V479 Final
Allowing a candidate's high score on an interview to make up for a low score on a personality test is an example of the ___________.
compensatory approach
An additional ethical issue involves the __________ of an employee's application for another position in the company.
confidentiality
The bargained-for exchange between the contract parties is known as ___________.
consideration
Don is a high-ranking manager in an advertising firm. He was recently offered a job with higher pay and more lucrative benefits by a rival firm. On coming to know about this, Don's employers decided to make him a(n) ________ matching the offer from their rival firm.
counteroffer
A nine box matrix requires assessing employees on __________.
current job performance and future potential
A minimum assessment score that must be met or exceeded to advance to the next assessment phase or to be eligible to receive a job offer is a _____________.
cut score
Which of the following improves the ease of use of skills inventories?
databases
Assigning a new employee to regularly meet with a more senior, more experienced employee to further the career development of both employees is ________.
mentoring
In the selection procedure of a firm, an applicant must obtain a minimum passing score on two different assessment methods before being allowed to continue in the hiring process. What type of assessment plan is being used?
multiple hurdles
An organization claiming to provide an environment in which employees can grow their careers has to ______________.
provide performance feedback and development opportunities
Backing out of an employment contract after the job offer is accepted is called _________.
reneging
Deferring a new hire's start date can be an alternative to ________.
reneging
A non solicitation agreement is a type of ____________.
restrictive covenant
The higher the fidelity of a job simulation test, the higher is the _____________.
similarity between the real job and the test
Asking a candidate during an interview to indicate how she would respond to an irate customer is an example of which external assessment method?
situational interview
showing candidates a short video and asking them to choose one of five responses is an example of which external assessment method?
situational judgement test
The best time to pursue workforce diversity is during ___________.
sourcing and recruiting
When different assessments are made using different scales, before they can be combined the raw scores must be ________.
standardized
Which of the following raters is often the most controversial feature of a multi-source assessment?
subordinates
An insurance company assesses all employees' current job skills and creates road maps for them outlining the competencies they need to advance within the company. The company then makes sure they get the training they need, including coaching and mentoring, classroom training. This is an example of ________.
succession management
The ongoing process of systematically identifying, assessing and developing organizational leadership to enhance performance is ____________.
succession management
When a restaurant hires a server who has similar competencies to the existing servers, this is an example of _______.
supplementary fit
Which of the following, if true, would make a firm keep cut scores low?
the company is following a cost-leadership strategy
Which of the following, if true, would result in a new hire to a company getting paid less than existing employees?
the company wishes to preserve internal equity
Averaging candidates' scores from an interview, job knowledge test, and work simulation to derive a summary score to use in comparing candidates is an example of ___________.
unit weighting
In the career crossroads model, each passage requires that the person ____________.
unlearn old skills and learn new skills
Behavioral interviews are more reliable and substantially better than _______ at predicting job performance.
unstructured interviews
Which of the following would reduce adverse impact?
use assessment methods with less adverse impact early in the selection process
Cognitive ability tests are one of the least valid selection methods. T/F
False
Evaluation assessment methods are used to narrow down a pool of job candidates to a smaller group of candidates. T/F
False
Having a low selection ratio allows an assessment method to have maximal impact in improving the performance of the people hired. T/F
False
If a hiring manager mistakenly offers a job candidate a salary higher than what the firm had authorized the manger to offer, the salary offer is not legally binding. T/F
False
It is sometimes permissible to hire a non-qualified minority candidate over a qualified non-minority candidate. T/F
False
Job candidates can renege on an accepted offer, not companies. T/F
False
Liking one's job but not liking the company one works for reflects poor person-group fit. T/F
False
More and richer information is usually available about external rather than internal job candidates. T/F
False
Peer ratings tend to do a poor job predicting promotion criteria. T/F
False
Pursuing diverse candidates should begin in the assessment stage of the hiring process. T/F
False
Succession management cannot be used to enhance organizational diversity. T/F
False
Succession management means identifying specific back-up candidates for specific senior management positions. T/F
False
Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization. T/F
False
The advantage of using self-assessment is that people are often good judges of their own talents. T/F
False
The multiple hurdles approach to combining assessment scores is used when high scores on some assessments can compensate for low scores on other assessments. T/F
False
To be legal, job offers must be presented in writing. T/F
False
Under the UGESP, any adverse impact from the use of an assessment method is illegal. T/F
False
Using experts to decide how to weight candidates' score on different assessments is called unit weighting. T/F
False
When employees are turned down for the promotions or lateral moves for which they were considered, it rarely affects productivity. T/F
False
Which of the following is true of an employment contract?
Not every employee has an employment contract
Black Lilies is a fledgling apparel company which is run and managed by its creator Patricia. She has advertised for an accounting executive to manage the finances of the firm. Which of the following, if true, would result in a complementary fit having occurred for the post?
Patricia lacks the requisite skills to manage the company's accounts, hence the opening
If a company wanted to quickly identify which employees speak Spanish, what would be the best way to do this?
Query the company's skills inventory system
A non-solicitation agreement prevents a firm's former employees from actively soliciting the firm's customers on behalf of the employees' new employer. T/F
True
A written employment contract is considered to be an explicit employment contact. T/F
True
An applicant who feels she or he was asked questions unrelated to the job during an interview likely feels low procedural fairness. T/F
True
Asking job candidates for a mechanic position, "have you ever repaired small motors at home?" is an example of a biodata question. T/F
True
Assessment of leadership potential can identify future talent and lead to a more comprehensive leadership development program. T/F
True
Both true positive and true negative assessment outcomes are desirable. T/F
True
Career planning is a continuous process of self-assessment and goal setting. T/F
True
Due to union contracts or company policies, some organizations promote employees because of seniority. T/F
True
Equal Employment Opportunity (EEO) liability is often greater with internal versus external assessment and staffing efforts. T/F
True
Hiring managers make the final hiring decision. T/F
True
Involving customers and external stakeholders in the interview process can increase the job fit with candidates. T/F
True
Multi-source assessments involve the employee's supervisor as well as other sources that are familiar with an employee's job performance. T/F
True
Not hiring someone who would have been a poor performer is a true negative. T/F
True
Observation of recruits by current employees can give companies like Southwest an accurate picture of appropriate employee behavior in a nontraditional workplace. T/F
True
Psychomotor tests assess a person's capacity to manipulate and control objects. T/F
True
Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee. T/F
True
The compensatory approach runs the risk of increased legal troubles due to different weightings provided by different experts. T/F
True
The first passage in the career crossroads model is managing others. T/F
True
The return on investment from a new assessment method is the sum of the economic value of improved performance and the savings from avoiding bad hires. T/F
True
Unless a business is involved in national defense or security, background checks must be relevant to the nature of the job and job requirements. T/F
True
Well-designed assessment tools in hiring can affect the revenue and bottom line of a company. T/F
True
When an employee does not get a promotion, they are likely to feel low distributive fairness. T/F
True
Which of the following would result in peer ratings being a successful method of internal assessment in a firm?
Work in the firm is done in teams
Effective staffing enhances the degree to which a(n) __________.
employee meets a job's requirements
RBC Electronics is a retailer of electronic appliances. If Sandy does not see or understand the work processes and rules that influence RBC employees' task behaviors and has limited knowledge of the regulations, policies, and resources that affect employees' behavior, then Sandy is most likely a(n) ________.
external customer
When a company hired Marcus who turned out to be a poor performer, which assessment out-come occurred?
false positive
Online applications give the candidate real time status information and
flexibility to complete at their own convenience
To successfully negotiate a job offer it is important to _____________.
focus on the things that matter to the finalist
If a hiring manager is unhappy that the staffing system requires her to take two hours of her limited time to interview each candidate, which staffing goal is not being met?
generating positive stakeholder reactions
Graphology includes any practice that involves determining personality traits or abilities from a person's ____________.
handwriting
Having a low selection ratio means __________.
hiring only a few applicants
Which of the following would enable a firm to hire the fastest?
hiring the first candidate who exceeds a minimum cut score
Using high cut scores __________.
increase the number of false negative hiring outcomes
The way a firm negotiates job offer with a candidate influences the candidate's perceptions of _________.
interactional fairness
Matthew works as an accountant in a mobile phone company. During lunch he spoke to Peter from the sales department about wanting to buy a mobile phone for himself. Peter persuaded Matthew to buy a mobile phone from the sales department itself, which Matthew did. Matthew is a(n) ________.
internal customer
External customers are often best for evaluating an employee's _____________.
interpersonal behaviors
Job seekers often rate _____ as the most job-related selection procedure.
interviews
Which of the following reduces the ability of rank ordering to identify the best hire?
large standard error of measurement
When a finalist does not get a job offer, they are likely to perceive _____________.
low distributive fairness
The focus of the career crossroads model is on __________.
managerial positions
Which of the following is a type of cognitive ability test?
mathematical reasoning
Mr. Draper is the hiring manager of a large corporation. He has been asked to recruit two new sales executives for the firm specifically targeted for luring away from a rival firm. Which of the following packages should he offer in order to have a maximum chance of fulfilling this task?
maximum job offer
A firm's internal assessment goals tend to be the same as its external assessment goals.T/F
False
If the prediction equation produced by a regression analysis is: Job Success predicted = 10 + (2*interview) + (1*personality) + (3*job knowledge) What is Rosita's predicted job performance score if she scores 10 on the interview, 25 on the personality test, and 15 on the job knowledge test? Criterion-referenced
100
Which of the following statement is a UGESP guideline that pertains to candidate assessment?
Abilities must be defined in terms of observable aspects of job behavior.
What is a stereotype threat?
Awareness of subgroup differences on standardized tests creates frustration among minority test takers leading to low scores
A high job offer does not allow further negotiation T/F
False
To be enforceable, any contract that cannot be performed or fulfilled within ________ must be in writing under the statute of frauds.
twelve months
According to the Uniform Guidelines on Employee Selection Procedures (UGESP), to the extent that the setting and manner of administration of a selection method fail to measure the work situation, the lesser the need for other validity evidence for that selection method. T/F
False
Which of the following is true once a formal written job offer has been presented?
No personal contact is made with the finalist
If an applicant is not hired because the applicant has previously claimed overtime which they were owed, they are likely to be covered under the _____________.
Fair Labor Standards Act
A clinical assessment puts job candidates through as series of simulations and exercises that reflect the typical challenges of the job. T/F
False
Which of the following is true about integrity tests?
Integrity tests have the ability to overcome the problem of faking
Which of the following is true of a maximum job offer?
It can be a low, competitive, or high offer
Which of the following is true of person-organization fit?
It is positively related to job satisfaction
Which of the following is true of a competitive job offer?
It may or may not allow for further negotiations
Juan is a highly qualified biomedical researcher. Having recently completed his education, he applies to work at a pharmaceutical company which is renowned for its fast-paced innovation and aggressive growth policy. Which of the following, if true, would provide for a poor person-organization fit in this case?
Juan has the tendency to be process-oriented and is risk averse
_______ is (are) used to reenergize employees and give them the opportunity to develop skills and pursue other interest via workshops, formal classes, or travel.
Sabbaticals
Prestige Pegasus is a multinational firm that specializes in the manufacturing of hardware for high-end technical products and sells its products mostly through business-to-business interactions. Following a good year with soaring profit-margins, Prestige Pegasus is planning to conduct an internal assessment throughout the organization. In a meeting following the decision to conduct the internal assessment, Douglas McCarthy (the Chief Operations Officer) and Tom Castleback (the Chief Marketing Officer) are the prime contributors on the methods that the organization should use to perform these assessments. Douglas: "We should encourage 360-degree feedback, mostly concentrating on subordinates, as they would be the right people to judge their superiors." Tom: "We should definitely use 360-degree feedback, mostly from external customers, as they are the ones who matter in the end." Which of the following statements, if true, would support Douglas' argument?
The company is focusing on the recruitment for middle-management positions which mostly emphasizes on people management skills
If an individual's goals, values, and work style clashes with the goals, values, and work style of his or her co-workers, which of the following is true?
The individual has low person-group fit
Prestige Pegasus is a multinational firm that specializes in the manufacturing of hardware for high-end technical products and sells its products mostly through business-to-business interactions. Following a good year with soaring profit-margins, Prestige Pegasus is planning to conduct an internal assessment throughout the organization. In a meeting following the decision to conduct the internal assessment, Douglas McCarthy (the Chief Operations Officer) and Tom Castleback (the Chief Marketing Officer) are the prime contributors on the methods that the organization should use to perform these assessments. Douglas: "We should encourage 360-degree feedback, mostly concentrating on subordinates, as they would be the right people to judge their superiors." Tom: "We should definitely use 360-degree feedback, mostly from external customers, as they are the ones who matter in the end." Which of the following, if true, would most strengthen Tom's argument?
The salespeople of the company travel extensively and are expected to work independently without supervision
Adam has joined an advertising firm as a junior executive. Due to his lack of experience, he has a lot to learn and has been assigned as a protégé to Mark, a senior executive in the firm, who will assist in training and assessing his performance. This process of internal assessment is called ________.
a mentoring program
When an employee quits because he/she is passed over for promotion, what has occurred?
a negative stakeholder reaction
When should medical tests be administered?
after a job offer has been extended
A company cannot know what training to offer employees unless it ___________.
assesses their strengths and weaknesses
Having administrative assistant job candidates perform a set of exercises including taking phone messages, typing reports, scheduling meetings, and filing is an example of a(n) ________.
assessment center
The Uniform Guidelines on Employee Section Procedures were created to ____________.
assist organizations in complying with federal law prohibiting discrimination in hiring
Internal assessment typically improves a firm's strategic capabilities by _______.
assisting "blocked" employees to improve their performance.
Which assessment method would be the best choice to identify candidates who are more likely to pose a security risk to the company?
background check
Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"?
because "high potential" pools implies the rest are of low potential
An HR manager asked every candidate during an interview to describe a situation in the past in which they had to display their leadership abilities even though they were not a formal leader, discuss what they did, and describe the result. This is an example of which external assessment method?
behavioral interview
Asking applicants what sports they like to play is an example of which external assessment method?
biodata
After choosing the position on which to focus, the first general step in a succession management project is too _________.
check that the job description outlines the current and future competencies, a person needs to perform a high level in the key position
_________ rely on trained psychologists to subjectively analyze a candidate's attributes, values, and styles in the context of a particular job
clinical assessments
At Spyglass Inc., a private eye firm, new hires are chosen with utmost care. The reputation of the company is to provide clients with one hundred percent correct information on any matter that they want investigated. Which of the following methods should it use to hire new employee?
multiple hurdles approach
Rejecting a candidate severely at the end of a long hiring process results in __________.
negative spillover effects
A company relies on innovation as a competitive advantage. It was to maintain the secrecy of its research and development projects. Which of the following would it most likely use?
nondisclosure agreements
The fit between a person's abilities and the demands of the job and the fit between a person's desires and motivations and the attributes and rewards of a job is ____________.
person-job fit
The biggest legal problem with personality tests is based on ___________.
privacy issues
Contingent assessments are used when ___________.
the firm has identified whom it wants to hire
The value of then in box matrix depends most heavily on ____________.
the quality of the assessment methodology
Managers' involvement and commitment is critical to the success of the succession management process because ________.
their skills assessments are central to the preparation of identified candidates for future position
Which of the following is a limitation of using supervisor in performance reviews?
they may be less able to see the employee's task and interpersonal behaviors
Which of the following would be required to provide critical skills to employees that might be needed in the future?
training
When a company rejected Sara, who would have been a poor performer on the job, which assessment outcome occurred?
true negative
