both adds little to these independent effects
False
Research suggests that job knowledge tests have relatively poor validity in predicting job performance
False
Research suggests that managers prefer the results of utility analysis to the presentation of simple validity coefficients
False
Research suggests that socialization programs are equally effective when conducted online relative to person-to-person
False
Terms and conditions of employment offered by employers unintentionally are not legally enforceable
False
The "one year rule" ensures that oral agreements for time intervals greater than one year are legally enforceable
False
The "unit weighting" method of determining the score of a job applicant on an assessment instrument considers the relative importance of each predictor.
False
The Big Five personality test is used to describe emotional and cognitive traits that capture 20% of an individual's personality
False
The Wonderlic Personnel test is prohibitively expensive for most organizations, because it requires long face-to-face sessions with a trained psychologist
False
The base rate is the number of hirees divided by the number of employees
False
The biggest reason cognitive tests are not widely used in selection is the difficulty associated with their administration
False
The clinical prediction method of determining an applicant's score on a job assessment instrument relies on adding the individual predictor scores together to arrive at the applicant's total score
False
The most difficult factor in the economic gain formula to estimate is "cost per applicant".
False
The primary immediate benefit of turnover for employers is hiring inducements
False
The selection ratio is the number of people hired divided by the number of applicants, and it is desirable that this ratio be high
False
The starting point for the structured interview is the job rewards matrix
False
The three elements required for a contract to be legally binding are: offer, acceptance, and written documentation
False
The traits measured by Big Five personality tests are measures of factors brought about entirely by life environments, and not by genetics
False
There are no cases in which a predictor has high validity and high adverse impact.
False
Turnover cost estimates are very precise and accurate in most cases
False
Utility decreases as the number of valid predictors used in the selection process increases
False
Validities for cognitive ability tests appear to be culturally specific, with far lower validities in the European Union relative to the United States
False
When job offer negotiating strategies are to be used as part of an aggressive EEO/AA recruitment program, the strategy most appropriate to be used in such a situation is the "competitive strategy."
False
When random selection is used to select the finalist to whom a job offer will be made, discretionary assessment methods should be used
False
With a tight labor market, the organization will be in a position to provide lower cost offers
False
11. Talent management systems keep an ongoing organizational record of the skills, talents, and capabilities of an organization's employees.
T
24. One advance over the simple use of performance ratings is to review past performance records more thoroughly, including an evaluation of various dimensions of performance that are particularly relevant to job performance.
T
27. One potential problem with promotability ratings is that they may yield results that are different from results of performance appraisals and evaluations for pay increases.
T
32. Where assessment centers are concerned, research has shown that the inclusion of peer evaluations and the use of psychologists as job candidate assessors rather than managers causes validity to increase.
T
33. Assessment centers tend to generate positive reactions from participants.
T
35. One advantage of using review boards representing various constituencies for hiring is that it means constituents will be less likely to voice objections once the candidate is hired.
T
36. In-basket exercises are the most commonly used exercises in assessment centers.
T
38. One of the biggest limitations of assessment centers is their cost.
T
39. Personality tests are used to predict the success of employees in overseas assignments.
T
52. Security is of even greater importance in the administration of internal selection predictors than it might be in the external selection process.
T
53. One step an organization can take to shatter the "glass ceiling" would be to have greater use of selection plans.
T
A centralized approach to recruiting can ensure that policy is being interpreted consistently across business units.
TRUE
A correlation coefficient of 1.0 between variables X and Y indicates that there is a perfect linear relationship between these two variables.
TRUE
A flexible workforce can be obtained by using staffing firms or independent contractors.
TRUE
A flexible workforce can bring in new technical and administrative knowledge that isn't available from the core workforce.
TRUE
A general rule of thumb is that if the ratio of incumbency percentage for a group to their availability is less than 80%, the organization should establish a placement goal to increase minority representation.
TRUE
A job posting may be announced through a bulletin board, newsletter, e-mail, or intranet.
TRUE
A key strategic HR reason for performing competency modeling is to create awareness and understanding of the need for change in business.
TRUE
A person/organization match is likely to be more important than a person/job match when jobs are poorly defined and fluid.
TRUE
A rank ordering of five job candidates in terms of overall qualification for the job is an example of an ordinal scale.
TRUE
A realistic recruitment message portrays the organization and the job as they really are, rather than describing what the organization thinks job applicants want to hear.
TRUE
A targeted message for internal recruits points out how the job matches the needs of the applicant.
TRUE
A targeted recruiting message is designed to appeal to a particular audience.
TRUE
A valuable use of O*NET is that it serves as a starting point in preparing knowledge statements.
TRUE
A work team is an interdependent collection of employees who share responsibility for achieving a specific goal.
TRUE
According to the OFCCP, to be considered an Internet applicant the person has to submit an expression of interest, the employer has to consider the person, and the person has basic qualifications for the position.
TRUE
Acquisition activities involve external staffing systems that govern the initial intake of applicants into the organization.
TRUE
Active diversity planning occurs when the organization encourages underrepresented minorities to apply for positions, actively recruits from a variety of sources, and provides additional training and mentoring to underrepresented groups.
TRUE
Advances in technology are one of the major reasons for changes in jobs.
TRUE
Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.
TRUE
Although competency modeling has its advantages relative to job requirements job analysis, it does require considerable time and effort to establish competency models in an organization.
TRUE
An active diversity strategy might be pursued as a way of acquiring workers who can help identify products that might be received favorably by various segments of the marketplace.
TRUE
Applicant flow statistics require the calculation of selection rates for groups and the subsequent comparison of those rates to determine if they are significantly different from each other.
TRUE
Applicant tracking systems make it possible to assess how many individuals are attracted and hired through each recruiting source.
TRUE
Applicants also see recruiting processes as more fair if they have an opportunity to perform or demonstrate their ability to do the job.
TRUE
Asking different questions of job applicants during comparisons of interview ratings between these same job applicants is an example of contamination error.
TRUE
Competency based job analysis is a way to facilitate increased staffing flexibility.
TRUE
Contingent methods mean that the job offer is subject to certain qualifications, such as the offer receiver passing a medical exam or a drug test.
TRUE
Counting the number of employees on payroll may be a misleading indicator of the workforce because it ignores the amount of scheduled time worked by each employee relative to a full workweek.
TRUE
Details regarding knowledge, skills, and abilities in a job description are important components of a legally defensible selection system.
TRUE
Direct observation is a source for job information that is well suited for jobs with physical components, and relatively short cycle times for job tasks.
TRUE
Disclaimers are used as a means of protecting employer rights.
TRUE
Electronic recruiting may lead to adverse impact because certain demographic groups are less likely to own and regularly use computers.
TRUE
Employers are advised to let applicants know in advance that they reserve the right to not hire, terminate, or discipline prospective employee for providing false information during the selection process.
TRUE
Executive search firms are usually extremely expensive.
TRUE
Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.
TRUE
Formal mentoring, training, and flexible work hours all may reduce the problems of the glass ceiling.
TRUE
Having two or more people independently develop task statements for a given job is a way to enhance content validity and assess reliability.
TRUE
Hierarchical mobility paths make it very easy, from an administrative vantage point, to identify where to look for applicants in the organization.
TRUE
Human body weight is an example of a variable measured on a ratio scale of measure.
TRUE
Human capital refers to the knowledge, skill, and ability of people and their motivation to use them successfully on the job
TRUE
Human resource managers are concerned that as the workforce ages, increases in retirement, will lead to shortage of skilled workers in some fields.
TRUE
If all the members of a panel interview reach the same conclusion regarding a person who is being interviewed, it could be said that the interview ratings are reliable.
TRUE
If an employment discrimination case involves an organization's defense of its selection procedures, the UGESP require the conduct of job analysis.
TRUE
If an organization does not define a policy for recruiting, virtually anyone who contacts the organization or expresses interest by any means could be considered an applicant.
TRUE
In staffing the scores of individuals are treated as if they were the attribute itself, rather than merely indicators of the attribute.
TRUE
In the absence of a discriminatory intent, virtually any seniority system is likely to be bona fide, even if it causes adverse impact.
TRUE
Initial interviews can be made more useful by asking the same questions of all job applicants.
TRUE
Interviews and surveys of current employees on job rewards, no matter how comprehensive, miss several relevant groups of individuals.
TRUE
Interviews are more personal than surveys, but the summary and analysis of interview data is more time consuming and difficult.
TRUE
Job analysis is a primary input and support activity for most functional staffing activities.
TRUE
Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements.
TRUE
Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles.
TRUE
Job requirements job analysis begins by identifying the specific tasks and the job context for a particular job.
TRUE
Legally, an applicant is a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities.
TRUE
Level of education requirements have little adverse impact against minority applicants.
TRUE
Long term options for dealing with an employee shortage include hires, transfers into the position, retraining workers, or transferring the work out of the firm.
TRUE
Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.
TRUE
Many organizations do not take demographic shifts in the workplace into account when developing staffing plans.
TRUE
Niche employment websites are a popular method for finding recruits with a specific set of skills.
TRUE
Occupational certification helps guard against the misuse of job titles in human resource selection.
TRUE
One advantage of a core workforce is that the organization maintains the legal right to control employees working in its behalf, in terms of both work process and expected results.
TRUE
One study that showed there was a stronger correlation between two letters written by one person for two different applicants than between two different people writing letters for the same person.
TRUE
One way to assess the importance of rewards to employees is to examine the rewards that other organizations provide to their employees.
TRUE
Organizations choose to follow an internal staffing strategy if they want to cultivate a stable, committed workforce.
TRUE
Organizations need to take diversity into account because the workforce has become more diverse.
TRUE
Organizations sometimes use social networking sites like LinkedIn and Facebook to find job candidates.
TRUE
Organizations that collect assessment data need to attend to professional standards that govern their use.
TRUE
Outplacement firms offer employees who are losing their jobs assistance finding new jobs in the form of counseling and training to help facilitate a good person/job match.
TRUE
Outsourcing is a more drastic step than using independent contractors or temporary employees.
TRUE
Perfect reliability is virtually impossible to achieve because of the presence of measurement error.
TRUE
Personal warmth and knowledge of the job are the two most important recruiter characteristics for attracting applicants
TRUE
Pfizer has concluded that it cannot project what kind of talent it needs in the next 10 years and then select employees whose skills matched these long-range future talent needs.
TRUE
Planning based on a specific group of employees, such as faculty in specialized areas of a university or nursing employees, is called population-based HRP.
TRUE
Quantity or quality labor shortages can mean lost business opportunities, scaled-back expansion plans, an inability to provide critical consumer goods and services, and even threats to organizational survival.
TRUE
Realistic job previews are potentially not necessary for internal recruiting because applicants may already be familiar with the jobs in question.
TRUE
Research on the reliability and validity of biodata has been quite positive.
TRUE
Research shows that candidates prefer organizational Web sites that allow them to customize the information that they receive.
TRUE
Research shows that having an employment brand can attract applicants to an organization, even beyond job and organizational attributes.
TRUE
Research shows that when an attribute is measured by both objective and subjective means, there is often relatively low agreement between scores from the two types of measures.
TRUE
Research suggests that procedures followed for internal recruiting and other personnel practices can be almost as important as the outcome of the decisions themselves.
TRUE
Research suggests that the quality of the school a person graduates from makes a difference in the labor market.
TRUE
Résumé scanning software tends to look for nouns more than action verbs.
TRUE
Seniority-based systems may need to be eliminated as a means of reducing the prevalence of glass ceiling effects.
TRUE
Small and midsized organizations have increasingly turned to outsourcing as a way to improve the quality of certain recruiting and hiring processes.
TRUE
Some organizations accept a certain level of turnover as inevitable and frequently hire replacements to fill vacancies.
TRUE
Some organizations cooperate with one another during recruitment drives to minimize individual recruitment costs.
TRUE
Some organizations understaff in order to avoid costly layoffs.
TRUE
Some states have banned the use of AAPs for government contractors and educational institutions.
TRUE
Sometimes members of the internal workforce will resent external hires, which can limit the effectiveness of external hiring.
TRUE
Staffing the organization requires attention to both the quantity and quality of people brought into, moved within, and retained by the organization.
TRUE
Standard scores are also useful for determining how a person performed, in a relative sense, on two or more tests. This is helpful for comparing relative standing across several tests.
TRUE
Succession planning techniques are important as the workforce increasingly approaches retirement.
TRUE
Surveys and interviews with employees are a key way to gather information on job rewards preferences.
TRUE
Surveys demonstrate that employees are more satisfied when their employers provide them with ample communication and opportunities for internal advancement.
TRUE
Targeted recruiting is done to find applicants with specific characteristics pertinent to person/job or person/organization match.
TRUE
Targeted recruitment can achieve the same ends of inclusion as open recruitment, though by a different mechanism.
TRUE
Targeted recruitment, inclusion of women and African-Americans on top management teams, work family accommodations, and affirmative action plans increase the racial and gender diversity of the organization's managerial workforce.
TRUE
Task statements are objectively written descriptions of the behaviors or work activities engaged in by employees in order to perform the job.
TRUE
The Federal Glass Ceiling Commission study found that although men and women were nearly equally eager to move into management, women were much less optimistic about their chances of being promoted.
TRUE
The Uniform Guidelines in Employee Selection procedures indicates that when a selection procedure shows adverse impact, the organization must either eliminate it or justify it through presentation of validity evidence.
TRUE
The assessment of concurrent validity is more convenient and more efficient than the assessment of predictive validity.
TRUE
The degree to which an organization utilizes its own internal information on candidate qualifications and job performance will determine how qualified the applicants will be.
TRUE
The person/job match model says that individuals are characterized by their level of qualifications and motivation.
TRUE
The practice of not charging the business unit may result in the business unit users not being concerned about minimizing recruitment costs.
TRUE
The principal assumption behind the use of biodata in selection processes is the axiom, "the best predictor of future behavior is past behavior."
TRUE
The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element.
TRUE
The standard error of measurement is a useful indicator of how accurate actual scores of applicants are in assessing the true scores of a given measure.
TRUE
The term "task dimension" has the same basic meaning as "duties" or "areas of responsibility."
TRUE
To maintain employee motivation, alternative mobility paths may need to be supplemented with pay for skill development and counseling sessions.
TRUE
To protect an employer from charges of unfair discrimination, it is best to only include information related to KSAOs demonstrated as important to the job on an application blank.
TRUE
Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs.
TRUE
Under a closed internal recruitment system, employees are not made aware of job vacancies.
TRUE
Unequal access to development experiences and internal selection systems have both contributed to the glass ceiling.
TRUE
Women and minorities are especially interested in working for employers that endorse diversity through policy statements and in recruiting materials.
TRUE
Word of mouth is one of the most powerful methods for communicating about job opportunities, and it is also a method that organizations cannot directly control.
TRUE
A concern regarding the use of cognitive ability tests is adverse impact against African Americans
True
A currently employed offer receiver normally incurs costs for leaving and will expect a "make whole" offer amounting to 20-30% of the offer receiver's current base pay
True
A disclaimer on an employment application blank stating that the employee can be terminated "with or without cause" and "with or without notice" is legally enforceable
True
A significance level of p<0.05 means that there are fewer than 5 chances in 100 of concluding there is a relationship in the population of job applicants, when in fact, there is not
True
A third party is someone other than the employer or the offer receiver who speaks on their behalf in the establishment or modification of employment contracts
True
A useful predictor is one where the sign of the relationship is consistent with the logic or theory behind the predictor.
True
All other things being equal, if a selection specialist must decide between two predictors, the one that causes the least adverse impact would be the best choice
True
Although applicants probably do sometimes fake their answers on integrity tests, the evidence suggests that such faking does not completely eliminate the validity of these tests in predicting job performance and deviant workplace behavior.
True
Although organizations are strongly encouraged to check the authorization to work of all employees, they cannot discriminate against applicants on the basis of country of origin
True
An employee's overall intention to quit depends on the desirability of leaving, ease of leaving, and alternatives available to the employee
True
An employee's perceived desirability of movement can depend on reasons that have little or nothing to do with the job
True
An organization should provide a definite starting date for an offer, or else the acceptance and consideration of the offer occur whenever the new hire actually begins to work
True
Any selection procedure that has an adverse impact is deemed discriminatory by the UGESP unless it has been shown to be valid
True
Applicant appearance may be a source of error or bias in an unstructured interview
True
Applicant dishonesty is a common problem as relates to the reporting of the applicant's current salary
True
Availability of promotions or transfers may lessen or eliminate any intentions to quit, even though the employee is very dissatisfied with the current job
True
Avoidable turnover is that which could have been prevented by actions like a pay raise or a new job assignment
True
Conscientiousness is a trait that is associated with better job performance, higher job satisfaction, better leadership performance, and higher retention
True
Contingent assessment methods are used to make sure that tentative job offer recipients meet certain qualifications for the job
True
Discretionary assessment methods are typically highly subjective and rely heavily on the intuition of the decision maker
True
Downsizing costs are concentrated in separation costs for permanent reductions in force
True
Downsizing turnover is a reflection of a staffing level mismatch in which the organization actually is, or is projected to be, overstaffed
True
Drug test results can be very accurate with low error rates, if the proper procedures are followed
True
Economic costs associated with voluntary turnover include accrued paid time off and temporary coverage
True
Employee perceptions of injustice are often rooted in misunderstanding or ignorance of company policies that could be resolved with increased communication
True
Employee termination is the final step in progressive discipline, and ideally it would never be necessary
True
Having applicants sign release statements so the employer can do background investigations is a legal means for minimizing the possibility of negligent hiring
True
Hiring bonuses can be problematic because recipients of these bonuses might take the bonus and then quit soon after
True
If adverse impact occurs because of certain selection procedures, these procedures may be justified under UGESP through validity studies
True
If you are using the "economic gains formula," and you have just increased the validity of your selection procedures with no change in cost, your economic gain value should increase
True
In assessing cutoff scores, a "false negative" is an applicant who is assessed as not likely to succeed, but who would have been successful if hired.
True
In general, HR specialists should orchestrate the development of staffing policies and procedures for all departments, but play a secondary, or supporting role in the ultimate decision to hire in areas outside of the HR department
True
In general, most employees report that the opportunity for higher compensation is a more powerful predictor of turnover than conflict with supervisors
True
In order for "promissory estoppel" claim to apply when a job offer is made, the offer recipient must suffer a detrimental effect
True
In ranking finalists are ordered from the most desirable to the least desirable based on the results of discretionary assessments
True
Individuals who have high emotional intelligence are self-aware (good at recognizing their own emotions), other aware (good at recognizing others' emotions), and good at making use of or managing this aware-ness
True
Individuals who have higher levels of agreeableness tend to have lower levels of career success and are less able to cope with conflicts
True
Integrity tests are paper-and-pencil or computerized tests that attempt to assess an applicant's honesty and moral character
True
Interest inventories tend to be more tied to the occupation, rather than the organization or the job.
True
It is extremely important for organizations to be sure to keep promises that they make to job applicants in order to avoid subsequent lawsuits
True
It is unlawful to screen out individuals with disabilities, unless the selection procedure is job-related and consistent with business necessity.
True
Many turnover costs are hidden in the time demands placed on the many employees who must handle the separation, replacement, and training activities
True
Non-compete agreements that would keep employees from indefinitely practicing their trade or profession are not enforceable
True
One guideline for increasing job satisfaction and retention is to ensure that fairness and justice exist in the workplace
True
One potential benefit of employee discharges is the development of improved performance management and disciplinary skills
True
One way to improve employee socialization outcomes is to provide realistic requirement information regarding job requirements and rewards
True
Ongoing hiring is most common in organizations with very high turnover rates
True
Organizations can gauge the likely reactions of job applicants to job offers not only by conducting formal research, but also by gathering information about various preferences from the offer recipient during the actual recruitment/selection process
True
Orientation is likely to be more effective when newcomers have realistic information about job requirements and rewards before the job begins.
True
Performance management systems enable organizations to ensure that an initial person/job match yields an effectively performing employee
True
Performance tests and work samples are readily accepted by applicants as job relevant
True
Personality tests and ability tests are examples of substantive assessment methods
True
Physical ability tests are becoming increasingly common to screen out individuals susceptible to repetitive stress injuries, such as carpal tunnel syndrome
True
Poor task performance is the result of insufficient ability, knowledge, skills, or motivation
True
Research shows that downsizing has negative impacts on employee morale and health, workgroup creativity and communication, and workforce quality
True
Research suggests that there are differences between the reasons for turnover that employees provide in exit interviews and the reasons employees provide in anonymous surveys
True
Sensory/perceptual abilities tests assess the ability to detect and recognize environmental stimuli.
True
Situational interviews assess an applicant's ability to project what his/her behavior would be in the future.
True
Socially desirable responding, or presenting oneself in a favorable light, doesn't end once someone takes a job
True
Some organizations have begun to screen out those who smoke tobacco
True
Statements in employee handbooks can be construed as employment contracts
True
Statistical significance is stated as a probability and indicates a given predictor's chances of yielding similar validity coefficients with different sets of applicants.
True
The Meyers-Briggs Type Inventory (MBTI) is an example of an interest inventory
True
The UGESP addresses the need to determine if a selection procedure is causing adverse impact, and if so, the validation requirements for the procedure
True
The interview is the central means through which an applicant can learn about the job and organization.
True
The interviewee in an exit interview should be told that the comments that he/she makes will be confidential and that only aggregate results will be used by the organization.
True
The law suggests that unless the organization is under a formal AAP, protected characteristics should not be considered in selection decision making
True
The lowball strategy will be especially effective for desperate or unknowledgeable employees
True
The minimum competency method involves setting the cut score on the basis of the minimum qualifications deemed necessary to perform a job
True
The most fundamental concern regarding utility analysis is that it lacks realism
True
The multiple hurdles method of setting a passing score for a job predictor would be a cost efficient method for making decisions about hiring
True
The strategic approach to job offers involves considering the total package of extrinsic and intrinsic rewards that the offered job will provide to the finalist.
True
The two major types of ability tests are aptitude and achievement
True
The two options the UGESP recommends for minimizing adverse impact are use of within-group norming and banding
True
The use of short-term incentive pay, like commissions or production bonuses, is common among private sector organizations
True
The usefulness of a predictor is determined by the value it adds to the prediction of job success above and beyond the forecasting powers of other available predictors.
True
There are several positive, functional outcomes of employee turnover
True
There are some jobs for which drug and alcohol testing is mandated by law
True
To have the power to attract and retain employees, rewards must be unique and unlikely to be offered by competitors
True
Upon acceptance, a formal job offer in which consideration is provided to employees becomes a contract
True
Utility refers to the expected gains to be derived from using a predictor.
True
Validity refers to the relationship between predictor and criterion scores
True
Whereas orientation focuses on the initial and immediate aspects of newcomer adaptation, socialization emphasizes helping the newcomer fit into the job and organization over time
True
This personality trait is associated with more creativity, effective leadership, and a lower commitment to one's employer. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience
E. Openness to experience
What proportion of the workforce is unionized?
A. About 7% of the private sector and about 36% of the public sector
54. Which of the following is an advantage of external recruiting? A. they ensure consistency from opening to closing B. they are useful for companies too small to have dedicated recruiters C. they are very inexpensive D. all of the above
B
The most commonly negotiated element of a job offer is ___. A. severance packages B. educational assistance C. salary D. paid time off
C. salary
Adverse impact statistics are very stable sample estimates of the amount of true adverse impact occurring in an organization.
FALSE
9. While information from internal selection can be better because multiple point of view can be combined, there are concerns that _____________. A. bribery for promotions is widespread B. impression management and politics can play a role in who gets promoted C. internal candidates with poor technical skills are likely to be promoted D. instincts and intuition are not given enough weight
B
In using educational level as an initial selection criterion, which of the following statements is false?
B. A GED is a high school equivalency degree and is about as good as a conventional high school diploma in predicting job performance.
Advertising is an ideal method for providing rich information to job candidates.
FALSE
44. The use of the case analysis method of assessment is most appropriate for assessing ____________. A. ability to perform a technical task B. problem-solving abilities C. leadership skills D. social-interactive skills
B
Which of the following statements about negligent hiring lawsuits against employers is accurate? A. monetary damages are usually leveled against the employee found to be at fault B. the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee C. the employer has the initial burden to present evidence of proper hiring practice in such cases D. suits of this kind are decreasing as companies in the private sector recognize the liabilities involved
B. the plaintiff must present evidence the injury or harm was a foreseeable consequence of hiring the unfit employee
Which of the following services is not provided by staffing firms?
C. They absorb full legal liability for temporary workers
Which of the following is not one of the major areas written into recruiting budgets?
B. costs of signing bonuses
Which of these activities is most directly associated with the employment phase of the staffing process?
B. deciding on finalists for a job
Managers are especially concerned about all of the following issues because of the aging workforce except _______.
B. decreased ability to learn new material
One problem that has been shown to accompany downsizing is _____. A. increased payroll costs B. decreases in employee health and motivation C. most companies fail to downsize sufficiently D. insufficient attention to issues of seniority
B. decreases in employee health and motivation
The process that involves the placement of new hires on the actual job they will hold is called ___________.
B. deployment
An applicant who is hired but does not perform successfully is a ______________. A. true positive B. false positive C. true negative D. false negative
B. false positive
An applicant who is not hired but who would have performed successfully if hired is a ______________. A. true positive B. false positive C. true negative D. false negative
B. false positive
Human resource planning activities most directly involve _____.
B. forecasting labor requirements and availabilities
A(n) ______ provides specific task and project assistance to the organization, such as maintenance, bookkeeping, advertising, programming, and consulting, with payment contingent on completion of the project (rather than time worked or methods of completing the task).
B. independent contractor
Within the context of the selection process, the "logic of prediction" means that:
B. indicators of a person's degree of success in past situations should be predictive of future job success
As assessment of employee success in reaching goals, ratings of competencies, and suggestions for improvement are all part of _____. A. performance planning B. performance appraisal C. performance execution D. progressive discipline
B. performance appraisal
Long-term variable pay plans provide employees ownership opportunities as the value of the organization increases are applicable only in the ____. A. public sector B. private sector C. technology sector D. none of the above
B. private sector
Which of the following are important components of ensuring sufficient quality in an internal recruiting system?
B. regular performance appraisals of all employees
If an organization wishes to comply with the law and still increase the diversity of its workforce, it should ___________. A. de-emphasize selection based on KSAOs B. use recruitment as a tool for attracting a more diverse and qualified applicant pool C. use clinical and other subjective prediction methods D. all of the above
B. use recruitment as a tool for attracting a more diverse and qualified applicant pool
15. Where peer assessments are concerned, it would be accurate to say that _____________. A. peer ratings rely on voting to select the most promotable applicants B. peer assessments are used for both internal and external applicants C. peer rankings rely on ordering of peers being assessed D. peer rankings rely on assessments of each applicant using scores on a continuous numerical scale
C
45. The validity of assessment centers as a method for internal selection is approximately ___________. A. .00 B. .05-.15 C. .25-.35 D. .50-.60
C
55. An organization which is committed to shattering the "glass ceiling" should ___________. A. decrease its use of selection plans B. emphasize the use of traditional assessment methods C. pay attention to the types of KSAOs needed for advancement D. undertake programs to raise employees' awareness of general career issues
C
7. In comparing internal selection with external selection, an advantage of internal selection is that ________. A. internal selection requires few procedures to locate and screen viable job candidates B. internal selection presents fewer dangers of incurring legal liability than external selection C. information about internal candidates tends to be more verifiable than information about external candidates D. there is less need to use multiple predictors in assessing internal candidates than with external candidates
C
As a general rule concerning job offers, it can be said that __________. A. "low ball" job offers are expensive to the organization B. "competitive" job offers have no important drawbacks C. "competitive" job offers tend to leave room to negotiate D. "competitive" offers usually stimulate the most positive reactions on the part of offer recipients
C. "competitive" job offers tend to leave room to negotiate
Which of the following levels of statistical significance would provide the most confidence that a sample correlation coefficient would not be interpreted as having a relationship in the population, when, in fact, there is no such relationship?
C. .01
The highest estimate of validity coefficients of unweighted applicant banks as predictors of job performance are _________.
C. .20.
What percentage of employers believe high school graduates are deficient in work habits such as professionalism, critical thinking, personal accountability, and time management?
C. 40%
Which of the following is a good definition of a job category?
C. A grouping of jobs according to generic job title or occupation
This personality trait is associated with more helping behaviors, teamwork, and difficulty in coping with conflicts. A. Neuroticism B. Extraversion C. Agreeableness D. Conscientiousness E. Openness to experience
C. Agreeableness
Which of the following is true regarding mobility paths?
C. Alternative mobility paths may move in any direction.
An example of an assessment method which has relatively low reliability is ________.
B. initial interviews
Which of the following is not an example of an extrinsic reward?
C. Autonomy
Which of the following methods is the most valid predictor of performance?
C. Biodata
______ prohibit current or departing employees from the unauthorized use or disclosure of information during or after employment. A. Non-compete agreements B. Retainers C. Confidentiality clauses D. Mixed-motive contracts
C. Confidentiality clauses
Which of the following is the most difficult to estimate term in the economic gain formula? A. Average tenure of employees. B. Number of applicants. C. Dollar value of job performance. D. Cost per applicant.
C. Dollar value of job performance.
Which of the following factors leading to turnover cannot usually be addressed by the organization? A. Poor social environment at work B. Low levels of job satisfaction C. Employee shocks D. All of these can be addressed by organizational policy
C. Employee shocks
Which of the following is a common tool to assess employee reasons for leaving? A. Position analysis B. Job rotation C. Exit interview D. Discharge notification
C. Exit interview
Which of the following statements is false? A. There is little evidence that people fake their scores on personality tests in the hiring contexts B. When individuals believe their scores are being used for selection, their observed scores tend to increase C. Faking has a negative impact on the validity of personality tests D. None of the above statements is false
C. Faking has a negative impact on the validity of personality tests
Which of the following is not one of the five-factor model personality traits __________. A. Conscientiousness B. Extroversion C. General mental ability D. Neuroticism
C. General mental ability
Which of the following is true regarding genetic screening?
C. It helps to screen out people who are susceptible to certain diseases.
Which of the following is true regarding pre-employment inquiries (PI)?
C. It is critical for employers to understand the laws and regulations regarding PIs.
Which of the following statements about measurement is not correct?
C. It measures the object not the attribute.
Which of the following is a component of a job requirements matrix?
C. Job context
Which of the following is not a good reason for using an outside consultant for job analysis?
C. Knowledge of organization culture is critical
Which of the following inquiries can be made prior to giving a job offer? A. Questions about history of illegal drug use B. Psychological exams designed to detect mental illness C. Oral or written questions about the existence of a disability D. None of the above
C. Oral or written questions about the existence of a disability
Which of the following statements is false regarding person-job match?
C. Organizational culture is an important aspect of person-job match.
What is the relationship between orientation and socialization activities? A. Orientation covers job content, socialization covers social content. B. Orientation is usually a small group activity, socialization is one on one. C. Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization. D. Orientation is formal, socialization is informal.
C. Orientation is typically an immediate activity for new hires, which overlaps with more long-term socialization.
Which of the following is a suggestion for conducting an appropriate exit interview? A. The interviewer should be the employee's immediate supervisor. B. There should be an unstructured interview format. C. The interviewer should prepare for each interview by reviewing the interview format and the interviewee's personnel file. D. None of the above
C. The interviewer should prepare for each interview by reviewing the interview format and the interviewee's personnel file.
Which of the following is true regarding cognitive ability tests? A. Cognitive ability tests are among the least valid methods of selection. B. Cognitive ability tests do not generalize to a wide range of organizations and jobs. C. There is reason to believe cognitive ability tests will be associated with positive financial returns. D. All of the above are true.
C. There is reason to believe cognitive ability tests will be associated with positive financial returns.
Which of the following statements about disclaimers is false? A. They can appear in almost any written documents made available to job applicants or employees. B. They can be used to limit employee rights. C. They are never oral. D. Their receipt by employees should be acknowledged in some formal way.
C. They are never oral.
Which of the following is true regarding closed internal recruitment systems?
C. They are not costly to implement.
Which of the following is true regarding integrity tests? A. Their use has declined in the past decade. B. They are used to reduce employee accidents. C. They are usually paper-and-pencil or computerized measures. D. The construct of integrity is well understood.
C. They are usually paper-and-pencil or computerized measures.
The most widely used test of general mental ability for selection decisions is the _____. A. MMPI B. Myers-Briggs C. Wonderlic Personnel Test D. Job Characteristics Inventory
C. Wonderlic Personnel Test
Which of the following statements about written contracts is false? A. The law favors written contracts over oral contracts. B. A statement on a job application blank could be construed as a written contract. C. Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts. D. Internal job posting notices can be construed as written job contracts.
C. Written statements in employee handbooks that are unintended as contracts cannot be construed as contracts.
A transition matrix would appear in a _________.
C. Markov analysis
A medical examination for employees is defined the same way as for job applicants
True
According to ADA, it is not permissible for employers to do which of the following at the pre-offer stage of assessment process?
A. Ask if the applicant has any disabilities.
Which of the following is the most commonly pursued alternative to layoffs for reducing staffing levels? A. Attrition B. Retraining C. Benefits reductions D. Job sharing
A. Attrition
17. Which of the following statements about various methods of managerial sponsorship is false? A. A coach is available to the person being assisted on and off the job. B. A coach provides day-to-day feedback. C. A mentor becomes personally responsible for the success of the person being assisted. D. A sponsor actively promotes the person being assisted for advancement opportunities.
A
42. Which of the following factors is the most relevant to the theory behind assessment centers? A. Prediction of the individual's behavior in critical roles through assessment by multiple methods. B. Matching applicants to KSAOs required by the job. C. Shortening the period of time needed to complete an assessment for a managerial position. D. Substituting HR assessors for line management assessors.
A
48. The type of selection methods which are used to narrow down a list of finalists to those who will receive job offers is called _________ methods. A. discretionary B. initial C. substantive D. sequential E. compensatory
A
49. Which of the following is true regarding seniority? A. It refers to length of service or tenure. B. It is closely related to the type of job experience. C. It is closely related to the quality of job experience. D. It is a highly valid selection method.
A
51. The concept which refers to the idea that individuals rise to their lowest level of incompetence is the _______. A. Peter Principle B. Promotability Principle C. Career Concept Principle D. 4/5 Principle
A
8. Within the context of internal selection, an accurate statement about the logic of prediction would be that _____________. A. the logic of prediction can be applied more precisely for internal selection than for external selection B. the logic of prediction has identical application for internal and external selection C. the logic of prediction works better for external selection than for internal selection D. this concept does not apply to internal selection
A
Which of the following statements, when placed in a job message, would not be likely to create problems with the EEOC?
A. "Applicants must be enthusiastic and willing to take risks."
Which of the following is a good definition of a task?
A. A grouping of elements to form an identifiable work activity that is a logical and necessary step in the performance of a job.
Job postings are effective internal recruitment tools because they ________.
B. are efficient in matching employees to organizational needs
Which of the following is not part of the process of measurement?
B. assessing the attribute's acceptability to applicants
Markov analysis is a technique for __________.
B. availability forecasting
A recruitment guide is ________________________.
C. a document that details the process to be followed to attract applicants to a job
If a cutoff score is lowered, the effect of this on hiring results is likely to be ______________. A. fewer false negatives only B. both fewer false negatives and more true positives C. fewer false negatives and fewer false positives D. more false negatives and more false positives
B. both fewer false negatives and more true positives
OFCCP suggested actions for the recruitment process include _____________.
B. carefully select and train all personnel included in staffing
Which of the following is a good definition of a job family?
B. A grouping of jobs, usually according to function
_________ refers to the possibility that a disproportionate number of protected-class members may be rejected using this predictor.
B. Adverse impact
In using information about competitors to structure job offers, which of the following statements is not useful as a general guideline? A. It makes a difference who the competitors are. B. Competitive offers should always be matched to ensure acceptance. C. Analysis of competitive advertisements should be performed in order to have the "market information" needed to prepare effective job offers. D. Trade associations should be consulted for competitive information whenever possible.
B. Competitive offers should always be matched to ensure acceptance.
Which of the following are likely to occur during job expansion periods?
B. Departure of some employees to take opportunities at other firms
Which of the following is the law that governs the collection of background check information for employment purposes?
B. Fair Credit Reporting Act
When using job analysis to comply with the ADA, which of the following is considered most helpful by the EEOC?
B. Focusing on the results of a function
Which of the following are likely responses to labor shortages?
B. Hiring bonuses and stock options
A high cost method of search may be worth the cost to the organization if ___________.
B. KSAOs are in short supply
Which of the following are unique properties of teams, from a staffing point of view?
B. KSAOs for teams involve job-spanning skills because members perform multiple roles
______ includes the completion of job tasks that are specifically included in the job description. A. Citizenship B. Task performance C. (Low) Counterproductivity D. All of the above
B. Task performance
Which of the following is a characteristic of a typical unstructured interview? A. It is usually carefully planned. B. The interviewer makes a quick and final evaluation of the candidate C. It consists of formal, objective questioning. D. The interviewer is highly prepared.
B. The interviewer makes a quick and final evaluation of the candidate
Which of the following statements is true regarding staffing?
B. The staffing process is composed of a series of interrelated parts including recruitment, selection, decision making and job offers.
The best description of UGESP is that they are _____. A. regulations for drug testing in the workplace B. a set of federal regulations related to selection systems as covered by the Civil Rights Act C. a set of regulations relating only to disabled individuals D. regulations that deal only with gender equity and job selection
B. a set of federal regulations related to selection systems as covered by the Civil Rights Act
Measures which assess an individual's capacity to function in a certain way are called ______. A. interest inventories B. ability tests C. personality tests D. knowledge tests
B. ability tests
Employers need to keep track of which of the following for adverse impact calculations?
B. all expressions of interest submitted through the Internet
Which of the following is not a choice involved in a strategic approach to job offers? A. determining a compelling offer the finalists will find difficult to turn down B. deciding which short and long term pressures to respond to in an offer C. deciding on specific pay levels that will apply to all individuals D. determine whether there will be a "standard offer" for all finalists or whether "enhanced offers" will be possible for some finalists
C. deciding on specific pay levels that will apply to all individuals
Which of the following is a part of the recruiting phase of the staffing process?
C. developing and conducting job fairs
The case for validity generalization across situations becomes stronger if ___.
C. differences in method and statistical differences are controlled
Economic costs associated with downsizing include ___________. A. threat to harmonious labor-management relations B. decreased employee morale C. higher unemployment insurance premiums D. difficulty in attracting new employees
C. higher unemployment insurance premiums
If an HR specialist is assessing the usefulness of predictors in forecasting job success, and it is noted that a given predictor has both high validity and high adverse impact, the HR specialist should conclude ___________. A. this can never happen and the method of calculating validity must be incorrect B. this is a common circumstance and the predictor should be used C. if the predictor is highly correlated with other predictors, this will compensate for adverse impact D. legal problems could result and alternative predictors should be sought
C. if the predictor is highly correlated with other predictors, this will compensate for adverse impact
Which of the following statements is false?
C. increasing expenditures on recruiting increases yields
According to the overall staffing organizations model, an example of a core staffing activity is ______.
C. internal recruitment
An open system of internal recruitment can be expected to minimize ________.
C. overlooking talent
When HR specialists state that a new predictor "adds value" to the prediction of job success, they mean that _____. A. the predictor provides economic benefit to prediction B. the predictor has a high validity coefficient C. the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors D. the predictor is highly correlated with other predictors, thus increasing efficiency
C. the predictor adds to the prediction of job success over and beyond the forecasting powers of current predictors
Validity refers to __________. A. the number of individuals hired by a predictor B. the number of individuals hired divided by the number of applicants C. the relationship between predictor and criterion scores D. the inverse of the adverse impact ratio
C. the relationship between predictor and criterion scores
In terms of the person/organization match ________.
C. there is a concern with the "fit" of people to multiple jobs or future jobs
Which of the following statements regarding talent management systems is true?
C. they are increasingly integrated with all of an organization's human resources information systems
Which of the following is true of realistic previews in internal recruiting?
C. they are more necessary for newly created jobs or jobs in new locations
In Markov analysis for staffing, __________ is used to forecast future workforce availabilities.
C. transition probabilities
A manager has gathered data on staffing levels over time, and then predicts future requirements based on the pattern of demand, taking seasonal variations in demand into account. This equation is used to predict future staffing levels. This is an example of _______________.
C. trend analysis
Most rejection messages sent to applicants are _________. A. specific in terms of the reason for the rejection B. not conveyed by formal means C. vague in content D. designed carefully to "soften the blow" of the rejection
C. vague in content
Under the requirements of the Immigration Reform and Control Act, employers must ___________. A. adjust pay scales for alien status B. verify employability status for aliens only C. verify employability status for all potential employees D. verify employability status for applicants before an offer is extended
C. verify employability status for all potential employees
10. Problems with using others' "feelings" about a job applicant include _____________. A. lowered hiring standards for some employees B. discrimination on the basis of protected class status C. decisions with low validity D. all of the above
D
41. Which of the following is true regarding performance appraisals and internal selection? A. It is illegal for organizations to use performance appraisals as a basis for internal selection decisions. B. Performance appraisals have no validity. C. Performance appraisals have no reliability. D. Performance appraisals are readily available in most organizations.
D
43. A job candidate responding to an "in-basket exercise" would most likely be asked to _________. A. make a simulated visit to a customer location B. participate in an interview simulation C. complete a written test to assess KSAOs D. draft memos to respond to letters received
D
46. If the selection objective is to assess a candidate's ability to make a coherent persuasive report about the organization's annual results before a group of top managers, the best interview simulation to make this assessment would be a(n) ________. A. assessment center B. in-basket exercise C. role play D. oral presentation
D
50. Research on the use of selection and experience as internal selection methods indicates that ___________. A. seniority is a more valid method of internal selection than experience B. seniority is better suited to predict short-term rather than long-term potential C. experience is less likely to be content valid if the past or present jobs are similar to the future job D. experience is unlikely to remedy initial performance difficulties of low ability employees
D
Which of the following is true regarding the use of personality tests in the selection process? A. Emotional stability is a much more valid predictor of job performance when it is measured narrowly. B. The aspect of emotional stability that is more relevant to job performance is stress proneness. C. The Core Self-Evaluations Scale has not been shown to have much validity in predicting job performance. D. None of the above.
D. None of the above.
Which of the following is a potential benefit associated with downsizing? A. focus on core businesses, eliminating peripheral ones B. spreading risk by outsourcing activities to other organizations C. lower payroll and benefit costs D. all of the above
D. all of the above
Which of the following is an example of a major employee offense? A. sabotage B. theft C. drug/alcohol abuse at work D. all of the above
D. all of the above
A study of the best practices of the Web sites of 140 high-profile organizations indicates that one of the features of a high-impact Web site is ____________.
D. all of the above (A. a job cart function, B. personal search engines, C. self-assessment inventories)
Which of the following HR outcomes arise from providing and using rewards?
D. all of the above (A. applicant attraction, B. employee performance, C. employee retention)
Skills contained in O*Net include _____________.
D. all of the above (A. basic skills, B. cross-functional skills, C. sensory abilities)
When assessing appropriate rewards, organizations can use information from _____________.
D. all of the above (A. surveys conducted by the Department of Labor, B. surveys conducted by the Society for Human Resources Management, C. internal organizational sources)
An empirical study of the characteristics of a job posting system which lead to high user satisfaction found that _________ was(were) critical.
D. all of the above (A. the adequacy of job descriptions, B. the adequacy of job notification procedures, C. treatment during the interview)
Some of the features of hierarchical mobility paths include
D. all of the above (A. they are easier to administer, B. the prospect of promotions can motivate employees, C. they may not be useful in flat organizational structures)
Examples of initial assessment methods that have moderate degrees of adverse impact against women and/or minorities include ______.
D. all of the above are correct (A. education level, B. quality of school, C. training and experience)
Biographical information is like application blanks, except _______.
D. biographical data can be more fruitfully used for substantive selection decisions
Firms offshore work because ______________.
D. both A and B (A. wages are often lower overseas, B. there is a growing pool of highly qualified workers overseas)
The difference between black and white test takers on cognitive ability tests has been _____. A. demonstrated to be an artifact of question wording B. decreasing over time C. lower when tests are given in an open-ended format D. both b and c
D. both b and c
Which method of recruiting is most effective for tight labor markets and highly valued jobs?
D. branded
College placement offices are used because ___________.
D. campus recruiting efforts are seen as more credible than websites or bulletin boards
A ______________ provides employees with opportunities to fill out interest inventories, explore career options, and discuss plans with counselors.
D. career development center
Which of the following is not required for someone to be considered an Internet applicant?
D. evidence of a visit to the physical employment site
A limitation of observation as a means of gathering job information would be ______________.
D. mental processes are difficult to measure
Research on organizational justice suggests that ____. A. justice only influences turnover in highly industrialized Western countries B. communication has little impact on employee attitudes or turnover intentions C. employees are typically well-informed about organizational policies D. none of the above
D. none of the above
Work samples and performance tests are useful for a broad range of jobs, although they are difficult to use in __________ jobs. A. customer service B. assembly C. bank teller D. none of the above
D. none of the above
Which of the following statements is false?
D. none of these statements is false (A. many employment sites now offer the ability to create and approve job requisitions online, B. employment sites sometimes cross-list jobs with local newspapers, C. at any given time there are millions of résumés available on employment websites)
The likelihood that a correlation exists in a population, based on knowledge of the actual value of r in a sample from that population is the ____________.
D. statistical significance
Which of the following statements regarding talent management systems is(are) true?
D. talent management systems require a user-friendly data base for effective use
In order to improve the chances of winning a law suit based on "promissory estoppel," the most important point the plaintiff must demonstrate is that ____. A. the promise was accurate B. the promise was made in good faith C. the defendant reneged on the promise D. the promise was withdrawn, resulting in a detrimental effect
D. the promise was withdrawn, resulting in a detrimental effect
The proper test to determine that a given sample correlation is statistically significant as an estimate of a correlation in a population is the __________.
D. the t test
The sales approach to presenting a job offer has been adopted by many organizations because ________. A. mechanical presentations of job offers have been proven not to work B. they apply to all situations C. they cost less than mechanical presentations D. they may increase the likelihood of bringing job offers to closure
D. they may increase the likelihood of bringing job offers to closure
