HR Management Chapter 7 Aplia Assignment

Show the order in which the following steps occur in the selection process.

(1) Applicant Job Interest (2) Preemployment Screening (3) Application Form (4) Test/Interview (5) Background Investigation (6) Additional Interview (optional) (7) Conditional Job Offer (8) Medical Exam / Drug Test (9) Job Placement

Stacey is the regional manager of a retail department store. When interviewing job applicants, Stacey creates a list of questions that are relevant to the job and an answer key to score different possible responses to the questions. Stacey then uses the same list of questions and scoring key for every candidate she interviews. Which of the following interview formats does Stacey use? A non-directive interview A structured interview A semi-structured interview An unstructured interview

A structured interview

Which of the following items should be included in a new employee's offer letter? Check all that apply. Start date for work Reporting relationships Health insurance benefits Paid time off

All is correct

It is apparent that Scripps Memorial Hospital utilizes several methods for selecting its personnel, such as talent surveys and applications. However, when Melanie Gollick, nursing floor manager for Scripps Memorial Hospital La Jolla, indicates that "it's really about behavior," behavior is most likely considered as which of the following? An indicator of skills A factor that sets the minimum cutoff An indicator of attitudes An indicator that is not likely to be valid

An indicator of skills

Use your knowledge of interviewing to determine if you should ask the following questions in an interview. Did you come to work on time for your last job?

Avoid

Use your knowledge of interviewing to determine if you should ask the following questions in an interview. How did you get along with your coworkers?

Avoid

Rina is interviewing for a project manager job at Marvel Studios. She is asked, "Tell me about a time when you and your manager disagreed about how to approach a project. What was the situation? What did you do? What were the results?" What kind of interview is Rina participating in? Behavioral interview Biographical interview Situational interview Semistructured interview

Behavioral interview

Customer service managers at Integrity Shoes are given three tests before being hired: (1) a customer service test; (2) a math test; and (3) an English test. If the applicant scores very low on one test, he or she may still be hired, as long as he or she scores extremely well on another test. What approach to combining predictors is Integrity Shoes using? Compensatory approach Predictive approach Multiple hurdle approach Puzzle approach

Compensatory approach

Use your knowledge of interviewing to determine if you should ask the following questions in an interview. Tell me about a time when you were the leader of a team. What was the situation? What did you do? What were your results?

Use

Within Scripps Memorial, it is evident that talent surveys are used, minimum qualifications are examined on applications, staff members are included in interviews, and behavioral-based interviewing is used in the selection process. The inclusion of all these methods most likely provides Scripps with the ability to: Conduct clinical decision making Include the overqualified Use hurdles in decision making Use personal biases in the decision-making process

Use hurdles in decision making

Which of the following questions would be considered illegal on an application form? How long have you been a licensed driver? Do you have a work permit for the United States? What is your emergency contact information? Are you available to work from 10 a.m. to 5 p.m. on Saturdays?

What is your emergency contact information?

Air traffic controllers are required to speak English while they are working, because English is the universal language used in control towers all over the world. In this case, speaking English is a ______.

business necessity

Coding competitions, games, and puzzles have taken the place of the _______ at some companies.

resume

Which of the following actions will help to make interviewing more effective? Check all that apply. Get a balanced view. Use most of the interview time to tell the applicant about the company. Plan the interview. Control the interview. Inform the applicant early on that all of his or her interview responses will be checked for accuracy. Use questions that will produce complete answers.

Get a balanced view. Plan the interview. Control the interview. Use questions that will produce complete answers.

Brian was interviewing an applicant for a loan analyst position. When Brian found out that the loan analyst had 7 years of experience working at the Bank of the Ozarks, he didn't have to hear anything else. The applicant's work experience was so positive that Brian didn't pay any attention to the fact that the applicant knew little about New York State banking laws. What term describes the kind of mistake Brian is making? Stereotyping Biases Halo effect Cultural noise

Halo effect

Joelle walked into her interview wearing a very well-tailored suit. Just by looking at her, the interviewer decided that she was appropriate for the job and spent the rest of the interview prompting Joelle for more information on why she was qualified for the job. What mistake was Joelle's interviewer making? Joelle's interviewer was influenced by the halo effect. Joelle's interviewer made a snap judgement. Joelle's interviewer was influenced by cultural noise. Joelle's interviewer had a negative emphasis.

Joelle's interviewer made a snap judgement.

What is the biggest concern companies should have about using cognitive ability tests, such as the Graduate Management Admission Test (GMAT), to measure candidate abilities? These exams are more expensive to administer than other types of exams. Cognitive ability exams are less valid than personality tests. The GMAT has only been shown to be useful in predicting college success. Minority groups tend to score lower on these exams.

Minority groups tend to score lower on these exams.

Which form of interview gives the highest intra-rater and inter-rater reliability? Nondirective interviews Structured interviews Unstructured interviews Semi-structured interviews

Structured interviews

Omar is a school superintendent who is trying to improve the selection process for teachers in his school district. Before implementing the selection test as a deciding factor in the hiring process, Omar decides to give the test to current teachers to see if the test can accurately differentiate the top performers from the mediocre and poor performers. After that, he compares the scores of the teachers to their performance ratings on appraisals. In this scenario, Omar is assessing the _________ of the test.

concurrent validity

Suppose you are interviewing a social media consultant. You want her to have a good idea of your company, so you make remarks like, "That's a great answer," and you smile at her frequently. These kinds of gestures are likely to make your interview _____ successful.

less

The use of ________ for employee selection is legal if they are relevant to the job, but they should only be administered after a conditional job offer has been made to the candidate.

medical tests

_____ provides a potential employee with an accurate introduction to a job so that he or she can better evaluate the employment situation

A realistic job preview

Dana is in charge of selection for a large telecommunications company. She has to hire over 500 people per year to install the company's systems. Currently, she is using handwriting analysis to see if people are friendly and an unstructured interview to review the previous work experience of applicants. What could Dana do to make her system more effective? Check all that apply. Create a structured interview to more accurately evaluate job applicants Use only the handwriting analysis, and not the unstructured interview Choose more job-related selection tests Implement a panel interview to review applicants

Create a structured interview to more accurately evaluate job applicants Choose more job-related selection tests

Which of the following statements is most consistent with the ideas of the attraction-selection-attrition (ASA) theory? Employers that offer the highest salaries and best benefits have the highest quantity and quality of job applicants. People tend to be more attracted to larger organizations than smaller organizations. Person/environment fit is not important to most employees and organizations. Employees within a particular organization tend to be relatively similar to each other because people gravitate toward environments in which they fit.

Employees within a particular organization tend to be relatively similar to each other because people gravitate toward environments in which they fit.

Which applicants would be most appropriate for a group interview? A CEO of a ride-sharing service Entry-level amusement park employees Senior managers in a transportation company Full professors of chemistry at a university

Entry-level amusement park employees

What is the biggest problem with personality tests as selection tools? Lack of validity Lack of reliability Faking Expense

Faking

What is the ultimate purpose of selection? Placement Performance Review Training Attraction

Placement

Electronic screening is most useful at what point in the selection process? Right before the end of the process, to pick the best applicant from a very small group Early in the process, just after job applications have come in During the middle of the process, after interviews have been held After a job has been conditionally offered to an applicant

Right before the end of the process, to pick the best applicant from a very small group

Which of the following are problems with using résumés as part of the screening process? Check all that apply. Résumés provide too much information about applicants. Résumés often omit negative information. Résumés often contain information that is illegal to use in the job selection process. Résumés do not provide the same kind of information about every applicant.

Résumés often omit negative information. Résumés do not provide the same kind of information about every applicant.