MGMT 44430 Chapter 11 Quiz

________ are the two primary legal factors that influence job offer content.

Equal employment opportunity and affirmative action goals

________ is used to document a new hire's identity verification and employment eligibility.

Form I-9

The bargained-for exchange between the contract parties is known as ________.

consideration

Using high cut scores ________.

increase the number of false-negative hiring outcomes

Asking a group of hiring managers to assign weights to each assessment being used to hire their subordinates to determine an overall assessment score is an example of the ________ approach to combining assessment scores.

rational weighting

Backing out of an employment contract after the job offer is accepted is called ________.

reneging

A nonsolicitation agreement is a type of ________.

restrictive covenant

When different assessments are made using different scales, before they can be combined, the raw scores must be ________.

standardized

________ covers the payment of overtime to eligible employees.

The Fair Labor Standards Act

If an employer sends a finalist a job offer letter this is a(n) ________ employment contract.

explicit

A finalist should be given at least ________ to consider a job offer.

48 hours

Which of the following is true of a competitive job offer?

It may or may not allow for further negotiations

Which of the following, if true, would make a firm keep cut scores low?

The company is following a cost-leadership strategy.

To be enforceable, any contract that cannot be performed or fulfilled within ________ must be in writing under the statute of frauds.

twelve months

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