HR MGMT 3240 CH 7

Which of the following is an example of a question that should be avoided during an interview? "What is most important to you in a job?" "Tell me about a conflict you had with a fellow worker; how was it resolved?" "Describe a sale you did not make; why did you fail to make the sale?" "Did you have good attendance on your last job?"

"Did you have good attendance on your last job?"

In the context of the process of hiring employees, identify the job that will most likely take the shortest time to hire. A gas supply coordinator A chef in a fine dining restaurant A physical security specialist A project engineer in the aerospace sector

A chef in a fine dining restaurant

In the context of the process of hiring employees, which of the following jobs is likely to take the longest time to hire? A field supervisor in a regional water supply company A chef in a fine dining restaurant A floor supervisor in a national chain of grocery stores A bartender in an international chain of bars

A field supervisor in a regional water supply company

Who among the following is likely to take the most amount of time to find a new job relevant to his or her job experience? A person with bagging experience at a supermarket A person with experience in the energy sector A person with waitressing experience at a local bar A person with experience in the restaurant sector

A person with experience in the energy sector

_____ provides a potential employee with an accurate introduction to a job so that he or she can better evaluate the employment situation. A pre-employment screening A person/job fit A realistic job preview Predictive validity

A realistic job preview

Which of the following statements is NOT true of selection tests? Federal guidelines define all data collection methods as tests. Achievement tests attempt to measure potential, while aptitude tests attempt to measure demonstrated skill or competence. Employers use selection testing because of low confidence in basic screening techniques. Demonstrating a high level of aptitude in a subject on a test does not necessarily confirm high achievement in the subject.

Achievement tests attempt to measure potential, while aptitude tests attempt to measure demonstrated skill or competence.

Which of the following is a potential issue with personality tests? The Big Five personality traits are not good predictors of various types of job performance. Personality tests are not valid or reliable. Candidates can falsify their test profiles. There is not one general "ideal" personality profile.

Candidates can falsify their test profiles.

Which of the following is true of the Employee Polygraph Protection Act? It allows most private-sector employers to use polygraphs for pre-employment screening purposes just before the final selection. Certain private-sector employers, such as security companies and pharmaceutical companies, are exempt from the act. The act applies to all government agencies. It permits employers to use polygraph tests against employees' will as part of internal investigations for theft or loss.

Certain private-sector employers, such as security companies and pharmaceutical companies, are exempt from the act.

_____ measure an individual's thinking, memory, reasoning, verbal, and mathematical capabilities. Psychomotor tests Personality tests Cognitive ability tests Emotional intelligence tests

Cognitive ability tests

Which of the following might be used as a predictor of selection criteria? Conscientiousness Intelligence Motivation Education

Education

Which of the following statements is NOT true of emotional intelligence? Emotional intelligence reflects the hard skills that are critical to be able to perform specific tasks effectively. Leaders who have a high level of emotional intelligence perform better and achieve superior outcomes than leaders with less of this competence. Emotional intelligence is the ability to recognize our own feelings and the feelings of others and to effectively manage our own and others' emotions. As organizations use more teams and collaborative methods to accomplish tasks, selecting individuals who are aware of emotions in the workplace becomes more important.

Emotional intelligence reflects the hard skills that are critical to be able to perform specific tasks effectively.

In the context of employee selection, which of the following is a best practice that can be used by hiring organizations? Emphasizing job-related criteria when identifying selection instruments Not focusing on opportunities for employees to demonstrate their particular strengths Not disclosing too much information about the selection process Providing feedback to candidates only after they are hired

Emphasizing job-related criteria when identifying selection instruments

In the context of personality tests, which of the following is NOT one of the Big Five personality characteristics? Extroversion Neuroticism Faithfulness Conscientiousness

Faithfulness

Which of the following listening responses from an interviewer is most recommended during an interview? Friendly and casual remarks Friendly but neutral comments Nodding Mirroring

Friendly but neutral comments

Which of the following statements is NOT true of educational credentials on a résumé? Hiring managers frequently use attainment of a college degree to determine applicants' suitability for various jobs. Some companies have begun to require applicants to report their SAT scores, which hiring managers use as an indicator of cognitive ability. A recent study has shown that merely possessing a college degree does not predict subsequent job performance. Hiring managers are more impressed with the prestige or pedigree of an applicant's college alma mater than with knowledge and skills related to the job field.

Hiring managers are more impressed with the prestige or pedigree of an applicant's college alma mater than with knowledge and skills related to the job field.

Employers must use the revised form _____ for each employee hired and must determine within _____ whether an applicant is a U.S. citizen, registered alien, or illegal alien. I-9; 72 hours IA-9; one week I-19; two weeks 1-10; 48 hours

I-9; 72 hours

Which of the following is NOT true regarding résumés as applications? Some employers require those who submit résumés to complete an application form as well so that there is consistent information on every applicant and appropriate comparisons can be made. Candidates need to consider that a typical résumé review takes less than five minutes; therefore, an easy to read, well-organized résumé can promote pre-screening success. If an applicant voluntarily furnishes some information on a résumé that cannot be legally obtained, the employer can use that information during the selection process. Applications are better than résumés because all candidates must furnish the same information.

If an applicant voluntarily furnishes some information on a résumé that cannot be legally obtained, the employer can use that information during the selection process.

Which of the following is NOT true regarding the "at-will employment" disclaimer? It indicates the right of an employee to quit at any time without notice. All state governments must instate the "at-will employment" disclaimer. It enables an employer to terminate employment at any time with a minimum of two weeks' notice. It indicates the right of an employer to terminate employment at any time without cause.

It enables an employer to terminate employment at any time with a minimum of two weeks' notice.

Which of the following statements is NOT true of an application form? It is a basic employee record for applicants who are hired. It is a record of employers who want to hire. It is a formal document on which an applicant attests to the truthfulness of the information provided. It can be used for research on the effectiveness of the application process.

It is a record of employers who want to hire.

Which of the following statements is true of a predictive validity study? It is not used to make hiring decisions. It is not a criterion-related validity study. It involves comparing test results of applicants with test results of other applicants. Its test scores are adversely affected by any learning on the job.

It is not used to make hiring decisions.

_____ means that a selection qualification or requirement is significantly associated with successful performance of job duties. Job security Job-relatedness Concurrent validity Predictive validity

Job-relatedness

_____ occurs when an employer fails to check an employee's background and the employee later injures someone while performing job duties. Negligent retention Negative emphasis Negligent hiring Cultural noise

Negligent hiring

_____ occurs when an employer becomes aware that an employee may be unfit for employment but continues to employ the person, and the person injures someone. Negligent retention Negative emphasis Negligent hiring Cultural noise

Negligent retention

Which of the following types of interviews is most likely to be open to subjective judgments and legal challenges? Situational interviews Structured interviews Behavioral interviews Nondirective interviews

Nondirective interviews

In the context of medical examinations and inquiries, which of the following statements is NOT true regarding medical inquiries and medical exams of an applicant? The Americans with Disabilities Act prohibits the use of pre-employment medical exams, except for drug tests, until a job has been conditionally offered. An organization should make it clear that the applicant who has been offered the job is not really hired until the physical inquiry is successfully completed. An applicant may not be asked questions related to current or past medical history until a conditional job offer has been made. Once a conditional offer of employment has been made, an organization can ask an applicant to pay for physical examination.

Once a conditional offer of employment has been made, an organization can ask an applicant to pay for physical examination.

In the context of hiring, which of the following time frames most closely indicates the average time taken to hire for white-collar jobs? Over two weeks Over four months Over one week Over two months

Over two months

Which of the following is true regarding previous employment checks and personal references? Work-related references from previous employers provide a biased picture of a candidate's characteristics. Personal references are not likely to speak highly of a candidate as doing that may get them in legal trouble. Previous employment checks do not protect a company from negligent hiring claims. Personal references provided by job candidates are often of limited predictive value.

Personal references provided by job candidates are often of limited predictive value.

_____ refers to fitting a person to the right job. Recruitment Placement Selection Hiring

Placement

Which of the following is a post-hire talent acquisition function? Scheduling a physical examination Placing and assigning Conducting a background screening Administering a pre-employment test

Placing and assigning

In the context of employee selection, identify a best practice that can be used by hiring organizations. Emphasizing general aptitude rather than job-related criteria when identifying selection instruments Not disclosing too much information about the selection process Providing individuals opportunities to demonstrate their strengths Providing feedback to candidates only after they are hired

Providing individuals opportunities to demonstrate their strengths

Which of the following can legally be included in an application form? Questions that ask for felony convictions Questions that ask for the Social Security number Questions that ask for marital status Questions that ask for the date of high school graduation

Questions that ask for felony convictions

Which of the following types of application disclosures requests permission to contact previous employers? At-will employment Employment testing Reference contacts Information falsification

Reference contacts

_____ is the extent to which a test or measure repeatedly produces the same results over time. Reliability Job-relatedness Validity Yield ratio

Reliability

Which of the following is a pre-hire talent acquisition function? Scheduling a physical examination Placing and assigning Orienting and onboarding Conducting exit interviews

Scheduling a physical examination

_____ occurs when an interviewer allows a positive characteristic to overshadow other evidence. Snap judgment Cultural noise The halo effect The default effect

The halo effect

Which of the following is NOT recommended regarding an employment offer letter? The offer document should be reviewed by the employer's legal counsel before being sent to an applicant. The document should allow the selected candidate to sign an acceptance of the offer and return it to the employer, where it becomes part of the candidate's personnel file. The terms and conditions of employment should be clearly identified in the offer letter. The offer document should contain generalized statements about bonuses, work schedules, or other matters that might change later.

The offer document should contain generalized statements about bonuses, work schedules, or other matters that might change later.

In the context of hiring, which of the following statements is true of the current trends? The average time of hire for most positions is well under two weeks. Getting hired in supermarkets takes longer than getting hired in the government. The time taken to hire for white-collar jobs has reduced significantly. The process of hiring employees is increasingly taking longer.

The process of hiring employees is increasingly taking longer.

Which of the following is NOT true regarding E-Verify? E-Verify is run by the Department of Homeland Security. E-Verify helps with the process of determining whether an applicant is a U.S. citizen, registered alien, or illegal alien. The use of E-Verify is voluntary for all employers. E-Verify has improved the security of its website and now offers a service called Self Lock to allow users to protect their personal information.

The use of E-Verify is voluntary for all employers.

Identify a true statement about honesty and integrity tests. They cannot be used as broad screening devices for organizations. They can enhance employers' perceived trustworthiness of job candidates. They increase workers' compensation claims. They can sometimes score an honest person as dishonest.

They can enhance employers' perceived trustworthiness of job candidates.

Which of the following statements is true of honesty and integrity tests? Their results are not likely to be affected by socially desirable responses. Their scores are not affected by individuals' gender and race. They can reduce workers' compensation claims and save a company money. They are reliable and accurate indicators of trustworthiness.

They can reduce workers' compensation claims and save a company money.

Which of the following sectors is likely to take the longest time for hiring employees? Supermarkets Utilities Bars Restaurants

Utilities

_____ is the extent to which a test measures what it claims to measure. Reliability Consistency Validity Repeatability

Validity

"Tell me about a time when you initiated a project. What was the situation? What did you do? What were the results?" are examples of questions that are most likely to be asked in: a behavioral interview. an unstructured interview. a situational interview. a nondirective interview.

a behavioral interview.

In order to show that those providing references for an applicant have been released from liability on the information they furnish, the preprinted reference forms sent by organizations should include: a statement of confidentiality. preprinted questions and answer options that conform to legal requirements. a release statement signed by the candidate. a release statement signed by the HR manager.

a release statement signed by the candidate.

"How do you go about setting priorities when you have a scheduling conflict?" is an example of a question that is most likely to be asked in: a behavioral interview. a biographical interview. a situational interview. a nondirective interview.

a situational interview.

A person is likely to take the shortest time to get hired in a job in: the defense sector. a supermarket. the government sector. an electricity supply company.

a supermarket.

The Fair Credit Reporting Act requires firms that check applicants' credit records to do all of the following EXCEPT: disclose that a credit check is being conducted. obtain written consent from the person being checked. furnish the applicant with a copy of the report. apply the checks fairly and consistently across all types of positions.

apply the checks fairly and consistently across all types of positions.

With a preverified résumé, the accuracy of an individual's background and credentials are: certified by a third party. certified by an employer before hiring. sworn to be accurate under oath by the individual. certified through the government's E-Verify program.

certified by a third party

The General Aptitude Test Battery (GATB) is an example of a(n): personality test. cognitive ability test. psychomotor test. emotional intelligence test.

cognitive ability test.

In the context of an interview, _____ has occurred when an applicant gives a response he or she believes is socially acceptable rather than factual. snap judgment cultural noise the halo effect the devil's horns effect

cultural noise

Concurrent validity uses _____ to validate a predictor or "test." current employees terminated employees job applicants former employees

current employees

All of the following may be elements of good job performance EXCEPT: education. presence at work. quantity of work. flexibility.

education.

Recent studies show that the average worker stays on a job for about _____ years. three four five six

five

In a _____, several job candidates are interviewed together by a hiring authority. group interview structured interview team interview panel interview

group interview

One of the potential impacts of the increasingly longer time taken in the process of hiring employees is that it: narrows the gap between the hiring times for white-collar jobs and blue-collar jobs. harms candidates' overall impression of an employer. increases the probability of companies finding employees with the optimal person/environment fit. improves the chances of companies successfully hiring high-quality employees.

harms candidates' overall impression of an employer.

The person/organization fit refers to the congruence between: the knowledge and skills of individuals and the requirements of a job. individuals and companies. individuals and work unit dynamics. individuals and the group of people in their team.

individuals and companies.

The person/group fit refers to the congruence between a work unit and a person's: interpersonal and team skills. education level. knowledge, skills, and abilities. values and culture.

interpersonal and team skills.

The person/job fit matches a person's _____ with the requirements of a job. behavior-based characteristics demographic characteristics knowledge, skills, and abilities values and culture

knowledge, skills, and abilities

Previous job tenure is a measure of how: many times an applicant called off work in the past. many times an applicant was reprimanded by his or her previous employer. many times an applicant was promoted by his or her previous employer. long an applicant has stayed on jobs held in the past.

long an applicant has stayed on jobs held in the past.

In the context of person/environment (P/E) fit, knowledge, skills, abilities, and motivation are fit elements best matched to the organization level referred to as: macro. micro. meso. intermediate.

micro.

Suggestions for an interviewer to make an interview more effective include all of the following EXCEPT: refraining from asking personal questions. avoiding "gut feelings" about individuals. monopolizing the conversation to control the interview. using questioning techniques that will produce full and complete answers.

monopolizing the conversation to control the interview.

To combat the problem of bias against long-term unemployed applicants, the federal government enlisted support from over 300 business leaders, who pledged to adopt all of the following practices EXCEPT: moving unemployed candidates to preferred status. proactively reaching out to agencies and other groups that work with long-term unemployed candidates. sharing best practices within the employer community. reviewing screening procedures to ensure that unemployment status is not given inappropriate weight in hiring decisions.

moving unemployed candidates to preferred status.

In a _____, several interviewers meet with a candidate at the same time. group interview structured interview biographical interview panel interview

panel interview

In the context of selection testing, a candidate who has applied for a position that requires climbing and heavy lifting will most likely be given a(n): integrity test. physical ability test. emotional intelligence test. situational judgment test.

physical ability test.

The HR department of Renaud Fittings is recruiting for mid-level management positions. To improve candidates' experiences during the selection process, the HR department should: not emphasize on job-related criteria when evaluating candidates. provide candidates insight into what work will be like. not provide too many opportunities for candidates to demonstrate their characteristics. provide feedback to candidates only after they are hired.

provide candidates insight into what work will be like.

Evidence indicates that the process of hiring employees is increasingly taking longer, with an average time of well over three weeks for many positions and over two months for white-collar jobs. Such a trend is most likely to: increase the hiring time in sectors such as restaurants, bars, and supermarkets. enhance candidates' overall impression of an employer. improve the chances of companies finding employees with the optimal person/job fit. reduce the likelihood of companies successfully hiring high-quality employees.

reduce the likelihood of companies successfully hiring high-quality employees.

A _____ involves questions about how applicants might handle specific circumstances related to a job. behavioral interview group interview situational interview nondirective interview

situational interview

A candidate is given a scenario with a problem and a list of possible ways to solve the problem. She is required to give her opinion about how to deal with the problem. This is an example of a(n): emotional intelligence test. personality test. psychomotor test. situational judgment test.

situational judgment test.

To be considered a job hopper, an applicant would have to change employers _____ times over a 10-year period. three four five six

six

In the context of the dimensions of emotional intelligence, empathy falls under: self-awareness. relationship management. social awareness. self-management.

social awareness.

A _____ involves a set of prepared job-related questions that are asked of all applicants so that comparisons can be made more easily, resulting in better selection decisions. situational interview structured interview group interview nondirective interview

structured interview

The reverse of the halo effect is: the default effect. cultural noise. the devil's horns. negative emphasis.

the devil's horns.

A negative trade-off to using electronic screening to narrow down the number of job candidates before requiring interviews is: the expense of the screening program. that it opens the company up to lawsuits. the elimination of qualified individuals. reduced efficiency.

the elimination of qualified individuals.

To calculate predictive validity, the test results of applicants are compared with: their subsequent job performance. their predecessors' job performance. the average score of the employees of the company. the test results of other applicants.

their subsequent job performance.

A controversial trend in screening job candidates is: conducting criminal background checks. using information obtained from social networking profiles. using E-Verify during background checking. requiring drug testing.

using information obtained from social networking profiles.