MGT 465 Test 8-10

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

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

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

not related to job performance

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

objective vs subjective

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

reasons for leaving previous jobs

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

reasons for leaving previous jobs

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

the best predictor of future behavior is past behavior

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

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

Essay tests are best used to assess ________ skills.

written communication

Biodata refers to medical or physiological tests of applicants prior to hiring.

False

Biographical information tends to have low reliability.

False

Letters of recommendation are an excellent way to help organizations separate highly qualified from moderately qualified applicants.

False

Most organizations use only weighted application blanks for initial screening decisions.

False

Occupational certifications are nearly all regulated by the Department of Labor to ensure that they accurately reflect job knowledge.

False

Research suggests that biodata does not provide incremental validity over personality and cognitive ability.

False

Surveys suggest that only 3 out of 10 organizations conduct reference checks.

False

The initial interview is the least expensive method of initial assessment.

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

Video résumés have become a major component of selection in most large organizations.

False

Which of the following is true regarding genetic screening?

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

Which of the following statements regarding résumés is true?

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

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 first step in developing a selection plan is to list relevant KSAOs associated with a job.

True

The logic of prediction indicates that a point-to-point comparison needs to be made between requirements of the job be filled and the qualifications of the job applicants.

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 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 validity evidence for weighted application blanks is better than that for unweighted application blanks.

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 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

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

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

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

All of the above

Which of the following are common sources of résumé fraud?

All of the above: inflated titles, inaccurate dates to cover up job hopping or unemployment inflated education or "purchased" degrees

Which of the following is true regarding biodata and background tests?

Background information is obtained through interviews and conversations with references.

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

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

A major problem with resumes and cover letters is misrepresentation.

True

Although arrest information may be gathered in the process of doing a background check, it cannot be used in staffing decisions.

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

Failure to conduct a reference check opens an organization to the possibility of a negligent hiring suit.

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

Job analysis sometimes finds that seemingly unrelated jobs may have more in common than would be expected by relying just on job titles.

True

Level of education requirements have little adverse impact against minority applicants.

True

Many organizations are reluctant to give out detailed reference information regarding their former employees because they are afraid of being sued.

True

Most initial assessment methods have moderate to low validity.

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

Research on the reliability and validity of biodata has been quite positive.

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

Background testing is concerned with the ________ of an applicant.

all of the above

The information collected for an accomplishments record includes ________.

all of the above

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

all of the above: education level, training and experience, quality of school, education level

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

are not structured or standardized

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

ask questions which assess the most basic KSAOs

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

behavioral consistency method

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

biodata

Biographical information is like application blanks, except ________.

biographical data can be more fruitfully used for substantive selection decisions

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

disclaimer

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

disclaimers

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

fair credit reporting act

College grades are more valid predictors of job performance than high school grades.

false

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

former supervisor

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

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

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

initial interviews