chap 10 final
7. Which of the following is considered an appropriate question to ask on an application form?
"Are you at least 18 years old?"
14. Regarding the validity of T&E evaluations, which of the following is true?
Few studies have examined their validity
Application forms have been used to discriminate against protected groups.
T
4. Is an employer prohibited by law from asking certain questions on an application form?
Yes, court decisions have established that certain questions cannot be asked on an application form.
13. The behavioral consistency method for assessing training and experience assumes which of the following?
a. Job applicants should be evaluated on the basis of behaviors that show differences between superior and minimally acceptable workers
23. Of these methods of collecting reference data, which is used most frequently?
a. Telephone checks
22. Which of the following is an assumption underlying biodata as a selection tool?
a. The best predictor of future behavior is past behavior.
28. For entry-level selection, validity evidence suggests which of the following as the best predictor of performance? a. biodata c. reference checks b. resume d. employment interviews
a. biodata
24. The biggest problem with reference checks collected by mail is:
d. The low rate of return
12. Regarding the reliability of T&E evaluations, which of the following is true?
d. The task-based method produced the highest coefficient
11. An application form checklist is:
d. a list of items related to minimum qualifications that an applicant must meet for further consideration for a job.
25. Which of the following is NOT one of the empirical keying methods used with biodata scores?
d. optimum range
17. Which of the following were found to provide reference data predictive of subsequent job performance?
d. supervisors of former employers
3. Which of the following is the most frequently sought reference information from applicants?
dates of employment
24. Employers should use the holistic method of T&E evaluation rather than the competency-based approaches.
f
26. Reference checking serves more as a basis for detection of the qualified rather than identification of the unqualified.
f
29. Email is the most frequently used method of conducting a reference check.
f
31. The use of letters of reference are probably restricted to lower skilled jobs.
f
32. Since only positive comments are given in letters of reference, they are not useful for gaining an indication of the writer's true feelings
f
35. It is especially important for an employer to answer reference questions from other organizations, such as "Would you rehire this person?"
f
36. Refusing to give information on a past employee shields an employer from a lawsuit.
f
37. Employers do not have a responsibility to provide relevant information on a past employee who is under consideration for employment by another employer.
f
38. Reference checks are one of the few selection devices not subject to the Uniform Guidelines on Employee Selection Procedures
f
42. WAB stands for weighted application biodata.
f
44. Only one method of empirical keying is recommended.
f
48. The "Accomplishment Record" T&E evaluation method should NOT be used for selecting managers or professionals.
f
50. Evidence of application/resume fraud or misconduct will not limit the employer's liability on discrimination claims.
f
A felony conviction can automatically exclude an applicant from employment
f
It is appropriate to ask applicants about the color of their hair and eyes.
f
It is appropriate to ask on an application form questions related to work availability on holidays/weekends.
f
It is inappropriate to ask applicants about specific skills or education/training experiences acquired through military service
f
Job analysis alone will completely resolve the problem of which items should be included on an application form
f
Research shows that over time, most Fortune 500 firms have revised their application forms so they are now completely fair
f
State and federal laws generally do not assume that all questions asked on an application form are used in making hiring decisions.
f
When writing instructions for completing the application form it is a good practice to make the instructions a little vague and incomplete to see how applicants deal with ambiguity.
f
5. Which of the following can an employer do to show that application form items do not unfairly discriminate among applicants?
show that the questions represent a bona fide occupational requirement
20. A common distortion seen by many HR managers involves reported college background.
t
22. While the typical validity coefficient may be relatively low, the available evidence is reasonably clear that some training and experience ratings are valid predictors of job performance.
t
23. As far as reliability is concerned, training and experience evaluations tend to reflect rather high interrater reliability estimates.
t
25. Training and experience evaluations, like other selection methods, are subject to the Uniform Guidelines on Employee Selection Procedures
t
27. Several studies have demonstrated that over 95% of firms checked references.
t
28. The possibility of libel or slander suits discourages employers from providing reference information
t
30. Employers are prohibited from asking any questions of references that they may not request of applicants.
t
33. In-person reference checks are not frequently used in most selection programs
t
34. It is legal, and even the duty of employers to check references.
t
39. An unstructured reference checking system, rather than a structured reference checking system, is more likely to be open to charges of discrimination.
t
40. Asking applicants to give written permission to contact their references is a good idea.
t
41. Caution is advised in using any negative data from a reference check as a basis for excluding applicants.
t
43. The total score for a WAB is used like that of any personnel selection test to predict probable job success.
t
45. Biodata instruments can be developed and validated so they lead to validity generalizability.
t
46. It is possible to produce a biodata instrument that is predictive of performance across organizations and employee groups.
t
47. Of all the T&E methods, the WRC based method likely offers the best prediction of later job performance.
t
49. Scoring procedures for biodata forms should be based on job applicants rather than incumbents.
t
An employer can give consideration to the relationship between an applicant's conviction for a crime and his or her suitability for a specific job.
t
It is inappropriate to ask an applicant to supply a birth certificate for employment.
t
It is inappropriate to ask women about child care arrangements.
t
It is recommended to use multiple application forms for different types of jobs in an organization.
t
Job analysis data should serve as one basis for choosing employment application questions.
t
Under a charge of discrimination, the burden of proof may be on the employer to demonstrate that all questions in an application form are indeed fair and not discriminatory.
t
19. What is the basic issue in cases that have dealt with claims of discriminatory impact and defamation of character?
the tendency of reference givers to go beyond necessity in describing people
6. What is true concerning application form inquiries into arrest and conviction records?
An employer cannot give consideration to arrest records.
10. What does research tell us about the accuracy of application form data?
Applicants are most likely to distort those items believed to be related to whether a job offer will be made and the salary given.
18. Which of the following statements concerning recommended steps for using reference checks is INCORRECT?
Applicants should not be asked to give written permission to contact their references.
8. Which of the following is an inappropriate question to be asked on an application form?
Do you smoke?
9. What conclusions can be inferred from research examining the appropriateness of items (i.e., from an EEO standpoint) on application forms
It is rare to find application forms that don't have at least one inappropriate item.
1. A brief check of relevant portions of a job application for minimal qualifications is needed when:
Many people have applied for the job
2. T&E calculations are based on:
Ratings
26. Which of the following methods of empirical keying has been the most popular and useful?
a. vertical percentage
16. Which of the following is true about letters of reference?
b. A long letter is more indicative of a positive attitude toward the applicant than a short letter.
21. Which of the following types of evidence would be most useful in defending a negligent hiring suit?
b. background investigation
27. The most thorough reference check would likely be: a. From a former employer c. From an investigative agency b. From a work colleague d. From a letter of recommendation
c. From an investigative agency
15. What is a disadvantage of mail reference checks?
c. They have a low return rate.
20. Negligent hiring occurs when:
c. a third party such as coworker, client, or customer of an organization files suit against an employer for injuries caused by an employee.