Employee Selection Strategies
Sourcing nontraditional applicant pools often requires more creative sourcing activities than does sourcing traditional applicant pools.
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 had hires.
True
A firm's internal assessment goals tend to be the same as its external assessment goals.
False
A normal curve typically is typically bimodal
False
A persistent problem that prevents most firms from hiring people with disabilities is the lack of affordable technologies that could enable firms to accommodate them at a low cost.
False
Class ranking and finish place in a race are examples of ratio measures.
False
Criterion data is information about measures used to make projections about outcomes.
False
Defferentiation refers to the coordination of a single global staffing strategy with the organization retaining adequate controls over local operations.
False
External customers are the best source of information on employees' task behaviors.
False
Liking one's job but not liking the company one works for reflects poor person-group fit.
False
More and richer information is usually available about external rather than internal job candidates.
False
Peer ratings tend to do a poor job predicting promotion criteria.
False
Supplementary fit occurs when a person has characteristics which are very different from those that already exist in the organization.
False
The advantage of using self-assessment is that people are often good judges of their own talents.
False
When employees are turned down for the promotions or lateral moves for which they were considered it rarely affects productivity
False
Scores on norm-referenced measures have meaning only when compared to the scores of others.
True
An engineering firm is looking for a civil engineer to head their new project to build a highway. Unable to find the right candidate for the job, the firm resorts to scouting for potential candidates among the employees of rival firms. It offers the assistant chief engineer of its rival form an extremely lucrative package and the chance to manage greater responsibilities. This practice is known as __________________. A. pull-up hire B. tracking C. data mining D. flip searching
A
An organization claiming to provide an environment in which employees can grow their careers has to ________. A. provide performance feedback and developmet opportunities B. emulate its competitor firms and their placement strategies C. cease internal recruitment and rely on external recruiting alone D. implement a transparent hiring and firing strategy.
A
Failure to measure important aspects of the attribute to be measured results in ___________ error. A. Deficiency B. Random C. Contamination D. Standard
A
Hiring top talent away from another company is an example of using which recruiting source? A. raiding g competitors B. employee referrals C. internet data mining D. networking
A
How dependably or consistently a measure assesses a particular characteristic is the measure's ________. A. Reliability B. Validity C. Standardized score D. Percentile
A
The fit between a person's abilities and the demand of the job and the fit between a person'sdeairea and motivations and the attributes and rewards of the job is _______. A. person- job for B. person - group fit C.person - organization fit D.supplementey fit
A
Which of the following is a limitation of using supervisors in performance reviews? A. they may be less able to see the employee's task and interpersonal behaviors. B. They may be unfamiliar with the employee's job performance. C. They may be unfamiliar with the employee's job requirements. D. They may focus on interpersonal behaviors rather than outcomes.
A
Which type of fairness is perceived to be low by most job applicants who are not selected for a particular job? A.distributive fairness B. Procedural fairness C. Interactional fairness D. recruiter fairness
A
A company cannot know what training to offer employees unless it ________. A. emulates its competitors policies and program B. assess their strengths and weaknesses C. reaches a minimum of 100 employees D. stops internal recruiting completely
B
A company cannot know what training to offer employees unless it ________. A. emulates its competitors policies and programs B. assesses their strengths and weaknesses. C. reaches a minimum of 100 employees D. stops internal recruiting completely
B
Skills inventories are databases of the skills, competencies, and other relevant characteristics of each employee.
True
Effective staffing enhances the degree to which a(n) ________. A.hiring manager ensures job performance B. employee meets a job's requirements C.individual candidate has a chance to be selected D. employee realizes his or her own potential
B
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? A.Juan is interested in applied research that is likely to produce tangible results. B.Juan has the tendency to be process-oriented and is risk averse. C. Juan is a team player and works exceedingly well in lab groups. D. Juan is interested in making numerous breakthrough discoveries in the lab
B
Roberto applied to the post of a software engineer at Tech Infosystems. He was asked to correct a software problem as a screening test and then interviewed by a panel that comprised of a hiring manger, the HR manager, and a software engineer from the firm. Which of the following statements, if true about the recruitment process, would result in Roberto concluding that the procedural fairness was high? A. He was not given the job despite the fact that's corrected the software problem and was satisfied with the way the interview went. B. He could not correct the software problem in the screening test and was not selected for the position. C . He was not selected for the post after successfully passing the screening test and was bullied during the interview. D. He did not get the job, but another candidate who had a similar interview experience did.
B
The following equations is the result of performing a multiple regression analysis: Job performance = 10 + (5 = job knowledge) + (0.7 = conscientiousness), Where job knowledge is measured on a scale of 0-5 and conscientiousness is measured on a scale of 0-100. Which of the following conclusions is correct? A. Conscientiousness is less important than job knowledge B. If a person scored 5 on job knowledge and 100 on conscientiousness he or she would have the maximum predictive score possible C. Neither job knowledge nor conscientiousness predicts performance. D. If a person scored 0 on both job knowledge and conscientiousness, his or her predictive score is 0.
B
When an applicant believes that an assessment method is unfair because it does not give him an opportunity to demonstrate job-relevant skills _______ . A. distributive fairness is low B. Procedural fairness is low C. Interactional fairness is low D. Interactional fairness is low
B
When an employee quits because he is passed over for promition, what has occured? A. a breach of employee ethics B. a negative stakeholder reaction C. succession management D. external assessment
B
Why do some firms prefer to call groups of employees targeted for accelerated development "acceleration pools" rather than "high-potential pools"? A. Because acceleration implies faster promotions. B. Because "high potential" pool implies the rest are of low potential. C. Because "acceleration pool" employees always rise to managerial levels D. Because "high potential pools" occur only at technical levels.
B
ABC Corp. has tried to fill the post of a senior project engineer for a while but has been unable to find a suitable candidate. To avoid further delay in the execution of a major project, ABC Corp. decides to target Julian Patterson, rival firm Telstra Inc.'s junior project engineer. On getting an offer that not only pays substantially more than what he currently gets, but also offers greater responsibilities and more learning opportunities, Julian accepts the position. Which of the following is most similar to the sourcing strategy used in the example above? A. A company, keen on hiring Alex, increases its initial offer after hearing that other firms are offering him better pay packages. B. James a project leader with 10 subordinates, accepts an offer from rival firm to lead a group of 20 people. C. Maria Luis, an economics professor at Brown University, is hired to head the Economics Department of Cornell University. D. Laura Jones, a corporate lawyer, accepts an offer from the country's leading corporate law firm that offers more money.
C
Amy was unhappy with the way she was treated when she applied for the position of a shop-floor assistant at a local retail outlet. When her friend Carrie hears about this, she stops shopping at that store. This is an example of ________. A. Incorrect signaling B. Cognitive dissonance C. Spillover effect D. Groupthink
C
An additional ethical issue involves the ________ of an employee's application for another position in the company. A. sddrddmrny B. processing C. confidentiality D. rejection
C
An applicant who finds a recruiter to be rude and unhelpful is likely to perceive _____________. A. Low distributive fairness B. Low procedural fairness C. Low interactional fairness D. High procedural fairness
C
If a company wanted to quickly identify which employees speak Spanish, what would be the best way to do this? A. Query the company's replacement charting system B. Ask all managers to ask their subordinates if any of them speak Spanish C. Query the company's skills inventory system D. E-mail all employees and ask Spanish speakers to respond.
C
Internal assessment typically improves a firm's strategic capabilities by__________ A. conducting a legal audit of the staffing system B. giving all poor performers a chance to improve C. assisting "blocked" emplouees to improve their performance D. improving the competence of human resource personnel
C
Internal assessment typically improves firm's strategic capabilities by . A. conducting a legal audit of the staffing system B. giving all poor performers a chance to improve C. assisting "blocked" employees to improve their performance D. improving the competence of human resource personnel
C
When multiple versions of the same test are developed to deter cheating, which of the following reliability's is used to ensure the two forms are comparable? A. Test-retest reliability B. Inter-rather reliability C. Parnell forms reliability D. Internal consistency reliability
C
Which of the following improves the ease of use of skills inventories? A. O*Net B. career management C. databases D. nine box matrix
C
Which of the following is true of person - organization fit? A. It is not related to the internet to stay with the company. B. It is the same as peraon-job fit C. It is positively related to job satisfaction.
C
Which of the following means of sourcing talent is sometimes considered unethical? A. transitional talent deployment B. data mining C. raiding D. acquisitions and mergers
C
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? A.The individual has low person -job fit B. The individual has low person-organization fit C. The individual hallow person- vocation fit D.The individual kaslow person- group fit
D
Which of the following external recruiting source is useful for finding semi-passive and passive job seekers? A. walk-ins B. military transition services C. online job boards D. internet data mining
D
Which of the following is true about multiple regressions? A. It allows the use of one predictor when predicting an outcome B. It works only on variables that are at the interval or ratio level C. The higher the correlation between variables the greater the regression D. Regression is done in the form of an equation.
D
Which of the following would be required to provide critical skills to employees that might be needed in the future? A. competition B. promition C. evaluation D. training
D
A task knowledge test in which a candidate is expected to score at least 75 out of 100 to advance to the next stage in the selection process is an example of a criterion-reference measure.
True
Applicant flow is the number and type of applicants coming from each recruiting source.
True
Both true positive and true negative assessment outcomes are desirable.
True
Due to union contracts or company policies, some organizations promote employees because of seniority.
True
Equal Employment Opportunity Commission (EEOC) liability is often greater with internal versus external assessment and staffing efforts
True
Geographic targeting can help an organization reduce turnover.
True
Multi-source assessments involve the employee's supervisor as well as other sources that are familiar with an employee's job performance.
True
Not hiring someone who would have been a poor performer is a true negative.
True